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BBA 3210 Business Law

Published : 13-Oct,2021  |  Views : 10

Question

Imagine that you are the Director of the HR Department at your current organization or an organization with which you are familiar. You are responsible for delegating duties to your team for the selection, development, and management of both the new and current employees. You must ensure that your organization is diverse and follows all employment laws.
 
(Note: You may create and / or make all necessary assumptions needed for the completion of these assignments. In your original work, you may use aspects of existing processes from either your current or a former place of employment. However, you must remove any and all identifying information that would enable someone to discern the organization[s] that you have used.)
 
Write a three paper in which you:
 
Job interview process, and document the methods that you must use to select the right person for available positions. Determine two employment laws that you must consider in the process in question, and examine the key ramifications of the organization lack of enforcement of said laws.

Suppose your same organization decides on an unconventional workforce comprised primarily of independent contractors and temporary workers. Predict three issues that you may encounter in building relationships with each type of worker. Next, examine two laws that you must follow during the relationship building process, and specify the manner in which each law would help in the relationship building process.

Evaluate the effectiveness of the organization HR policies and processes that are designed to promote a diverse workforce. Next, outline one strategy for the organization that recognizes affirmative action. Include a plan to mitigate both the glass ceiling effect and reverse discrimination within your organization. Support your response with at least two examples that illustrate the major benefits of the plan to the organization.

Answer 

Introduction

Coca Cola is a company with global appeal, the head quarters are in Atlanta, GA and is a market leader in the soft drink industry.  As a fortune 500 company, there are so many people that are employed by Coca Cola. In this paper, we look at various aspects with regards to  the company’s employment policies and their effectiveness to promote a diverse workforce (Dowling, Festing & Engle, n.d.).

Interview and documentation process

The company uses the following steps when hiring, selecting and retention of the right person in a particular position.  In Coca Cola, step number one  is to identify  and evaluate the need in the vacancy. Step number two is to develop description of the position; then the  development of  a recruitment plan. Step four involves the selection of a search committee, the next stage is to post position and  recruitment plan implementation, and this step is followed by reviewing applicants and developing a shortlist  (McElrath, 2003).  The next step is to conduct interviews to enable one to select the best candidate.  After hiring, the last step is to finalize recruitment and signing a contract with the company.

Employment laws and ramifications

There are legal issues in hiring, in the hiring process, there are two employment laws that Coca Cola adheres to:

  1. The Civil Rights Act of 1964, is a law that prohibits an employer against discriminating in hiring or firing based on the employees national origin, religion, marital status  or race (Bratton & Gold, 2017). It also prohibits against sexual harassment. The company is expected to treat all applicants and employees equally without regards to the characteristics named above.
  2. The Equal Pay Act(EPA), is another law that cannot be ignored during this process. After hiring, the Company should not pay female employees less than their male colleagues for equal work on jobs that require equal skill and effort(Ulewicz, 2003).

If there is lack of enforcement  the company is investigated by The U.S Equal Employement Opportunity commission,Office of the federal contract compliance programmes , U.S department of Labor which have the authority to impose penalties and fines. Also, there are litigation costs and bad publicity to the company  (Dessler, 2017).

Issues that one may encounter when dealing with unconventional workforce.

The  following are the problems that A Human Resource officer encounters when building a relationship with the temporary workers.

  1. Reliability: When the human resource officer tries to build a relationship with the temporary employee, it may have some problems since the temporary employees may not be at the workplace at all times. This is a major impediment to the success of the relationship.
  2. Morale issues: Temporary workers are not as highly motivated as the permanent ones. This may be a challenge to the human resource officer who is trying to build a relationship with the temporary employees. In many companies, temporary employees do not enjoy as many benefits as their permanent colleagues (Dessler, 2017).
  3. No time to build a long term relationship. This is because, the temporary employees may be dismissed at any moment when the management decides so. 

Laws to follow during the relationship building

Relationships should be build at work place to foster a good working environment between all the employees and the management.  One law that a HR officer should follow during the relationship building process is The Equal Pay Act, that ensures that no employee is discriminated against in terms of payment. The second law is the Fair Labor  Standards Act which enforces and stipulates the minimum wage that the temporary employees should receive. If this laws are enforced, then it becomes easy for the human resource officer to build a relationship with the employees.

Effectiveness of the organizations HR policies

Coca Cola is one of the leading companies in the world and has effective human resource policies. In promoting a diverse workforce, the company ensures that all people from various backgrounds are accorded an equal opportunity during the hiring and selection process. The company also encourages women to apply to the company when positions are vacant and also people from the minority communities (Askegren, 2005).

Conclusion

These are policies that the company has designed to promote a diverse workforce.  One of the strategy that the company has put in place to mitigate the glass ceiling effect and reverse discrimination within the organization is to enforce a quota that must be followed for example, in the board of directors, a certain number of women and persons from minority communities must be represented. This law has also been implemented in all the departments. Another example, is that during the hiring process, women and people from the minority groups have been accorded a bigger chance of being hired according to the company’s policies. All these reinforces the affirmative action plan of CocaCola.

References

Askegren, P. (2005). Human resource. New York: Ace Books.

Bratton, J., & Gold, J. (2017). Human resource management. London: Palgrave Macmillan.

Dessler, G. (2017). Human resource management. Place of publication not identified: Pearson Education Limited.

McElrath, R. (2003). Monitoring International Labor Standards. Washington, D.C.: National Academies Press.

Ulewicz, M. (2003). Monitoring International Labor Standards. Washington, D.C.: National Academies Press.

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