Business Finance
BHR4601 Columbia Southern Diversity and Inclusion Staffing Paper

BHR4601

Columbia Southern University

Question Description

For this assignment, you will read the case study located on page 80 of your course textbook. Respond to each of the three questions after the case with a minimum of 250 words (minimum of 750 words total for all three questions). When responding to the questions, be sure to utilize the information from the required reading and Unit II Study Guide. All sources cited, including the textbook, must be cited and referenced according to APA standards. Utilize APA formatting for your title and reference pages. Information about accessing the Blackboard Grading Rubric for this assignment is provided below.

Unformatted Attachment Preview

UNIT II STUDY GUIDE Staffing, Diversity, and the Law Course Learning Outcomes for Unit II Upon completion of this unit, students should be able to: 5. Analyze legal issues associated with staffing organizations, including legal requirements of staffing management systems. 5.1 Identify various types of employment relationships. 5.2 Explain the laws relevant to staffing, including staffing-related lawsuits. 5.3 Discuss the role affirmative action and equal employment opportunity play in a firm’s staffing process, including staffing barriers. Reading Assignment Chapter 3: The Legal Context Unit Lesson Click here to access the audio recording of this lesson. What must be considered when staffing organizations? What laws must a company adhere to? How do companies determine what type of employees to hire? What can companies do in order to avoid staffingrelated lawsuits? If these are questions of interest to you, the answers will be provided in this unit. Throughout day-to-day operations, many companies are faced with various staffing concerns. Those concerns range from the type of employee the company should hire to the laws that govern hiring/staffing practices to the affirmative action and equal employment opportunity requirements. The company must be certain they also consider the different legal barriers that may impede staffing. Typically, the human resources specialist gets involved in the staffing process. Because of this, it is very important for the human resource (HR) specialist to be knowledgeable about what it takes to staff an organization. The HR specialist must be able to identify the types of employment relationships that are needed to meet organizational strategic goals. Although most companies directly hire employees, some organizations do utilize contingent workers, independent contractors, and outsourced work. An employee works directly for the company. Contingent workers are those individuals who are hired on a temporary basis. There are several types of contingent workers, which will be discussed in Chapter 3. Independent contractors are typically hired to perform a specific service. The independent contractor, although paid by the organization, is responsible for paying its own federal and employment taxes. Outsourcing is also very prominent in staffing. Some companies outsource jobs to other firms. When companies utilize contingent workers, independent contractors, or outsourced work, the company is typically trying to reduce company costs. Yes, it can be cheaper to utilize other measures instead of directly hiring employees. Once the company or HR specialist has decided on the type of workers that are needed, they are then ready to review the legal regulations that may impact staffing the organization. Employment laws and regulations are very important in the process of staffing organizations. Many aspects of staffing are impacted by such laws. When most people hear the term affirmative action, they immediately think of quotas and special hiring for minorities. Often times, the assumption is made that this particular law only refers to a specific ethnic group. BHR 4601, Staffing Organizations 1 For those of you who may have similar perceptions, you will gain a better understanding of affirmative UNIT x STUDY GUIDE action plans. You will be able to see why it was created and its impact and importance on staffing. Title Another well-known term is equal employment opportunity (EEO). You will often see this term when looking at job postings. Based solely on the word equal, one may immediately think of being treated fairly in terms of staffing. This, in essence, means the company provides fair/equal staffing opportunities for all interested applicants. EEO laws are discussed in detail within Chapter 3. As an employee, you should gain a better understanding as to how EEO laws provide regulations for all people and not just those within a protected class. Other laws and regulations that correlate with EEO and/or affirmative action (AA) laws are Title VII of the Civil Rights Act, the Age Discrimination in Employment Act, the Americans with Disabilities Act, the Rehabilitation Act, and Executive Order 11246. Not only will you gain knowledge on EEO and AA, but there are several laws relevant to staffing that will be covered in this unit. Why are these so important? Well, they help to reduce employment/staffing lawsuits. They also help to provide guidelines for companies to follow, which leads to consistency in staffing, and they help to reduce discriminatory practices. Of course, these are only a few of the many reasons why these laws are important. Although there are various laws in place for companies to follow, employees still file legal claims against employers. Some claims are dismissed; however, sometimes companies are forced to settle the lawsuits. As you can see, there are many federal laws that impact staffing practices. Such laws have an influence on employee recordkeeping, employment decisions, fair treatment of applicants, and ways of determining employee types. To avoid legal issues, many organizations realize the need for these laws. Keep in mind the ultimate goal is to hire qualified applicants, which should ultimately lead to organizational growth and profits. Suggested Reading Click here to access the Chapter 3 PowerPoint Presentation. Click here to view a PDF of the Chapter 3 presentation. Learning Activities (Non-Graded) Before completing your graded work, determine whether or not the statements below are true or false. Completing this activity will prepare you for the Unit II Assessment. If you feel uncertain about the answer, consider reviewing the material from the textbook. 1. Even if a written or verbal explicit employment contract does not exist, there is an implicit employment contract that reflects a common understanding between the employer and employee. 2. The Americans with Disabilities Act only covers private employers with at least 15 employees. 3. The Rehabilitation Act of 1973 covers any contractor or subcontractor with a contract of $25,000 or more with the federal government. 4. Facially neutral means that all employees and applicants are treated consistently regardless of their protected characteristics. 5. The two most important federal agencies in terms of staffing are the Equal Employment Opportunity Commission (EEOC) and Affirmative Action. Non-graded Learning Activities are provided to aid students in their course of study. You do not have to submit them. If you have questions, contact your instructor for further guidance and information. BHR 4601, Staffing Organizations 2 ...
Purchase answer to see full attachment

