Transcript ENVIRONMENT

ENVIRONMENT
The Environment
External to the Organization
Internal (within)
The External Environment
Factors Influencing HR Decisions
Physical
Technology
Social
Political
Economic
Physical
Climate
Terrain
Local Community
Technological
Productivity Impact
Quality Impact
Computers
Robots
Unemployment Outcomes
Social
Responsibility to Society
Responsibility to Employees
Court/Judicial Impact
Political
State-Local-Federal-International
Country Specific
The Regulatory Model
Global History:
Problem
Laws
Agencies
Management Response
Rulings
Economic
Economic Growth Cycle
Inflation Impact
Unemployment
Compensation
Benefits/Social Conditions
Entrepreneurial Incentive
The Internal Environment
Physical (Health Issues)
Technological (Productivity/Stress)
Social (Attitude and Culture)
Political (Participation)
Economic (Profits)
Demographic Changes
Population Growth
Ethnic Background
Aging of Society
Gender Distribution
Rising Education Level
Job Trends
Increasing Service Sector Jobs
High Technology Jobs (education)
Telecommuting (work at home)
Informal Atmospheres (Dress Down/Up)
www.gilgordon.com
www.dol.gov
Cultural Changes
Employee Rights and Expectations
Privacy Concerns (Confidentiality)
Work Attitude Shifts
(Freedom/Expectations)
Family Lifestyles (Balance:
Leisure-Dual)
Organizational Effectiveness
Quality Improvement
Competitive Advantages
Employee Buy-in
Management Styles
Networking
(Corporate Politics)
Quality of Work Life
Job Design
– (Enjoyment, Productive, Competitive)
Participation Management
– (Teamwork, Involvement)
Supportive Organizational Culture
Participative Management
Essential to QWL
Joint Union-Management
Committees
Quality Circles
Voice in Decisions
(Educated/Demanding)
Supportive Organizational Culture
Shared Philosophy
Common Values
– (Ethnics, Commitment, Belonging, Risk)
Realistic Expectations
– (Rewards and Benefits)
Supportive Attitudes
– (Embrace Change, Fight Change)
Intrapreneuring
– (Creating Need ventures, Processes)
Elements of a Culture
Business Environment (Common
Activities/Goals)
Values (Success from Hard Work)
Heroes (Identifiable Leaders)
Rites and Rituals (Systematic
Routines)
Cultural Network (Informal
Communication)
Employee Rights Issues
Jobs Entitlement
Employment at Will
Whistle Blowing
Comparable Worth
Health/Benefits/
Time Off
Layoff Notifications
Retraining Issues
Technology
Literacy
Obsolescence
Training Expense
Knowledge Workers
- Workers whose responsibilities
extend beyond the physical
execution of work to include decision
making, problem solving, and trouble
shooting.
Demographic Issues
Shrinking Labor Pools in Certain
Categories
Pension Funding/Retirement
Non-permanent/contract Employees
Plateauing
Elder and
Child Care
Competitiveness Issues
Productivity Improvement
Foreign Competition/Wage
Differentials
Mergers/Acquisition
Downsizing/Reorganizing
Globalization
Technology Changes
Globalization
- Trend toward opening up foreign
markets to international trade and
investment.
Total-Quality Management (TQM)
- A set of principles and practices
whose core ideas include
understanding customer needs,
doing things right the first time, and
striving for continuous improvement.
Reengineering
- Fundamental rethinking and radical
redesign of business processes to
achieve dramatic improvements in
cost, quality, service, and speed.
Economic Issues
Growth in Service Sector
-Service
-Insurance
-Real Estate
-Retail
-Banking
-Utilities
-Wholesale
-Government
-Transportation
Downsizing
- The planned elimination of jobs.
Outsourcing
- Contracting outside the
organization to have work done
that formerly was done by
internal employees.
Employee Leasing
- Employees who are hired away by a
vendor firm but continue to work in
their original jobs.
EQUAL EMPLOYMENT
OPPORTUNITY
AFFIRMATIVE ACTION
Equal Employment Opportunity
- The treatment of individuals in all
aspects of employment – hiring,
promotion, training, etc. – in a fair
and nonbiased manner.
