Job Description Paper: Photography Specialist You are to demonstrate that you have increased your understanding of your current, or a prospective, position

Job Description Paper: Photography Specialist You are to demonstrate that you have increased your understanding of your current, or a prospective, position.details on the .docx file. JOB DESCRIPTION ASSIGNMENT
•
Due Mar 5th
•
The paper’s goal: You are to demonstrate that you have increased your understanding of your
current, or a prospective, position. (I’m a photographic equipment company owner)
•
Write a 3-4 page paper from the vantage point of your chosen position So I am not interested in
seeing you re-write or type out the job description.
•
Paper’s requirements:
I. Opening statement with a thesis. Why is a job description important, what are you hoping to
learn from this activity, or how easy or difficult was it to get your job description from your
employer?
II. Why did you choose this job description.
III. Discuss the key Tasks, Tools and Technology this role needs to be successful and do a self
analysis on if you have these or not IV. Describe the knowledge required for the job. Can this
knowledge be learned on the job? Explain how your company has helped you learn the
knowledge on the job.
V. Describe the skills and abilities an employee needs to be successful in this role and the years
of experience needed for each skill and ability.
VI. Describe the educational requirements listed on the job description and if you have these
educational requirements and if they are really needed.
VII. Closing paragraph. What did you learn from this activity about your current role or future
role.
Attach the job description you worked with as an appendix to your paper. Also, make sure you
use the book to help you understand a job description.
Class 3: 2/12 Announcements
• Video is up: may have to add to user name
otsadsyour username
• New syllabus
• Job Description Paper due Mar 5th (one
week later)
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HRM4 | CH2
1
JOB DESCRIPTION PAPER (ASSIGNMENT)
• Due Mar 5th
• The paper’s goal: You are to demonstrate
that you have increased your understanding
of your current or a prospective position.
• Write a 3-4 page paper from the vantage
point of your chosen position So I am not
interested in seeing you re-write or type out
the job description.
Copyright ©2017 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part.
HRM4 | CH2
2
JOB DESCRIPTION PAPER (CONTINUED)
• Paper’s requirements:
• I. Opening statement with a thesis. Why is
a job description important, what are you
hoping to learn from this activity, or how
easy or difficult was it to get your job
description from your employer?
• II. Why did you choose this job description.
• III. Discuss the key Tasks, Tools and
Technology this role needs to be successful
and do a self analysis on if you have these
or not
Copyright ©2017 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part.
HRM4 | CH2
3
JOB DESCRIPTION PAPER (CONTINUED)
• IV. Describe the knowledge required for the
job. Can this knowledge be learned on the
job? Explain how your company has helped
you learn the knowledge on the job.
• V. Describe the skills and abilities an
employee needs to be successful in this role
and the years of experience needed for
each skill and ability.
Copyright ©2017 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part.
HRM4 | CH2
4
• VI. Describe the educational requirements
listed on the job description and if you have
these educational requirements and if they
are really needed.
• VII. Closing paragraph. What did you learn
from this activity about your current role or
future role.
• Attach the job description you worked with as
an appendix to your paper. Also, make sure
you use the book to help you understand a job
description.
Copyright ©2017 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part.
HRM4 | CH2
5
Review Chapter 1
What is the difference between
HR and HRM?
What is outsourcing?
What is the premise of the Human
Relations Era?
What was the first study that
•observed group behaviors on
productivity?
What is the psychological
contract?
Who is the father of Scientific
Management
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HRM4 | CH2
6
Review Chapter 1
What is a knowledge worker
Name three knowledge worker
positions
What is contributing to the labor
shortage? (2 reasons cited in Chpt. 1)
What is the difference between direct
and indirect staff?
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HRM4 | CH2
7
Participation
• In-class answering questions
• Asking questions
• Demonstrate you are trying to learn by
asking questions
• Bringing in examples from your work or
other places
• Red cups
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HRM4 | CH2
8
2
The Legal
Environment
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or duplicated, or posted to a publicly accessible website, in whole or in part.
LEARNING OUTCOMES
1. Legal context of HRM
2. Identify key laws
3. Discuss legal issues in compensation, labor
relations, and other areas in human resource
management
4. Discuss the importance to an organization of
evaluating its legal compliance
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HRM4 | CH2
10
LO 1
Legal Context
• 3 ways laws are created:
• Legislative initiatives:
– Civil Rights Act of 1991 due to Judicial rulings
• Social change:
– Civil Rights Act of 1964: Martin Luther King
• Judicial rulings: justices narrow or interpret the laws
of Congress. Provide clarity
• Due to numerous court cases the CRA 1991 passed
• Test question will ask you to identify if the act was
due to social change or not
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HRM4 | CH2
11
Regulatory Environment of HRM
3 step Process
LO 1
1. Actual creation of new regulations
Court decisions set precedence
2. Enforcement of regulations
3. Practice and implementation of regulations in
organizations
Key regulatory agencies for HRM:
Department of Labor
Equal Employment Opportunity Commission
Copyright ©2017 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part.
