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HRM Lec # 03

The document discusses EEO (Equal Employment Opportunity) and diversity management from an HR perspective, emphasizing the importance of fair treatment in employment decisions and the role of affirmative action in correcting historical injustices. It outlines the benefits of HR analytics, factors influencing employee retention, and the significance of job classification and inclusion in fostering a diverse workplace. Additionally, it highlights the differences between equal opportunities and diversity management, and provides a classic example of cultural diversity in a marketplace scenario.

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lemitom409
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7 views19 pages

HRM Lec # 03

The document discusses EEO (Equal Employment Opportunity) and diversity management from an HR perspective, emphasizing the importance of fair treatment in employment decisions and the role of affirmative action in correcting historical injustices. It outlines the benefits of HR analytics, factors influencing employee retention, and the significance of job classification and inclusion in fostering a diverse workplace. Additionally, it highlights the differences between equal opportunities and diversity management, and provides a classic example of cultural diversity in a marketplace scenario.

Uploaded by

lemitom409
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPT, PDF, TXT or read online on Scribd
You are on page 1/ 19

“EEO & DIVERSITY MANAGEMENT”

(HR Perspective)

LECTURE-3
Lets touch base Lecture-2

#1.
1. To streamline various Business Objectives, how does a Democratic Organization opt for across the board approval / buy-in? Discuss its process flow.

1. Analysis

2. Diagnosis
Involve Senior Involve
Management and Representatives
Line Managers 3. Conclusions & of Employee’s
recommendations

4. Action planning

Recap continues 
Recap Lecture-2
#2. What are the Strategic Plans Hierarchy ?

Recap continues 
Recap Lecture-2

#3. What are the foundation of an Organization?

1) Mission, 2) Vision, 3) Values /Ethics, 4) Slogan, 5) Charismatic Leader

#4. What are the benefits of HR Analytics?

HR analytics determines :

Approximate attrition rate


Employees deserving promotion


Cost of an employee

•Quality Recruitment
•Reduced attrition levels
•Builds a Productive Workforce
•Achieving employee trust
Recap continues 
Recap Lecture-2

#5. Why People Stay or Leave (Retention


( of Human Resources)

– Culture and Values


A positive, distinctive company culture aids retention by
creating a “great work environment”

– Management
If a firm is not effectively managed, employees may be
“turned off” by ineffective responses and inefficiencies they
deal with in their jobs. Visionary leadership is important.

– Job Security
The extent to which high-caliber top performers are retained
by the company is a key issue with other employees who
view high turnover in this group as negative.

Recap continues 
Recap Lecture-2

#6. How can Employer Branding be beneficial for HR?

1. Reduced Expenses. Solid employer brands ultimately attract more


applicants to open positions.

2. Encourages Diversity.

3. Fast Growth.

4. Expresses Your Brand Value.

5. Boosts Employee Engagement.

6. Attract The Right Fit Of Employees And Retain Current Ones.


-------------------------
# 7. How do we calculate Attrition rate?

Formula : Number of Exits divided by existing Head Count x 100


END RECAP LECTURE-2
Topics to walk through

EEO

Diversity

Equality

Inclusion

Equity

AA

Job Classification in HR
What is EEO in
Human Resource Management?

The basic EEO definition (or Equal Employment Opportunity)


is the idea that “everyone should be treated fairly when
they're considered for various employment decisions”

Equal Employment Opportunity Act came into action in 1972


in USA which was signed by President Richard Nixon.

This act allowed the Equal Employment Opportunity


Commission (EEOC) the authority to sue in federal courts
when it had reasonable cause that an employer, or
employment had discriminated based on certain diversities
and if a case is found, they have the power to file a civil
discrimination lawsuit against employers on behalf of the
victim or victims.
What results Equity in Workplace?
Link between
“EEO” & “Affirmative Action” ?

- EEO is giving everyone the same opportunity to thrive.

- Affirmative Action actively supports those who've been


consistently deprived of fair and equal treatment.

AA (Affirmative action) is a set of specific programs and


activities designed to correct underutilization of minorities
and women in the workplace.

Affirmative action is deemed a Moral and Social Obligation


to eliminate : “Historical Wrongs or Discriminations” into
the Present Rights”
What is the difference between
Equal Opportunities and Diversity Management?

Equal Opportunities : Ensures Individuals, Applicants


and existing Employees are treated Fairly and
Consistently.

Diversity : on the other hand, refers to Recognizing and


Respecting differences in the candidates/employees.
Factors involving Diversity in HR
Scope of Diversity include, but not limited to:

Ethnicity
Gender
Physical Abilities/Qualities
Race
Educational Background
Geographic Location
Marital Status
Religious Beliefs
Job Classification
A Classic example of Diversity
There’s a market in Kolkata, India, by name “New
Market”.

In that Market, there a Bakery which is famous for their


Special Christmas Cakes …

This possibly is the only place in the world where the


*HINDUS* stand in the queue to buy X’Mas cakes from a
*JEWISH* Bakery made by *MUSLIM* Chefs to
celebrate a *CHRISTIAN* festival.

Now isn’t that epic of Cultural Diversity?


Definition of Job Classification

JC can also be interpreted as Job Evaluation. It’s a


systematic process of Evaluating Duties (JD) of a certain
UJP involving:

Scope

Complexity of a position

Determining a job title for that position


Importance of Job Classification in HR?

Job Classification allows Organizations to :

Identify any Specific Skills and Knowledge required for a


particular position.

Level of responsibility and authority associated with the


job.

It also helps to ensure that employees are compensated


fairly for the work they perform.
What role does Inclusion play in HR

Inclusion is the Culture in which the mix of people as


referred in Diversity are allowed to work in a way that suits
them while delivering Business and Service needs to the
optimal level of an Organization.

Such individuals need to be equally valued and


respected by the relevant Organization.

eg. A handicapped person coming in his own time due to his


physical shortfalls but giving his 8 hours productivity and
meeting his time line for the project(s) assigned to him/her.
Mapping the workplace
to further comprehend Diversity
(example map of a Production Department)
Consider Regular and Shift Workers – 35
Staff in total
Number of staff Example: 25 staff : 8am–5pm

10 staff : 5–9pm

Consider Demographics such as Gender,


Ethnicity, Disability -

Example: 22 women –
Breakdown of staff (days)
10 Indian

12 Pakistani

13 men (all White British, 1 with disability)


Example: 10 women –

Breakdown of staff (evenings) 5 White (East European)


5 Black (Caribbean)
Class Exercise
with reference to EEO & Diversity
A Sr. Manager at one of your locations calls you (HR)
and wants to terminate an employee for having religious
quotes in his desk area. Though the room is located at
the back, however, it could be seen if someone passes
by.

Question 1: Will you make the person remove them -


Why or Why Not? Your personal view.

Question 2: Do you perceive that the HR Manager


has OR doesn’t have a valid case for making the
employee take down the quotes ? Deliberate

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