Human Resource Management Topic: Training and Development, law homework help

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Human Resource Management Assignment 1 

Topic: Training and Development

Throughout this course, we have discussed a number of topics and their relationship to the field of Human Resource Management. Specifically, during Classes 11, 12, and 13, we have discussed the importance of organizational training and development. We have also examined various training models that are popular in today’s organizations.

As you know, training and development is a topic of increased emphasis in today’s workforce. Human Resource practitioners and scholars now, more than ever, recognize the importance of employee training, as well as continuous employee development. As stated by Clancy Cross, “Development is an investment, NOT an expense. Paying expenses keeps the doors open. Investing opens new doors. Investments are for organizations that expect to be around for the long haul. In fact, investments make the long haul feasible.”

History

As the Director of Human Resources, you are required to have bi-monthly meetings with your superiors (the CEO, CFO, and Executive Board). During these meetings, which are typically a round-table discussion, you discuss the strengths and weaknesses of your department. After examining exit interviews and employee satisfaction surveys, you found that employees are dissatisfied with the lack of training and development opportunities.

Case

Multiple employees, especially those who were hired within the past year, have stated in their employee satisfaction surveys that they were only trained to do a minimal number of tasks at Shop–Snack–Go. Due to a lack of training, these employees find the idea of coming to work both monotonous and frustrating. These employees do not believe they have room to grow at Shop–Snack–Go. In fact, when the employees ask management if there are other opportunities within their department, management replies that more intermediate tasks should be “left up to properly trained employees who have had years of experience.”

A handful of other employees reported in their employee satisfaction surveys that their initial training was limited and they were left to learn the ropes through haphazard practice. It was noted that the lack of preparation caused various departmental mistakes, which impacted the department, as well as the company, in a destructive manner.

Explanation of Assignment

For this assignment, you need to create a training plan, which addresses the concerns of employees and offers alternative training options for employees who would like to advance at Shop–Snack–Go.

Note: In order to complete this assignment, it is important that you understand the role of training and development, as well as the components of your chosen training theory. 

**Assignment 2**

Employment Law Original assignment

For each assignment in this course, you will be presented with two questions: A legal question and a practical advice question.

For the legal question, please answer the question using appropriate case law and/or statutory law. You do NOT need to use a full-fledged IRAC-type essay, but you should clearly identify the legal issue, cite appropriate authority and properly apply the authority to the question at hand.

For the advice question, you will be asked to suggest how an employer should undertake an action or policy in a way that is legal and appropriate. You do not need to cite authority (though you may), but your advice should be consistent with the principles you learned in this course.

Legal Question

Ariel is staffing her new Spanish restaurant, which she hopes will capture the essence of the country. To accomplish this goal, she plans to post “help wanted” signs in Spanish to attract candidates who are fluent in the language. Please discuss whether this idea is legal or illegal, using appropriate legal authority.

Advice Question

Francesca wants to hire two housekeepers to work in her hotel and is working on a job description. She plans to require all candidates to be able to engage in heavy lifting because, from time to time, housekeepers may be asked to move tables and set up for large conferences. She also plans to target younger employees because she has money in her budget to pay only minimum wage. Explain any issues that might materialize in the writing of this job description and how you would address them.

The paper: (needs case law and properly cited and totally re worked)

Employment Law Assignment 

The Civil Rights Act of 1964 forbids any type of discrimination based on race, ethnicity, gender, nationality, or disability. Any and all hiring practices must be free of any type of discrimination. While there are exceptions, employers must be careful to employ hiring practices that will not discriminate against potential applicants. An employer should never establish a hiring policy undertaking an action or policy in a way that is legal and appropriate. In scenario one, the legal question involves whether or not an employer can advertise for Spanish candidates using an advertisement in Spanish while the advice question involves hiring candidates based on physical capabilities and age.

Legal Question

In the legal scenario, Ariel is staffing a Spanish restaurant and wants to create an authentic Spanish experience by only hiring Spanish speaking people. To ensure applicants are Spanish, Ariel is planning on posting a “help wanted” advertisement in Spanish in order to attract applicants who are Spanish speaking. Even though Ariel wishes to create an authentic feel in her new restaurant, it is forbidden by law to create a job advertisement discriminating against a particular race, ethnicity, age group, gender, or disability. This type of advertisement is forbidden by Title IV of the Civil rights Act (EEOC, 2015).

(This is the feedback I got ” add more analysis, for example what should she do instead> how can she ensure that she is appealing to a large group of applicants? what if area is primarily spanish speaking? how is a language requirement different from national origin?) If Arial creates an advertisement, which will be designed to exclude certain races and ethnicities, she will have violated the law and risks an investigation by the Equal Employment Opportunity Commission (EEOC). Instead of creating an advertisement in Spanish, Ariel should create an advertisement that is in both English and Spanish. This will help Ariel attract Spanish speaking applicants while not excluding other potential applicants. However, hiring only Spanish speaking people is not classified a bona fide occupational qualification (BFOQ) because only hiring Spanish speaking people does not qualify as an attribute for exclusion.

NEED CASE LAW: 

The BFOQ only allows certain exclusions based on religion, sex, age, and national origin never on race (EEOC, 2015). For a hiring decision to qualify it cannot be based on a racial stereotype, such as Spanish looking people. Hispanic Americans come in many different colors and shades so selecting applicants based on their skin tone or based on a racial stereotypes about Spanish people, is a violation of the Civil Rights Act. Applicants of different races are just as capable of taking food orders as someone who speaks Spanish.

Advice Question

Francesca is looking to hire two new housekeepers for her hotel but she will need applicants who fit a specific requirement. The job will require applicants who can lift heavy objects on occasion and applicants who are young so she can pay them lower wages. While Francesca can place a physical requirement in her job description, she cannot discriminate against potential applicants based on their age. Age discrimination is forbidden by law (EEOC, 2015). Employers cannot make hiring decisions based on the age of the applicant if the applicant is 40 or older. By only targeting young applicants, the right of the older worker would be violated.

Physical requirements for a job are allowed under the law. Employers can require an applicant to be able to perform a certain physical requirement, such as being able to lift 50 pounds. An applicant expected to lift up to 50 pounds may be asked to demonstrate his or her ability to do so (Gabler, 2013). Any physical examination must be conducted at the conclusion of the hiring process and after an offer has been extended to the applicant. This is to ensure, if the offer is withdrawn, it can be blamed on the applicant’s lack of physical capability not on any other characteristic.

Conclusion

Discrimination is forbidden by law. Making hiring decisions based on race, ethnicity, or age excludes members of society, which is discriminatory. Ariel cannot advertise for Spanish speaking people only in her advertisement because this would exclude a large majority of the public including people of different races and ethnicities. Candidates can be hired or not hired based on their physical capabilities but they cannot be discriminated against based on their race. 

 
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