HRM4 | CH2
12
LO 2
Figure 2.1
Legal Regulation of Human Resource
Management
Equal Employment Opportunity
Commission (EEOC)
Protects pre-hire and post-hire
GOAL:
• Fair chance to be hired
• Illegal discrimination in
pay, promotion,
performance
Copyright ©2017 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part.
HRM4 | CH2
13
LO 2
Equal Employment Opportunity
What was happening in the US prior to 1964
• segregation in public places and employment discrimination
on the basis of race, color, religion, sex or national origin,
• Martin Luther King and Rosa Parks
• First proposed by President John F. Kennedy, it survived strong
opposition from southern members of Congress
• Signed into law by Kennedy’s successor, Lyndon B. Johnson.
Copyright ©2017 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part.
HRM4 | CH2
14
Equal Employment Opportunity
LO 2
Title VII of the Civil Rights Act of 1964
Illegal EMPLOYMENT discrimination:
• Defined as behaviors or actions that cause members of a
protected class to be unfairly differentiated from others
• Ensures equal opportunities to everyone in hiring, discharge,
promotion, referral, and other facets of employment
• Illegalizes employment or discrimination based on race, color,
religious beliefs, sex, or national origin
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HRM4 | CH2
15
Title VII specifically forbids companies from
• discriminatory fashion based on their religious beliefs
or practices in any area of employment;
• bullying or harassing employees because of their
religious beliefs or practices;
• turning down a requested reasonable
accommodation (of an employee’s religious beliefs) if
the requested accommodation will not result in more
than ade minimis cost on the employer; and,
• retaliating against an employee who has engaged in
protected religious activity.
• CASE Study of the Christmas party
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HRM4 | CH2
16
REASONABLE ACCOMODATION
• if an employee has requested a schedule
change
• to accommodate daily prayers,
• the employer can ask for information about
the religious observance, such as time and
duration of the daily prayers, in order to
determine whether accommodation can be
granted without posing an undue hardship
on the operation of the employer’s
business.
Copyright ©2017 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part.
HRM4 | CH2
17
Policy Addressing Religious Harassment:
• Employers should have a well-publicized and
consistently applied anti-harassment policy that: (1)
covers religious harassment; (2) clearly explains what
is prohibited; (3) describes procedures for bringing
harassment to management’s attention; and, (4)
contains an assurance that complainants will be
protected by the employer against retaliation. The
procedures should include a complaint mechanism
that includes multiple avenues for complaint; prompt
investigations; and prompt corrective action.
• DOES ANY OF YOUR HANDBOOKS HAVE A RELIGIOUS
COMPONENT?
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HRM4 | CH2
18
top 10 reasons cited for workplace
discrimination in 2016
•
•
•
•
•
•
•
•
•
•
Retaliation: 42,018 claims (45.9 percent).
Race: 32,309 claims (35.3).
Disability: 28,073 claims (30.7).
Sex: 26,934 claims (29.4).
Age: 20,857 claims (22.8).
National origin: 9,840 claims (10.8).
Religion: 3,825 claims (4.2).
Color: 3,102 claims (3.4).
Equal Pay Act: 1,075 claims (1.2).
Genetic Information Nondiscrimination Act (GINA):
238 claims (0.3).
Copyright ©2017 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part.
HRM4 | CH2
19
Different types of Employment Discrimination
•
•
•
•
•
•
•
•
•
Age
Gender
Race
Ethnicity
Skin Color
National Origin
Mental or Physical Disability
Genetic Information
Pregnancy or Parenthood
Give an
example of
each kind of
employment
discrimination
Copyright ©2017 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part.
HRM4 | CH2
20
Examples of Employment Discrimination
• Stating or suggesting preferred candidates in a job
advertisement
• Excluding potential employees during recruitment
• Denying certain employees compensation or benefits
• Paying equally-qualified employees in the same position
different salaries
• Discriminating when assigning disability leave, maternity
leave, or retirement options
• Denying or disrupting the use of company facilities
• Discrimination when issuing promotions or lay-offs
Copyright ©2017 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part.
HRM4 | CH2
21
LO 2
Figure 2.2
Forms of Illegal Discrimination
© Cengage Learning®
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HRM4 | CH2
22
Disparate Treatment
LO 2
• Exists when individuals in similar situations are
treated differently based on their:
• Race or color, Religion, Sex, National origin
• Age or disability status
• Suspending worker A for speeding while giving no punishment
to worker B.
