...Definition of Equal Employment Opportunities............................................... 6 3.2. Definition of Discrimination............................................................................. 6 3.3. Definition of other laws regarding equal employment………………….……..7 III. Practical Aspect ..........…….....…….......................................................................... 10 4.4. Background and description of Hy-Vee Inc.…................…………..……..... 10 4.5. Discussion………… ……………................................................................. 11 IV. Conclusions and Recommendations…...………................…………….................. 12 5.6. Conclusions ..........………................................................................................ 12 5.7. Recommendations .........……...……................................................................ 13 List of References…………………………………………….....………….…………….…………14 I. Executive Summary For my research paper, I have choose to analyze the equal employment opportunities within Hy-Vee Inc. Equal employment opportunity is a very specific yet broad determination of what is allowed and what is seen as discrimination. A lawsuit can be filed against any company that does not follow the strict guidelines put into action by the Supreme Court, Legislative Body, and Executive Branch. The objective of my paper is to explain the role that the Equal Employment Opportunity Commission...
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...Carter Cleaning Company Case 1: 1) Make a list of five specific HR problems you think Carter Cleaning will have to grapple with. - non-trained stuff therefore low job performance - controlling labor costs - managing wages between those that work in dry cleaning side (skilled) and attendants (unskilled) - high turnovers - HR rules and protections not being followed 2) What would you do first if you were Jennifer? If I were in Jennifer's shoes the first thing I would do is meet with her father and discuss about how everything HR related was done in the company before she came. Then I would hold a meeting for all of the employees to introduce myself and ask them about their concerns or wants. Then I would analyze the data and map e a strategic plan on how I can motivate the managers to motivate their staffs, how to train new and old employees to make work done more efficiently , and establish a recruiting process. After speaking with managers and her father about what the employees need to be successful I would then run an add for a hiring event, to have candidates come in to the stores and see what motivates them to work. Carter Cleaning Company Case 2: 1) Is it true as Jack Carter claims “we can't be accused of being discriminatory because we hire mostly women and minorities anyway”? It is not true. Statements like this place his company at risk and show that he obviously needs a human resource manager who knows about current laws and regulations. Being the owner, he should...
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...2013-2014 Human Resources Management Class Summary Gauthier Steiner Contents What is Human Resource Management? 3 Who Performs the Human Resource Functions? 4 Key Challenges for HR Managers 5 HRM and Strategy 6 Organizational Performance and the Human Resource Manager 7 Communicating Human Resource Programs 8 Equal Employment Opportunity & Diversity 9 Equal Employment Opportunity Laws 9 Landmark Court Cases 11 Compliance Agencies 12 EEO Implementation 12 Key terms of the chapter 13 Job Analysis and Job Design 15 Basic Terminology 15 Job Analysis 17 Job analysis method 19 Disadvantages of job analysis 21 Job Design 21 Advantages of job specialization 21 Job design consideration 22 Human Resources Management: Chapter 1: Strategy What is Human Resource Management? Human resource management (HRM, or simply HR) is the management process of an organization's workforce, or human resources. It is responsible for the attraction, selection, training, assessment, and rewarding of employees, while also overseeing organizational leadership and culture and ensuring compliance with employment and labor laws. Nearing the 21st century, advances in transportation and communications greatly facilitated workforce mobility and collaboration. Corporations began viewing employees as assets rather than as cogs in a machine. "Human resources management", consequently, became the dominant term for the function. "Human capital management" is...
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...INTRODUCTION This TESCO case study for diversity summaries that, in a worldwide marketplace, big companies that hires a diverse workforce around the world, are better to explain and understand the different demographics of the global marketplace, TESCO better service and is equipped to grow in the marketplace because of its diverse workforce than that of all those small companies that has limited or small range of employee demographics. Tesco provides banking, insurance and telecommunications services as well as having a strong online presence. Tesco is a business that puts people first, ensuring its customers and colleagues are at the heart of everything it does. ‘Our core purpose is to create value for customers to earn their lifetime loyalty. Our success depends on people: the people who shop with us and the people who work with us. Earning customer loyalty is crucial and Tesco focuses to helping customers in lots of small ways which together can make a big difference. ‘Every little helps’ is more than just a slogan. It describes Tesco’s way of working with all of its stakeholders, and that includes colleagues as well as customers. Tesco works in a competitive market where products, stores, tastes and even the way customers shop are constantly changing. Tesco needs to be proactive in preparing to face these changes. This means finding talented people who will be ambassadors for the brand in the communities it serves. Diverse communities mean that it needs to recruit and...
