Final paper

HUMAN RESOURCE MANAGEMENT MSL660/MPA606 Hall #2 Following the Law and Getting the Job Right

Format for Hall session

• Introduction of the Hall • Hall Topics • Christian worldview applications • Major points for the week’s learning

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Topics we’ll cover

• Equal Employment Opportunity and Its Concepts • Employment Law • The Debate about Affirmative Action • Sexual Harassment • Diversity • Jobs ▫ Job Design ▫ Job Characteristics ▫ Job Analysis ▫ Job Descriptions & Job Specifications

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Biblical Foundation: Luke 18:9-14

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Hall Objectives

• Get a good understanding of the Employment Laws that organizations must adhere to.

• The debate about Affirmative Action • The importance of training managers and

employees regarding sexual harassment • The benefits of diversity • Discuss all of the aspects that an organization

goes through regarding jobs.

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Questions or Topics for Reflection & Study • What laws do employers have to adhere to when

dealing with applicants and employees? • What is diversity and why is it important to

employers? • What is job analysis and its process? • What is a job description and why is it important

to be accurate?

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Equal Employment Opportunity (EEO) Concepts • Protected category – a group identified for protection under EEO laws

and regulations • Include:

▫ Race, ethnic origin, color (including multiracial/ethnic backgrounds) ▫ Sex/gender (including pregnant women and also men in certain

situations) ▫ Age (individuals over 40) ▫ Individuals with disabilities ▫ Military experience (military status employees and Vietnam-era

veterans) ▫ Religion (special beliefs and practices) ▫ Marital status (some states) ▫ Sexual orientation (some states and cities)

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Equal Employment Opportunity (EEO) Concepts (cont.) • Disparate treatment – occurs when members of a

group are treated differently from others. ▫ Different standards are used to judge individuals; or ▫ The same standard is used, but it is not related to the

individuals’ jobs

• Disparate impact – occurs when members of a group are substantially underrepresented as a result of employment decisions that work to their disadvantage.

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Equal Employment Opportunity (EEO) Concepts (cont.) • Business necessity & job relatedness • Bona fide occupational qualification (BFOQ) • Burden of proof • Retaliation • Equal employment • Blind to differences • Affirmative action – Employers are urged to

employee people based on their race, age, gender, or national origin to make up for historical discrimination

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The Debate about Affirmative Action

• Fig. 3-3

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Arguments: Why Affirmation Action is Needed

Arguments: Why Affirmation Action is Not Needed

Source: Mathis & Jackson (2011), Human Resource Management (13th ed.), Mason, OH, Cengage Southwestern.

Employment Law

• Civil Rights Act of 1964, Title VII • Executive Orders 11246, 11375, & 11478 • Civil Rights Act of 1991 • Pregnancy Act of 1978 • Equal Pay Act of 1963 • Americans with Disabilities Act (ADA) of 1990 ▫ ADAAA (2009, expanded the definition of disabled

individuals)

• Age Discrimination in Employment Act of 1967

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Diversity & Workforce Demographics • Diversity – Differences in human characteristics and

composition in an organization. ▫ Race/ethnicity, national origin/immigration,

age/generational differences, gender, marital & family status, sexual orientation, disabilities, religion

• Generational Differences ▫ Matures (born before 1946) ▫ Baby boomers (born 1946 – 1964) ▫ Generation Xers (born 1965 – 1980) ▫ Generation Yers (millenials) (1981 – 2000)

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Jobs

• Job – Grouping of tasks, duties, and responsibilities that constitutes the total work assignment of an employee.

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Job Design

• Job Design – Organizing tasks, duties, responsibilities, and other elements into a productive unit of work.

▫ Performance, job satisfaction, physical & mental health

▫ Person-job fit, job-person match

▫ Job enlargement, job enrichment, job rotation, job sharing

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Job Characteristics Model

• Fig. 4-4

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Source: Mathis & Jackson (2011), Human Resource Management (13th ed.), Mason, OH, Cengage Southwestern.

Job Analysis in Perspective

• Fig. 4-7

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Source: Mathis & Jackson (2011), Human Resource Management (13th ed.), Mason, OH, Cengage Southwestern.

Job Analysis

• Job analysis – Systematic way of gathering and analyzing information about the content, context, and human requirements of jobs.

▫ Task-based job analysis (task, duty, responsibilities)

▫ Competency-based analysis (technical competencies / behavioral competencies)

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Job Analysis Process

• Fig. 4-9

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Source: Mathis & Jackson (2011), Human Resource Management (13th ed.), Mason, OH, Cengage Southwestern.

Job Descriptions & Job Specifications

• Job description – Identification of the tasks, duties, and responsibilities of a job. ▫ Identification, General summary, Essential Job Functions

& Duties, Job Specifications, Disclaimer & Approvals

• Job specifications – The knowledge, skills, and abilities (KSAs) an individual needs to perform a job satisfactorily.

• Performance standards – Indicators of what the job accomplishes and how performance is measured in key areas of the job description.

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Sample Job Description • Fig. 4-11

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Source: Mathis & Jackson (2011), Human Resource Management (13th ed.), Mason, OH, Cengage Southwestern.

Questions or Topics for Review

• What laws do employers have to adhere to when dealing with applicants and employees?

• What is diversity and why is it important to employers?

• What is job analysis and its process? • What is a job description and why is it important

to be accurate?

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What next?

• Take the Hall Quiz • Complete your detailed reading • Answer the discussion questions • Complete the writing assignments

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References

• Mathis, Robert & Jackson, John. (2011) Human Resource Management (13th ed.) Mason, OH: Cengage Southwestern.

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This concludes Hall 2