• Firing worker A for absenteeism while allowing other
substance-abusing employees to enter treatment programs.
• Firing worker A for fighting while allowing worker B to enter
into a last-chance agreement.
• Firing worker A after a single warning, while giving worker B
two warnings before firing.
Copyright ©2017 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part.
HRM4 | CH2
23
Disparate Treatment (Continued)
LO 2
Legal requirement for differential selection
• Bona fide occupational qualification (BFOQ): States
that a condition like race, sex, or other personal
characteristic legitimately affects a person’s ability to
perform the job
• Firms are required to demonstrate that hiring based on
a characteristic is a business necessity
– The practice is important to the business model.
– Is important for safety of the business or the reason
customers buy from them
Copyright ©2017 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part.
HRM4 | CH2
24
Are these positions under the BFOQ and why
– Only male priests
– Men’s clothing has only male models
–
–
Retrieved on 1-26-2018 at https://www.bing.com/search?q=Reba+McEntire&filters=tnTID%3a%22666CDA8F-09BC-4eff-9CCC114397B4C51B%22+tnVersion%3a%222315861%22+segment%3a%22popularnow.carousel%22+tnCol%3a%223%22+tnOrder%3a%22027
f65d5-793d-4b20-9fa9-3573994d816a%22&FORM=CNTPNH
Male bathroom attendance for men’s room
Mandatory retirement age for pilots, bus drivers
Chinese restaurants only hire Asian wait staff
Hooters hiring women servers
Copyright ©2017 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part.
HRM4 | CH2
25
Know these legal cases and the WHY
•
•
•
•
PanAmerican
Male brought a lawsuit
Rejected as a flight attendant
PanAM argued female flight attendants was a
BFOQ based on business necessity that
customers wanted female attendants
Copyright ©2017 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part.
HRM4 | CH2
26
LO 2
Disparate Impact
• Occurs when neutral employment practice
disproportionately excludes a protected
group from employment opportunities
• Can be unconscious impact and was never
the intent of the procedure
• Common approach to establish a prima
facie case relies on the four-fifths rule
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HRM4 | CH2
27
Four-fifths rule
• Disparate impact exists if a selection criterion
results in selection rate for a protected class
that is less than four-fifths of that for the
majority group
Example
• 100 white and 100 Hispanic Candidates apply
• An employment test is used for selection
• 60% white and 30% Hispanic employees hired
• Disparate impact because Hispanics hired less
than 4/5ths of White
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HRM4 | CH2
28
EEO-1 Report Every September
Male vs. Female in each category
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HRM4 | CH2
29
Disparate Impact Example
• Prior to 1974, two distinct police categories: males were “police
officers” and females were “police women.”
• At that time, male applicants were ineligible for positions as
police officers if they failed to meet a minimum height
requirement of five feet six inches. I
• n February 1974 the city abandoned these separate job
categories, and thereafter both men and women competed for
positions as “police officers.” Women applicants were then also
required to meet the five feet six-inch height minimum.
• Since the minimum height requirement excludes far more
women than men from competing for positions as police
officers, the requirement has a disparate impact on women.
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HRM4 | CH2
30
Disparate Impact
• Griggs vs Duke Power required H.S. degree
or a passing score on 2 personality tests
• Griggs lawsuit stated neither needed for him to
do the job well.
• Education required to be hired must show/prove
that experience cannot be equivalent.
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HRM4 | CH2
31
LO 2
Disparate Impact (Continued)
• Geographical comparisons: Comparing the
characteristics of the potential pool of qualified
applicants for a job with those same characteristics of
the present employees in the job
• Affirmative Action Plans: if hiring for bank tellers and
the city in which the job has a geographical make up
of 50% African Americans, 25% white, and 25%
Hispanic. Then the bank teller staff should be the
same.
• Tip in hiring: best practice to assist the manager in
avoiding disparate impact is to have the resumes
given without names. Candidate A, etc.
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HRM4 | CH2
32
McDonnell-Douglas test
• Used as basis for establishing a prima facie case
of disparate impact discrimination
•
•
•
•
1. Member of a protected class
2. Applicant is qualified for job applying to
3. Individual turned down for the job
4. Company continued to seek other applicants
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HRM4 | CH2
33
Important Announcements & Reminders
• HR Interview is now in the assignments section with
the additional interview questions.
Have you asked your HR leader for their time?
Interview due by Mar 26th
• Notes Outline for Chapter 1 are in the Class Notes
section. Use this during class as a reminder of what
will be on the test from Chap 1.
• Employee Handbooks? Electronic or printed? Posted
in the assignment area? How will it be used in class?
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HRM4 | CH1
1
PARTICIPATION
• Live In-class:
• Engagement Level = .66%
• Uploading task after class until Wed. …
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