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...THE EFFECTS OF EQUAL EMPLOYMENT OPPORTUNITY AND AFFIRMATIVE ACTION IN WOMEN SPORTS March, 2007 TABLE OF CONTENTS Title Page i Table of Contents …..……………………………………………………………………2 Section I. Introduction 3 Section II. Review of Literature 4 Equal Employment Opportunity Laws 4 Affirmative Action 6 Effects of EEO and AA on Women Sports 7 Effects on EEO and AA on women playing sports 7 Effects of EEO and AA on women coaching sports 9 Effects of EEO and AA on women in administration………………...11 Section III. Summary and Conclusions 14 References ............... 17 INTRODUCTION Women in sports have indeed come a long way. Years ago it was socially unacceptable for women to do anything other than cook and clean. Men dominated the work place and the sports industry. But eventually women got fed up with being treated less significant than their male counterparts and began protesting. Not until the mid-1950s and early 1960s did nondiscriminatory employment become a strong social concern (Bohlander & Snell, 2004). While women were just beginning to make a name for themselves, the government began regulating Equal Employment Opportunity (EEO) by passing a series of laws, in an attempt to correct social problems of interest to particular groups of workers, including women. EEO laws have made a major impact on women in all industries, but especially on women in sports. While EEO laws focused on non-discrimination, affirmative action went beyond...
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...Employment Termination What Every Manager Should Know Introduction Termination is one of the most difficult tasks a manager will have to perform. A manager needs to have a good understand of everything that is involved in an employee exiting the company. This paper is designed to do just that by giving a broad overview of the topic and highlighting the most important parts. By reading this paper a manager should be much more prepared and less likely to commit a mistake during the termination of an employee. The manager should also be able to make the termination a smoother transition and therefore an easier task to complete. Definitions Definitions of some of the important terms are given to give a manager a better understanding of some of the main ideas involved in employment termination. There are basic ideas that go along with each definition to give a better idea of why the term is important to the topic. Termination from Employment Termination from employment occurs when an employee’s job ends. Termination can be voluntary or involuntary. Voluntary Termination Voluntary termination is when an employee voluntarily ends his or her employment at an organization. This would include resignation or retirement. Another common reason for voluntary termination is a new or better job, typically one that offers higher remuneration or improved career prospects [ (Heathfield, Termination) ]. Involuntary Termination Employment can also be involuntary, meaning that the employee...
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...Porter's Five Force (http://www.strategicmanagementinsight.com/tools/porters-five-forces.html) “Porter’s five forces model is an analysis tool that uses five forces to determine the profitability of an industry and shape a firm’s competitive strategy” Understanding the tool Five forces model was created by M. Porter in 1979 to understand how five key competitive forces are affecting an industry. The five forces identified are: These forces determine an industry structure and the level of competition in that industry. The stronger competitive forces in the industry are the less profitable it is. An industry with low barriers to enter, having few buyers and suppliers but many substitute products and competitors will be seen as very competitive and thus, not so attractive due to its low profitability. It is every strategist’s job to evaluate company’s competitive position in the industry and to identify what strengths or weakness can be exploited to strengthen that position. The tool is very useful in formulating firm’s strategy as it reveals how powerful each of the five key forces is in a particular industry. Threat of new entrants. This force determines how easy (or not) it is to enter a particular industry. If an industry is profitable and there are few barriers to enter, rivalry soon intensifies. When more organizations compete for the same market share, profits start to fall. It is essential for existing organizations to create high barriers to enter to deter new...
