TAILIEUCHUNG - Lecture Fundamentals of human resource management (5/e) - Chapter 3: Managing human resources

After reading chapter 3, you should be able to: Explain how the three branches of government regulate human resource management; summarize the major federal laws requiring equal employment opportunity; identify the federal agencies that enforce equal employment opportunity, and describe the role of each;. | FUNDAMENTALS OF HUMAN RESOURCE MANAGEMENT 5TH EDITION BY . NOE, . HOLLENBECK, B. GERHART, AND . WRIGHT Chapter 3 Providing Equal Employment Opportunity And A Safe Workplace Regulation of HRM Equal Employment Opportunity (EEO) Equal employment opportunity (EEO)– condition in which all individuals have an equal chance for employment, regardless of their race, color, religion, sex, age, disability, or national origin. Federal government’s efforts in this area include: constitutional amendments Legislation executive orders court decisions Table : Summary of Major EEO Laws and Regulations The Government’s Role in Providing For EEO: (EEOC) Responsible for enforcing most of EEO laws. Investigates and resolves complaints about discrimination Gathers information Issues guidelines Monitors organizations’ hiring practices Complaints must be filed within 180 days of incident. EEOC has 60 days to investigate complaint. Businesses’ Role in Providing for EEO: Avoiding Discrimination Differing treatment of individuals based on the individuals’ race, color, religion, sex, national origin, age, or disability status. A necessary (not merely preferred) qualification for performing a job. The Supreme Court has ruled that BFOQ’s are limited to policies directly related to a worker’s ability to do the job. Disparate Treatment Bona Fide Occupational Qualification (BFOQ) Businesses’ Role in Providing for EEO: Avoiding Discrimination A condition in which employment practices are seemingly neutral yet disproportionately exclude a protected group from employment opportunities. Rule of thumb that finds evidence of discrimination if an organization’s hiring rate for a minority group is less than four-fifths the hiring rate for the majority group. Disparate Impact Four-Fifths Rule Avoiding Discrimination Reasonable Accommodation- employer’s obligation to do something to enable an otherwise qualified person to perform a job. Companies should recognize needs .

• Quản trị kinh doanh
• Human resource management
• Human resource environment
• Developing employees
• Compensating human resources
• Equal employment opportunity
• Safe workplace
• Lecture Essential human resource management
• Bài giảng Quản trị nguồn nhân lực
• Essential human resource management
• Organization human resource
• Human resource management theory
• Lecture Human resource management
• Human resource
• Quản trị nhân sự
• Strategic human resource management
• Strategy implementation
• Personnel management
• Human resource systems
• Human resource strategies
• HR’s strategic role
• Human resource planning
• Company's strategic direction
• Human resource recruitment
• Employee separation
• Organizational strategy of human resource
• Recruitment human resource
• Training and development human resource
• Compensation system
• Organizational strategy
• Human resources
• Quản trị nguồn nhân lực
• Human relations era
• Industrial psychology era
• Legal environment
• Retirement programs
• Managing human resource globally
• Collective bargaining
• Labor relationship
• HR planning process
• Manpower requirement
• Skills inventory
• Human resource training
• Training needs assessment
• Evaluate training programs
• Electronic human resource management
• Labor force
• Managing human resources
• Define human resource management
• Explain how HRM contributes
• Identify the responsibilities
• Ebook Human resource management
• Strategic HR management
• Selecting human resources
• Equal opportunity
• Human resource management strategy
• Job analysis
• Performance management
• Managing human resources globally
• Human capital
• Summary of PhD thesis
• Human resource development
• Human resources for order management
• Vietnam garment enterprises
• International markets
• The global context
• Workforce planning
• Organisation design
• Human resource management in organizations
• Recruiting and labor markets