Principles of Management - Staffing and Human Resource Management - Quick Guides | Management

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Study GuidePrinciples of Management–Staffing and HumanResource Management1.HR Management: Laws and RegulationsHuman Resource Management (HRM) is strongly influenced bylaws and regulationsat the federal,state, and local levels. These laws guide how organizations recruit, select, promote, and manageemployees. One of the most important laws in this area isTitle VII of the Civil Rights Act of 1964,which made most discriminatory hiring practices illegal.Managers must pay special attention to three sensitive legal areas:•Equal Employment Opportunity (EEO)•Affirmative Action•Sexual HarassmentThese areas affect almost every HR activity, including hiring, training, promotion, and termination.

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Study Guide1.1Equal Employment Opportunity (EEO)Equal Employment Opportunity laws protect individuals fromillegal discriminationin the workplace.Discrimination occurs when people are treated unfairly because they belong to a certain group. Thesegroups are known asprotected classes.Federal laws protect employees based on the following characteristics:•Race, ethnicity, or color (for example: African American, Hispanic, Native American, Asian)•Gender (including pregnant women)

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Study Guide•Age (individuals over 40 years old)•Physical or mental disabilities•Military experience (such as Vietnam-era veterans)•Religion (beliefs and religious practices)The main goal of EEO laws is to ensure thateveryone has an equal chanceto get a job, earnpromotions, and succeed at work.1.2Affirmative ActionWhile EEO laws focus on fair treatment,affirmative actiongoes a step further. It requires employersto makespecial effortsto recruit, hire, and promote individuals from protected groups.Affirmative action programs are designed to:•Correct the effects of past discrimination•Increase workplace diversity•Ensure fair access to employment opportunities1.3Role of the Equal Employment Opportunity Commission (EEOC)TheEqual Employment Opportunity Commission (EEOC)was created under Title VII of the CivilRights Act of 1964. It is the main federal agency responsible for enforcing employment discriminationlaws.Today, the EEOC enforces several major laws, including:•Civil Rights Act of 1964–Prohibits discrimination based on race, color, religion, nationalorigin, or sex.•Civil Rights Act of 1991–Strengthens anti-discrimination laws and allows individuals to suefor punitive damages in cases of intentional discrimination.•Equal Pay Act of 1963–Requires equal pay for men and women doing equal work.•Pregnancy Discrimination Act of 1978–Protects women from discrimination due topregnancy and ensures job security during maternity leave.•Americans with Disabilities Act (ADA)–Prohibits discrimination against individuals withdisabilities and requires reasonable workplace accommodations.

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Study Guide•Vocational Rehabilitation Act–Requires affirmative action and prohibits discriminationagainst individuals with disabilities.Most U.S. employers must follow Title VII. This includes:•Private employers with 15 or more employees•Educational institutions•State and local governments•Employment agencies•Labor unions with 15 or more members1.4Sexual HarassmentSexual harassment has become a major workplace concern. Awareness increased significantly afterhigh-profile cases, such as the testimony of Professor Anita Hill during a U.S. Supreme Courtconfirmation hearing.According to EEOC guidelines,sexual harassmentincludes:•Unwelcome sexual advances•Requests for sexual favors•Sexually suggestive comments•Unwanted touching•Other verbal or physical conduct of a sexual natureIn a 1993 Supreme Court decision, the definition of sexual harassment was expanded. The courtruled that behavior is considered harassment if it creates ahostile or abusive work environment,even if no psychological harm is proven.Sexual harassment laws apply to:•Women and men•Same-sex harassment•Harassment by coworkers, supervisors, or subordinates

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Study Guide1.5Why Sexual Harassment Is a Serious Management IssueFrom a management perspective, sexual harassment:•Intimidates employees•Reduces job performance•Damages workplace morale•Exposes organizations to serious legal liabilityUnder theCivil Rights Act of 1991, victims may receive compensatory damages if the employershowed malice or reckless disregard for employee rights.1.6How Employers Can Reduce Sexual Harassment LiabilityOrganizations can lower legal risk by taking these steps:•Establish a clear sexual harassment policy•Explain how employees can report complaints•Guarantee confidentiality where possible•Take disciplinary action against offenders•Train managers and supervisors regularly•Conduct fair and unbiased investigations•Protect employees who report harassment1.7Other Important Employment LawsSeveral additional laws also influence HR practices:•Fair Labor Standards Act (FLSA)–Sets minimum wage, overtime rules, and child laborlaws.•Employee Polygraph Protection Act–Limits the use of lie detector tests in employment.•Privacy Laws–Control access to employee records and performance information.•Whistleblower Protection Act–Protects employees who report unsafe or illegal workplacepractices.

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Study Guide2. Determining Human Resource NeedsStaffing isn’t just about hiring employees—it’s a continuous process. Managers mustplan, recruit,select, train, evaluate, compensate, and make employment decisionslike promotions, transfers,or layoffs. In short, staffing covers the entire journey of an employee in the organization.Step 1: Human Resource PlanningThe first step in staffing ishuman resource planning, which ensures the organization has the rightpeople in the right jobs at the right time.Job AnalysisHuman resource planning starts with ajob analysis. This involves creating:•Job descriptions: A written summary of what the job involves, how it’s done, and why itmatters. It includes tasks, work environment, and conditions.•Job specifications: The minimum qualifications someone needs to perform the job well, likeskills, knowledge, and abilities.Human Resource InventoryNext, ahuman resource inventoryis developed. This is basically a catalog of current employees’qualifications, skills, and interests.Human Resource ForecastAfter that comes ahuman resource forecast, which predicts future staffing needs based on theorganization’s goals and normal employee turnover. By comparing the forecast with the inventory,managers can figure out whether:•Current employees can fill the future needs•New employees need to be hired•Some positions may need to be eliminatedStep 2: Recruiting StrategiesRecruitingis all the activities used to attract potential candidates. Today, recruiting is especiallyimportant for a few reasons:

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