Final Answer

Hello, review the attached document and contact me in case you need any changes. Otherwise, good luck in your study and if you need any further help in your assignments, please let me know. Always invite me to answer your questions.Goodbye.

Running head: DIVERSITY AND INCLUSION

Diversity and Inclusion
Name
Institution
Date

DIVERSITY AND INCLUSION

2

Why is Pfizer interested in improving diversity and inclusion at the company?
Diversity refers to a situation where each employee brings different skills to their
workplace. Employees in every workforce have different educational backgrounds and
experiences. Inclusion, on the other hand, gives each staff an opportunity to share his or her ideas
which support company’s growth. As such, there is an interrelation between diversity and
inclusion especially during decision making (Balter, 2014). Pfizer believes that a diverse
workplace will lead to enhanced innovations and creativity within the organization.
Improving diversity and inclusion in Pfizer will promote employer branding. The
company will improve its image. Successful employer branding strategy increases profitability,
innovation, and perception of the place of work. Through incorporating diversity and inclusion
Pfizer company will be more attractive to talent, dynamic and innovation. Cons...

EinsteintheProf (22011)
Rice University

Anonymous
Top quality work from this tutor! I’ll be back!

Anonymous
It’s my second time using SP and the work has been great back to back :) The one and only resource on the Interwebs for the work that needs to be done!

Anonymous
Thanks, good work

Studypool
4.7
Trustpilot
4.5
Sitejabber
4.4
Similar Questions
Related Tags

Brown University





1271 Tutors

California Institute of Technology




2131 Tutors

Carnegie Mellon University




982 Tutors

Columbia University





1256 Tutors

Dartmouth University





2113 Tutors

Emory University





2279 Tutors

Harvard University





599 Tutors

Massachusetts Institute of Technology



2319 Tutors

New York University





1645 Tutors

Notre Dam University





1911 Tutors

Oklahoma University





2122 Tutors

Pennsylvania State University





932 Tutors

Princeton University





1211 Tutors

Stanford University





983 Tutors

University of California





1282 Tutors

Oxford University





123 Tutors

Yale University





2325 Tutors