Discussion 1: Ritika Patel - Wednesday, October 23, 2019, 11:17 PM Public policy in the context of equal opportunities for all is discussed in employer rights and in the constitution. Federal and local laws govern the anti-discriminatory policies which help regulate and protect certain rights for certain sects of individuals in the society. Based on the US EEO laws, discrimination is prohibited on the basis of certain protected characteristics and some of these characteristics include: Race, Gender, Sex, Ethnicity, Nationality, Religious or spiritual beliefs, Pregnancy, Disability, Military Status, Genetic information, Age, Use of disability or medical leave, and Color (“Managing…”, 2013) However, opportunities may not only mean job opportunities, but they are general for opportunities such as benefits, paid leave, compensation, promotions etc. In today’s context they hold even more relevance because of the growing amount of diversity in workplaces. Employers aim to increase diversity in the workplace and also at the same time promote equal opportunities for growth for their employees. On account of globalization, countries are increasingly working together and individuals from diverse background work together through various channels. Also, ethically, conversations on being socially and morally aware and perceptive is important in today’s context so as to ensure that you do not impinge on any individual’s rights and disregard their civil rights and liberties. Every individual in a democratic society is equal before the law and these rights must be given regard and must be honored by every individual. There are several initiatives today which focus on equal opportunity rights for women in fields where there have been traditionally lesser women. Traditionally the pay and compensation or promotion opportunities have been lower and there are several platforms where individuals voice their concerns on this disparity and are taking steps to ensure that opportunities remain equal for all irrespective of gender. References: Cornell University Law School, Legal Information Institute. 42 U.S.C §1981—equal rights under the law. Retrieved from http://www.law.cornell.edu/uscode/text/42/1981. U.S. Equal Employment Opportunity Commission. (1991). The Civil Rights Act of 1991. Retrieved from http://www.eeoc.gov/laws/statutes/cra1991.cfm. NA (2013) Managing Equal Employment Opportunity. Published by: SHRM. Retrieved from: https://www.shrm.org/resourcesandtools/tools-andsamples/toolkits/pages/managingequalemploymentopportunity.aspx Priyanka Sharma - Wednesday, October 23, 2019, 10:46 PM Equal employment opportunity laws are the government-based policy which is to protect the job candidate from the employers based on their color, race, sex, religion, disability and their origin. It could also be discriminating a candidate in several ways like rejection to hire, termination or harassment. Some of the examples of equal employment opportunity (EEO) includes: Title VII of the Civil Rights Act of 1964, Pregnancy Discrimination Act, Equal Pay Act, Age Discrimination in Employment Act of 1967, Americans with Disabilities Act. (Kmec & Skaggs. 2014). EEO is very important in today’s employment situation both for an employer and for an employee as it establishes a good relationship between these two plus it helps an employee to feel they are treated impartially and equally important towards their job. An employee feels the satisfaction and increase the loyalty and commitment towards their employer and also, it provides the mental mindset and sense of worthening into an organization. (Plowman. 2019). Nowadays, organizations are taking necessary steps to ensure EEO compliance are being fulfilled by providing the guidelines of ethical standards to new employees in an organization. It also promotes the businesses for following the EEO laws so that people from all the backgrounds can connect together and accomplish for accomplishment. References: Kmec, J., & Skaggs, S. (2014). The “State” of Equal Employment Opportunity Law and Managerial Gender Diversity. Social Problems, 61(4), 530-558. doi:10.1525/sp.2014.12319 N. Plowman. 2019. Equal Employment Opportunity: What Does it Mean and Why is it Important? Retrieved from https://www.brighthubpm.com/change-management/61586-how-cansmall-businesses-ensure-compliance-with-equal-employment/ Discussion 2: Dilipreddy Singireddy - Wednesday, October 23, 2019, 11:04 PM Job analysis is a methodical investigation and introduction of data, for example, aptitudes, learning, capacities, and duties identifying with the activity of activity. It is this data that separates one occupation from another and decides the accomplishment of a laborer in playing out their obligations. An extensive activity investigation will show 1). The activity arranged exercises, which is the portrayal of the careful exercises to be performed, for example, educating, instructing, encouraging, coaching, etc. 2). who a laborer is to answer to just as the relationship of a specialist with others which incorporates bosses, and partners 3) Occupation setting like the physical working conditions, work plan, the hierarchical setting, social setting, motivators (money related and non-monetary 4) Individual information identified with the activity, for example, specialized aptitudes, uncommon preparing, work involvement, and so on (McCormick, 1970). Prior to proceeding onward to think about the parts of job analysis – set of a job description responsibilities, it is important to explore the value and explanations behind doing a job analysis. The following are a few employments of and explanations behind job analysis are Assurance of work needs, Recruitment, and Selection, Wage and Salary Administration, Job Re-engineering, Employee Training, and Management Development, Performance Appraisal (Okunade, 2015). Reference: McCormick, E. J. (1970).Job Analysis: An Overview. Indian Journal of Industrial Relations. 6(1) pp. 5-14. https://www.jstor.org/stable/27760929 Okunade, B. (2015). Personnel and Industrial Relations in Education EME 312. Distance Learning Centre, University of Ibadan, Ibadan. Avinash Konda Hanumanthappa - Wednesday, October 23, 2019, 9:53 PM Job analysis is critical procedure where the information is required to gathered for the job that is about to be posted and the type of employee and skills required to meet that job requirement. There are many ways to evaluate the job for the company needing the service, and some of them are as follows: (Singh, 2008) Most of the companies or organizations do not have a standardized format for the job description and the recruiting team or personnel would only keep the requirement while shortlisting the candidates. First step is to recognize the need of that job in the respective team or department or the organization. This provides the clear picture if job analysis. Continued with this would be reviewing of those roles and responsibilities with internal and external sources. Nowadays, most of the information can be obtained from online sources. One of such examples is O*Net, which has a huge database of jobs and relevant roles, tasks, skill sets, responsibilities compiled by Department of Labor (DOL) and astonishingly it provides data covering nearly 800 types of jobs and occupations. Once this information is gathered, next step would be to conduct a survey within the department or team or project to understand the crux of the Job requirement. This also helps in defining the requirements for the job. Another example is, O*Net also consists of Standard Occupational Classification (SOC), which has been set as a benchmark by the government in classifying the various categories of job. And a final structure can be created including the skill sets requirements (Singh, 2008). References Schneider, B., & Konz, A. M. (1989). Strategic job analysis. Human Resource Management, 28(1), 51-63. Retrieved 10 23, 2019, from https://onlinelibrary.wiley.com/doi/abs/10.1002/hrm.3930280104 Singh, P. (2008). Job analysis for a changing workplace. Human Resource Management Review, 18(2), 87-99. Retrieved 10 23, 2019, from https://yorkspace.library.yorku.ca/xmlui/handle/10315/6300
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