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...MGT 303 MIDTERM STUDY GUIDE Christopher Rhodes Starbucks: · New growth model that tries to get customers to purchase more coffee regardless of its form, venue, or name on the beans · Calls all employees “Partners” o Coffee knowledge, product expertise, great customer service o Treated with dignity and respect · Greet regular customers by name · Baristas slow down make no more than two drinks at a time HRM plays key role in determining survival, effectiveness, and competitiveness of US businesses Competitiveness: a companys ability to maintain and gain market share in its industry · Related to company effectiveness o Satisfies needs of stakeholders HRM help support business strategy and provide services the customers value. Value of a product: determined by its quality and how closely the product fits customers needs. HRM: policies, practices, and systems that influence employees behavior attitudes, and performance · “People practices” Strategic HRM consists of: HR Planning: analyzing and designing work, determining HR needs Recruiting: attracting potential employees · Interviewing, testing Selection: choosing employees Training and Development: teaching employees how to perform their jobs and preparing them for the future· Orientation, productivity enhancement Compensation: rewarding employees Performance Management: evaluating their performance Employee Relations: creating a positive...
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...appropriate for a process. After processing the data, it converts into information which is very essential for life of people, organizations and other work processes. Globalization and current trends demand from businesses actively reacting to any variations in environment or preferences of clients. As for that potential for collecting, analyzing and data processing is tremendously significant for any business. (Hox & Boeije, 2008) All above-stated, data, firstly, have to be collected. There are 2 main natures that data can be in: Qualitative data Based on the collection and analysis of non-numerical data qualitative data are used opinions, beliefs, motivation, criteria are needed to be found out. Commonly used questions in this case are "how?" and "why?" Qualitative data is less clear than quantitative, so their usefulness is largely dependent on the skills of the researcher. Group discussions, individual interviews, observations, and etc. usually are considered to be qualitative in nature. Qualitative research is often seen as preparation for the quantitative. As a rule, these types of data are difficult...
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...Assignment 1: Trends in the Workplace Jacqueline Williams January 25, 2015 HRM 500: Trends in the Workplace Dr. Matthew Gonzalez Introduction When it comes to “Trends in the Workplace”, the effect of good productivity and employee satisfaction is very important. Human Resource professionals has to make sure those employees are prepared and ready to take on the challenges and changes that are coming before them. The continued use of HR Analysis can be the key to a successful organization. Technology is a big tool that continues to expand and develop, therefore human resource has to be able to train and develop employees as well. This paper will discuss the key trends in the workplace that have significant influences on organizations. It will discuss how HR professionals play a key role in helping organizations respond to evolving trends, comply with federal and state regulations, and manage workplace flexibility. Specify the key functional areas of Human Resources Management and how each function contributes to the overall performance of an organization. The key functional areas of Human Resources Management play a very important role in today’s workplace. An HR professional has to strategically plan each function and implement them accordingly. The key functional areas of Human Resources Management that I will discuss are staffing, compensation and benefits (total rewards), human resource development also known as training and development, employee relations...
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...INTEROFFICE MEMORANDUM TO: FORD FAIRLANE CEO, TOY COMPANY FROM: DIV. MANAGER, ELEMENTARY TOYS SUBJECT: RESPONSE TO SHIFT POLICY CHANGES DATE: MAY 15, 2014 Constructive Discharge With the recent changes to the new shift work policy, some employees have expressed the sentiment that the new policy would preclude them from observing their holy days or Sabbath. In particular this change has elicited some unfavorable perceptions of the company as practicing discrimination by forcing employees to work on the Sabbath. The change in policy, which was necessary to promote company growth, simply changes the production schedule from five 8 hour shifts Monday through Friday, to four consecutive 12 hour shifts Monday through Sunday with four days at work and then four days off. However the days can occur any day of the week. However, one employee has taken the steps to file a claim under Title VII of the Civil Rights Act of 1964, constructive discharge. The constructive discharge claim, is that the company created a discriminatory work environment that essentially forced the employee to seek termination. Legally, Constructive Discharge is defined as “an employee who resigns after being subjected to unlawful discrimination is said to have been constructively discharged if a reasonable person would have found the discriminatory conditions to be intolerable” (Finnegan, 1986). The interpretation of discrimination in a constructive discharge claim is fairly rigidly described...
