MANA 3320 1st Edition Lecture 4 Outline of Last Lecture I 6 Steps Areas in Strategic Planning a Step 1 Mission Vision and Values b Step 2 Environmental Analysis c Step 3 Internal Analysis d Step 4 Formulating Strategy Outline of Current Lecture I 6 Steps Areas in Strategic Planning Continued a Step 5 Strategy Implementation b Step 6 Evaluation and Assessment II 7 Major Laws and 1 Group Affecting Equal Employment Opportunity Current Lecture 6 Steps Areas in Strategic Planning Continued o Step 5 Strategy Implementation Taking action reconciling supply and demand Balancing demand and supply considerations o Forecasting nosiness activities trends o Locating applicants Organizational downsizing outsourcing offshoring o o Reducing headcount Making layoff decisions o Seniority or performance o Labor agreements Step 6 Evaluation and Assessment Evaluation and assessment issues Benchmarking These notes represent a detailed interpretation of the professor s lecture GradeBuddy is best used as a supplement to your own notes not as a substitute o Human capital metrics o Assess aspects of the workforce HR metrics o The process of comparing the organization s processes and practices with those of other companies Assess the performance of the HR function itself Measuring a firm s strategic alignment o Strategy mapping and the balanced scoreboard Balanced scoreboard BSC A measurement framework that helps managers translate strategic goals into operational objectives o Financial o Customer o Processes o Learning CH 3 Equal Employment Opportunity and Human Resources Management Respondeat superior o Being able to sue a manager themselves and not just the company Protected classes o Individuals of a minority race women older people and those with disabilities who are covered by federal laws on equal employment opportunity o More specifically the classes include race color religion national origin sex age and those with physical or mental disabilities 7 Major Laws and One Group affecting Equal Employment Opportunity Fig 3 2 o 1 Equal Pay Act Only law passed based on gender 3 Legal exceptions Sales jobs 100 commission and base salary plus commission Merit pay o Seniority 2 Title VII of Civil Rights Act Created 3 of the 5 protected classes race gender religion Created EEOC to enforce Title VII equal employment opportunity commission Only applies to private marketplace not gov t 2 legal exceptions Bona fide occupational qualification BFOQ o Suitable defense against a discrimination charge only where age religion sex or national origin is an actual qualification for performing the job o Common sense exception Business necessity o Religion is least enforced TWA vs Hardison o o Work related practice that is necessary to the safe and efficient operation of an organization Defined reasonable accommodation for title VII 3 One group has 4 amendments to Title VII 1 EEO Act of 1972 First major amendment of Title VII o Applied it to all gov t agencies o Allowed it to authorize class action suits 2 Civil Rights Act of 1991 Plaintiffs could have a right to trial by jury o Could ask for punitive damages o Used to only be done via one judge Usually 1 million or higher 3 Glass Ceiling Act Created gov t commission to research glass ceiling and give reports to Congress
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