Protected Classes
- Individuals of a minority race, women,
older persons, and those with
disabilities who are covered by
federal laws on equal employment
opportunity.
Public Policy on Non-Discrimination
Global vs. USA
Equal Employment Opportunity
Affirmative Action
Affirmative Action
- Policy that goes beyond equal
employment opportunity by requiring
organization to comply with the law
and correct past discriminatory
practices by increasing the numbers
of minorities and women in specific
positions.
Legal Development
Global Human Rights Movements
Laws Changed Employment
Social Attitudes
Research and Publicity of Plights
Environment Concerns
Child Labor (Prisons, Slaves)
Driving Forces
Changing National Values
Economic Disparity (Haves vs. Have
Nots)
Major Laws Affecting
Equal Employment Opportunity
in USA
LAW
REQUIREMENTS
Equal Pay Act of
1963
Provides equal pay for equal work,
regardless of sex.
Title VII of Civil
Rights Act of 1964
Prohibits discrimination in employment
(selection, hiring, training, promotion,
salary, etc.) on the basis of race, color,
religion, sex, or national origin.
Age Discrimination
in Employment Act
of 1964
Prohibits discrimination against persons 40
years of age and older in any area of
employment because of age.
Equal Employment
Opportunity Act of
1972
Strengthened enforcement powers of EEOC
and extended coverage of the Act to
government employees, higher educational
institutions, and other select groups.
Major Laws Affecting
Equal Employment Opportunity
in USA
LAW
REQUIREMENTS
Pregnancy
Discrimination Act of
1978
Prohibits discrimination against women because
of pregnancy, childbirth, or related medical
conditions
Americans with
Disabilities Act of 1990
Prohibits discrimination in employment against
persons with physical or mental disabilities or the
chronically ill. Employers must make a reasonable
accommodation to the employment needs of the
disabled.
Civil Rights Act of 1991
Provides for compensatory and punitive damages
and jury trials in cases involving intentional
discrimination. covers U.S. citizens working for
American companies overseas.
Uniformed Services
Employment and
Reemployment Rights
Act of 1994
Grants reemployment rights to individuals who
enter the military. Employers cannot discriminate
on the basis of military obligation in the areas of
hiring, job retention, and advancement.
Reasonable Accommodation
- Attempt by employers to adjust,
without undue hardship, the working
conditions or schedules of
employees with disabilities
or religious differences.
Internal Discrimination Complaint Procedure
Employee
discrimination
charge
Reported to manager
or supervisor
Organizational EEO
officer or designated
HR staff person
Investigation
Decision on charge
No basis for charge:
charge dismissed
Appeal to
organizational EEO
grievance committee
Charge upheld:
ACCUSED
•Oral or written
reprimand
•Suspension
•Discharge
HARMED EMPLOYEE
• Restore all lost
employment
conditions
Uniform Guidelines in Selection Impact
 Hiring
 Retention
 Promotion
 Transfer
 Demotion
 Dismissal
 Referral
www.eeoc.gov
Bona Fide Occupational Qualification (BFOQ)
- Suitable defense against discrimination
charge only where age, religion, sex, or
national origin is an actual qualification for
performing the job.
Guidelines
Bona fide Occupational Qualification
Validity (Job Related)
Disparate Impact (Equal Percentage)
Statistical Evidence
New Issues
Sexual Harassment (Double
Standards)
Age-Religion-Sex-National Origin
Accommodation of Disabled
Immigration Reform and Central Act
of 1986
Reverse Discrimination
Enforcement in USA
EEOC
Charges (Guilty until proven
innocent)
EEO-1 Report (Record keeping)
Managing Diversity
- Being aware of characteristics
common to employees, while also
managing employees as individuals.
Components of an Effective
Affirmative Action Plan
 Widely publish organizational policy regarding
affirmative action (internal and external).
 Appoint a senior executive to direct and
implement affirmative action program.
 Determine organizational composition of
minorities and women by department and job
classification.
 Develop goals and timetables to improve
employment of minorities and women in areas
of under-representation.
 Continually audit all aspects of the affirmative
action program.