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...obtaining suitable employees Assessment Method: Assignment Assessing in: Individual Number of Words: 2500 words max Outcomes Covered: 1st and 2nd Issue date: February 05, 2014 Due Date: March 12, 2014 College No. | Learner Name | Learner Signature | | Mohammad Asim | | | | | Learner’s Declaration: I confirm that the work submitted for this assignment is my own. | Date | | Outcomes Covered Outcome | Description | 1 | Understand the difference between Personnel Management and Human Resource Management | 2 | Understand how to recruit employees | Table of Contents AC 1.1: Distinguish between personnel Management and human resource management. . . . . . . . . . . . . . . . 3 AC 1.2:Asses the function of human resource management in contributing to organizational purposes. …..5 AC 1.3:Evaluate the role and responsibilities of line Managers in human resource management………….10 AC 1.4:Analyze the impact of legal and regulatory framework on human resource management?..............12 AC 2.1: Identify reasons why organizations involve in Human Resource planning……………………… ...15 AC 2.2: You are required to identify the steps in planning Human Resource requirements……………….17 AC...
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...to fulfill the goals of its company to be nationally and globally competitive in a desired industry. By designing work goals that are attainable and challenging employers reassure their competitive edge in an industrial environment (CHAPTER 9: PERFORMANCE MANAGEMENT AND APPRAISAL, n.d.). Humans Resource Management, manages the people who manage the organizations capitals’. Regulatory and Labor laws mandate and dictate Human Resource Management (HRM) to select, train and promote candidates through Equal Employment Opportunities and or Affirmative Action. Human Resource Management teams use multiple methods to derive and administer compensation, safety and health benefits to its employees all in an effort to attract and retain the most talented individuals. In today’s economy employees in the United States are protected by Federal Legislation under Equal Employment Opportunity (EEO) and Affirmative Action (AA). Recruitment discrimination is protected by the Civil Rights Act of 1964. Title VII of the Civil Rights Act administers the standards upheld by the equal employment opportunity. Equality, respect and pride in one’s self are innate human behaviors which are considered to be ethically good for individuals and the societies in which they live. The EEO is a means by which protection against discrimination based on creed, ethnicity, disabilities, and gender are thoroughly prohibited. The EEO insist that all people are afforded the same rights and privileges in respect to...
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...2.3 Employment laws and regulations 5 2.4 Economy 7 2.5 National Culture and Hierarchy 9 2.5.1 Hofstede’s dimensions 9 3. Analysis 12 3.1 Government 12 3.2 Political Economic System 13 3.3 Employment law and regulations 14 3.4 Economy 14 3.5 National Culture and hierarchy 15 4. Conclusion 17 References 18 1. Introduction The Kingdom of Sweden; IKEA, VOLVO, forests, lakes, snow, democracy, how is it up there? We all know about how well IKEA is doing, and we all know about Zlatan and Abba… but how do we become equally successful? The demands on Human Resource Management is currently increasing as it has been widely discovered and discussed that it directly affects the economic growth. What do we have to think about when we develop our HR department? In this paper we will analyze the institutional context of Sweden and evaluate what impact they have on the decision making of Human Resource management. As students of Economics and Business it is a vital part of our education to go in depth to actually understand and be able to adapt our theoretical skills in a new country. To do this we will consider the government aspect, with political system and political landscape included and its affect in the context of people management practices. Subsequently, the political economic system and its impact will be reviewed, looking at aspects such as welfare distribution, welfare benefits and unemployment. Closely linked to the aforementioned factors are also employment laws...
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...organizations have to abide by their state laws, and federal laws as well. Although for-profit organizations may have higher incentives to maintain good relationships with their clients and accommodate their needs, these two types of organizations must abide by enacted laws regardless of the specified end goals and objectives. Typically, the main objective of most for-profit organizations is to maximize the wealth of their shareholders. Therefore, in order to maximize revenues and minimize costs, some firms perform unethical actions to reach a certain net profit that their shareholders are expecting. Although in the case study of Plainfield Heath Center, it is not stated that it is a for-profit organization, they created a new policy against federal laws in order to satisfy their patients’ requests. Based on a federal civil rights law that gives patients some privacy rights in nursing homes, Plainfield Health Center created a new policy that discriminates against some of their workers. The respective federal law about privacy rights states that patients have the right to request nursing homes to provide them with caretakers of the same sex. Basing off this law, Plainfield Health Center decided that patients could also request caretakers of the same race. By creating their own policy, they violated employee rights regulated by the United States Equal Employment Opportunity Commission. According to the U.S. Equal Employment Opportunity Commission (EEOC): “sex-based discrimination...
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