Question

Imagine that you are the Director of the HR Department at your current organization or an organization with which you are familiar. You are responsible for delegating duties to your team for the selection, development, and management of both the new and current employees. You must ensure that your organization is diverse and follows all employment laws.

(Note: You may create and / or make all necessary assumptions needed for the completion of these assignments. In your original work, you may use aspects of existing processes from either your current or a former place of employment. However, you must remove any and all identifying information that would enable someone to discern the organization[s] that you have used.) Needed Answered Like ASP!!!

Write a three to four (3-4) page paper in which you:

1. Outline one (1) job interview process, and document the methods that you must use to select the right person for available positions. Determine two (2) employment laws that you must consider in the process in question, and examine the key ramifications of the organization’s lack of enforcement of said laws.

2. Suppose your same organization decides on an unconventional workforce comprised primarily of independent contractors and temporary workers. Predict three (3) issues that you may encounter in building relationships with each type of worker. Next, examine two (2) laws that you must follow during the relationship building process, and specify the manner in which each law would help in the relationship building process.

3. Evaluate the effectiveness of the organization’s HR policies and processes that are designed to promote a diverse workforce. Next, outline one (1) strategy for the organization that recognizes affirmative action. Include a plan to mitigate both the glass ceiling effect and reverse discrimination within your organization. Support your response with at least two (2) examples that illustrate the major benefits of the plan to the organization. Needed Back Answered Like ASP!

Answer 1

1. Outline one (1) job interview process, and document the methods that you must use to select the right person for available positions. Determine two (2) employment laws that you must consider in the process in question, and examine the key ramifications of the organization’s lack of enforcement of said laws

The interview process is the first step in the recruitment and selection of potential candidates that applied for the job posting. The Human Resources Mangers will help with the selecting process to ensure that we find someone with the right qualifications. As the Director of the HR department, I would use a two-step Interview process which will include: A phone interview and in person interview, as my method of selection the right candidates. an in-person interview. This stage narrows down on the job description and job specifications. Again going further to find out if the candidate is suitable. The second stage is the in-person interview which proceeds to the second interview. The second interview is when the successful applicant continues with the interview process. He or she gets a chance to reaffirm that they are the right person for the job. After the second interview, the organization makes the necessary steps in conducting a Background check and Drug Screening. If the applicant passes both the Background check and Drug Screening, then they are present with an offer letter. During any interview process, the interviewer has to be careful on what kind of question he/she should ask. Being the HR Director, I would focus on The U.S. Equal Employment Opportunity Commission (EEOC) and Discrimination. The EEOC is an Affirmative Action program which increases job opportunities for women, minorities, people with disabilities, and other protected groups.

1. Suppose your same organization decides on an unconventional workforce comprised primarily of independent contractors and temporary workers. Predict three (3) issues that you may encounter in building relationships with each type of worker. Next, examine two (2) laws that you must follow during the relationship building process, and specify the manner in which each law would help in the relationship building process.

Both temporary workers and independent workers particularly faced with the same problems of not being permanent employees that not covered by insurance, social security, and workers compensation such as wage, overtime, pensions, benefits. The issues that are likely to arise include being covered by employment and labor statutes. Such as being hired to do work that should do by an independent firm yet given to individuals who should be employees but treated as independent contractors. (Kalleberg, Arne L, 2000)In the field of client-provider relationships, issues likely to occur include those of occupation safety and health since their employers do not cover the independent contractors and employees, and they have also not joined labor unions which could cover them. Laws to reverse these issues are still progressive, but despite that fact, I would have to consider laws like Title VII of the Civil Rights Act of 1964 which prohibits one from discriminating in hiring, firing or pay based on a person’s race, religion, sex or national origin. It also prohibits sexual harassment. This would go a long way in giving them a good shot even at their status of contingent workers.

The Immigration Reform and Control Act (IRCA) which makes it illegal to hire and employ illegal aliens would be another law, I would follow to try and build a good relationship with the workers

3. Evaluate the effectiveness of the organization’s HR policies and processes that are designed to promote a diverse workforce. Next, outline one (1) strategy for the organization that recognizes affirmative action. Include a plan to mitigate both the glass ceiling effect and reverse discrimination within your organization. Support your response with at least two (2) examples that illustrate the major benefits of the plan to the organization. Needed Back Answered Like ASP!

A diverse workforce has both its advantages and disadvantages. A diverse workplace is important to an organization’s success and competitiveness. Diversity provides an organization with workers with different skills, experiences, cultures, and viewpoints. An organization with adverse workplace will bring talents from various backgrounds, providing a broader range of services to their customers. Outline one (1) strategy for the organization that recognizes affirmative action. One strategy for the organization that recognizes affirmative action is to design and implement an affirmation action/diversity program in the workplace. The program should include affirmative action learning/development, training, recruitment, mentoring, and awards/recognition within a supportive workplace. In order for this program to be successful, employees must be knowledgeable of affirmative action and the laws that govern it. In order to start a diversity program in the workplace, a (diversity) survey should be conducted, which will identify the strengths and weaknesses of the organization’s diversity efforts