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PRESENTED BY: HIMANSHU GUPTA

Human Resource Planning and Acquisition

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Page 1: Human Resource Planning and Acquisition

PRESENTED BY:

HIMANSHU GUPTA

 

Page 2: Human Resource Planning and Acquisition

INTRODUCTION

Equal employment opportunity is an employment practice where employers do not engage in employment activities that are prohibited by law.

It is illegal for employers to discriminate against an applicant or employee on the basis of:

Race Age Color Sex Religion National origin

Page 3: Human Resource Planning and Acquisition

DISCRIMINATION

In human social affairs, discrimination is treatment or consideration of, or making a distinction in favor of or against, a person or thing based on the group, class, or category to which that person or thing is perceived to belong to rather than on individual merit.

Direct Discrimination: On the basis of sex, age, race, etc

Indirect Discrimination: For example, an employer who says they need a person over 180cm tall to do a job.

 

Page 4: Human Resource Planning and Acquisition

Equal Employment Opportunity Commission (EEOC)

• The U.S. Equal Employment Opportunity Commission (EEOC) is a federal agency that administers and enforces civil rights laws against workplace discrimination.

Formed- July 2, 1965 Headquarters- Washington, D.C. Annual Budget- $344 million

• The EEOC is also empowered to file civil discrimination suits against employers.

Page 5: Human Resource Planning and Acquisition

Anti-Discrimination Laws

Title VII of the Civil Rights Act of 1964: The Act prohibits discrimination based on race, color, religion, sex or national origin. Sex includes pregnancy, childbirth or related medical conditions.

The Equal Pay Act amended the Fair Labor Standards Act in 1963, prohibits employers and unions from paying different wages based on the employee's sex.

The Age Discrimination in Employment Act (ADEA) prohibits employers from discriminating on the basis of age, protects employees over the age of 40 from discrimination, explicit guidelines for benefit, pension, and retirement plans.

Page 6: Human Resource Planning and Acquisition

Continued….

The Uniform Services Employment & Reemployment Rights Act (USERRA), prevents any employer from discriminating against a employee based on that employee's military service.

  The Rehabilitation Act's aims to "promote and expand

employment opportunities in the public and private sectors for handicapped individuals,"

The Black Lung Act prohibits discrimination by mine operators against miners who suffer from "black lung" (pneumoconiosis).

Page 7: Human Resource Planning and Acquisition

THE IMPORTANCE OF EQUAL EMPLOYMENT

Important of equal employment practices for individuals: Establishing a baseline for acceptable

behavior.

Feeling of Fairly and Equal Treatment.

Involves a person’s mental mindset and sense of personal worth and well-being.

Important of equal employment practices for organizations:

• attracting qualified and dedicated candidates

• is EEO compliant decreases the chances of facing a discrimination or wrongful discharge lawsuit.

• increases organizational productivity and creativity

Page 8: Human Resource Planning and Acquisition

Legal Ramifications of Unequal Employment Practices

There are many legal consequences associated with violating an antidiscrimination law.

If an employee feels he or she has been treated unfairly, the individual can file a complaint with the EEOC.

The EEOC protects employees against both types of discrimination.

Page 9: Human Resource Planning and Acquisition

Important Indian laws on employee and workplace discrimination

Article 15 prohibits the state from discriminating on the grounds of religion, race, caste, sex and place of birth in various day-to-day activities.

Article 15 also provides that the state can make special reservation for women and socially and educationally backward classes of citizens including scheduled castes/tribes in educational institutions.

Article 16 empowers the state to make reservations with respect to appointment for posts in favor of any backward classes of citizens if the state is of the opinion that such classes are under-privileged.

Page 10: Human Resource Planning and Acquisition

The Equal Remuneration Act, 1976 (ERA), addresses employee discrimination issues with respect to recruitment, wages, work transfers and promotion i.e. payment of equal remuneration to men and women workers, for same work or work of similar. (Section 5)

Persons with Disabilities Act,1995 (‘PWD Act’), passed to provide equal opportunities in education, employment, social security and an unbiased atmosphere for the disabled. (Section 47)

Industrial Disputes Act, 1947 (IDA), prohibits commission of unfair labour practices.

Continued..

Page 11: Human Resource Planning and Acquisition

Continued…

Industrial Employment Standing Orders Act, 1946 (IESOA) prescribe standardized orders for certain industrial establishments, seeks to ensure that all the workers are made aware of the standing orders and are adhered to by the employer in the interest of fair industrial practices.

Maternity Benefits Act, 1961 (MBA) was enacted with respect to employment of pregnant women in establishments and to provide for maternity and related benefits.

Page 12: Human Resource Planning and Acquisition

EMPLOYERS FOCUS DURING RECRUITMENT AND

SELECTION….?

Disability rights 

Advertising 

Interviews

Testing and assessment

Page 13: Human Resource Planning and Acquisition

BENEFITS OF EEO

Recruitment

Workplace Conflict

Risk Management

Morale

Reputation

Page 14: Human Resource Planning and Acquisition

Conclusion

An environment of Equal Employment Opportunity entails the exercise of fairness in recruitment, selection, retention, promotion, access to information, benefits, services, rewards, and payment.

An organization that offers equal employment opportunities is more attractive to job seekers and is therefore able to attract, motivate and retain top talent.

Page 15: Human Resource Planning and Acquisition