Week 1 Discussion

Equal Opportunity and the Law

Hardly a day goes by without equal opportunity lawsuits at work. Performing day-to-day supervisory tasks such as hiring employees without understanding laws is fraught with peril. This lecture has a strong foundation of laws that have an importance to our understanding of HR and helps gain a strong foundation within any department. 

Trends Shaping HR: Digital and Social Media

For employers, social media brings both bene�ts and reasons for caution. Employees will use Facebook and other social media accounts to harass and bully coworkers. Employers need to distinguish between illegal online harassment (that applies to race, religion, national origin, age, sex/gender, genetic information, and disability discrimination) and common personality con�icts. At a minimum, employers should have a zero-tolerance policy on bullying.

Bene�ts of Social Media

Reasons for Caution of Social Media

Social Media Impacts on Employer Review each tab to know more.

Some bene�ts of social media for employers could be:

Building relationships

Sharing your expertise

Increasing your visibility

Educating yourself

Being connected anytime

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Diversity

Diversity can be a driving mechanism for higher pro�ts simply promoting equal opportunity and inclusion. The key to deriving such bene�ts is properly managing diversity’s potential problems. Companies with exemplary reputations in managing diversity have leadership as they champion the cause of diversity. Leaders are role models for the behavior required for such change. Companies need to provide a “good-faith effort action strategy” that emphasizes on identifying and eliminating the obstacles to hiring and promoting women and minorities and rather increasing the minority or female applicant �ow. 

HR managers can indicate if the diversity initiatives are effective enough, in order to recognize that the employees are the asset of the organization. Aligning the talent within the organizations’ mission, vision, values, and core objectives is paramount in providing an equal-level playing �eld for all the employees to grow and excel. 

Some of the areas evaluated while working in the �eld is to determine if:

All of the talents have a fair share to build upon each job function and have the ability to grow within the organization. This includes women and minorities holding leadership roles. 

Let’s Explore!

From the following website, search for the articles mentioned underneath to learn more.

Forbes (http://www.forbes.com/)

How AI Makes Recruiting More Human

Is Ongoing Recruitment the Way to Work? 13 Ways to Recruit Effectively

Six Lasting Principles that Drive Social Media Success

44% of Businesses Can't Measure Social Media ROI: Here's How to Quantify Your Impact

All of the talents are trained and developed within a speci�c job function. This includes women and minorities.

All the staf�ng levels and women and minorities are included in the career development pipeline.

The questioning turnover rates for all classi�cations of races and positions.  

Additional Materials

From your course textbook, Human Resource Management, review the following chapter:

Equal Opportunity and the Law

From the South University Online Library, review the following article:

Social Media and Human Resource Staf�ng: Legal, Policy, and Practice Issues for Employers (https://www.thecampuscommon.com/library/ezproxy/ticketdemocs.asp? sch=suo&turl=http://search.ebscohost.com.southuniversity.libproxy.edmc.edu/login.aspx? direct=true&db=edb&AN=100277209&site=eds-live)

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