Enterprise Resource Planning
September 12, 2020Mental Health Counseling
September 13, 2020
- Diversity in an organization entails incorporation of people in the organization’s work irrespective of their gender, race and social status. Human resource managers should make use of the diverse workforce to attain organizational goals and targets. Promotion of diversity in an organization is a key ingredient to a successful business entity. Additionally, proper human resource management of a diverse workforce results to a competitive advantage of an organization as compared to its competitors. Diversity in workplace helps to bring together diverse experiences, thoughts and new ideas. Diverse experience in particular organizational task ensures excellent performance of the task and realization of a particular target. Heterogeneity in the workforce ensures respect in the workplace though the differences should not slow down integration. Incorporation of diverse ideas in the workplace promotes proper decision making, proper policy formulation and implementation and workplace integration. The end product of all these aspects is competitive advantage of the organization.
- Unacceptable application questions should be avoided in the selection process. Application questions asked in the form must be related to the job in question. Additionally, the application questions should be in line with the regulations set by equal employment opportunity (EEO) and equal employment opportunity committee (EEOC) laws. Some of the unacceptable application questions are questions on one’s citizenship and national origin, reliability and attendance, issues on credit records. Questions such as who is going to baby-sit, what is your maidens name and whether one has ever been declared bankrupt should be avoided and hence formulated in a manner that the applicant will not be offended. These questions are unacceptable since they are against the equal employment opportunity (EEO) laws and they may not be able to capture the relevant information required by the human resource manager.
- A successful interview is an important tool in evaluating and selection of the appropriate candidate for the job. Interviews are designed to capture any information about the candidate that could have been omitted from the application or tests. A comprehensive interview helps to assess the candidate’s motivation, abilities and values. Key elements of a successful interview are; a review of job description, a structured set of questions, review of the application and resume, note taking and punctuality. Adherence to these elements and guidelines will prompt selection of the best applicant for the job.
- Realistic job previews (RJP) refers to provisions of various articles showing both the favourable and unfavourable conditions of a job to prospective applicants to enable them make decision on whether to apply or not. The information may be included in brochures, online videos and plant tours. Realistic job previews enable applicants to hold lower and more realistic expectations about the job they will be doing. Additionally, it helps applicants to adjust fully on the best ways to cope with the new environment. Realistic job previews reduce the job turnover and increases the acceptance rates. Additionally, realistic job preview ensures recruitment and hiring of committed individuals.
- Job analysis refers to exploration of activities surrounding or within a job. The job analysis process is related to Americans with Disabilities Act (ADA) in that all the processes involved in job analysis should be put in place to ensure fairness and transparency in the employment sector. Job analysis process entails understanding its purpose, understanding the role of the job in the organization, bench-marking of positions, coming up with the best method to collect information, seeking clarifications, developing the job analysis draft and finally reviewing the draft. For a successful recruitment of people with disabilities, the process of job analysis ought to be adhered to in order to get the best fit candidate for the job. Evaluation of the duties and responsibilities attached to a job ensures that the best applicants are selected and recruited.
- Effective job search is cornerstone to a better job. Prospective job applicants should be quite informed on the requirements attached to different positions. Effective job search elements such as internal search, external search and individual well- being are important aspects to a successful application. Internal search entails promotion of the current employees of a company by thee human resource manager. Internal search promotes good public relations, builds morale, encourages qualified and ambitious individuals and reduces recruitment and entry job costs to the organization among many other factors. External search refers to reliance on external sources of advertisement to get the required job specifications. Such sources are newspaper advertisements and employment agencies. Preparation and acquisition of a good resume by an applicant also guarantees consideration in job search. Additionally, job fairs, job recommendations and referrals and professional organizations are key avenues to effective job search by a candidate. Effective job search elements ensure acquisition of the best workforce by an organization.
- Griggs v. Duke Power Company followed the decision made by Landmark Supreme court that tests must fairly measure the knowledge and skills required for a job. Griggs v. Duke Power Company was unable to show job relatedness and hence discriminatory practices were rampant. The company’s decision is significant in evaluation of the effects of discrimination in the employment sector. Griggs who had applied for a maintenance job was not exposed to the required tests. The dispute between the company and the complainant led to development of appropriate legislation to govern the job testing procedure. Job applicantdeveloped a sense of recognition and a feeling that fairness will be upheld in the testing criteria.
- Repeal of the defense of marriage Act (DOMA) will affect the family and medical leave act (FMLA) of 1993. Defense of marriage act is a federal law that allows states to recognize same -sex marriages as granted by the laws of other states. The family and medical leave act provides employees with an opportunity to take up to twelve weeks of unpaid leave for family matters. The repeal of DOMA will ensure that the family and medical leave act will be practised without discrimination especially by employees who have families. The revoke of the act will remove the controversy on whether same-sex couples should be granted family and medical leave. Therefore, human resource managers will have ample time in planning and allocation of family and medical leaves for their employees.
