Human Resource Management

1 Explain the three most critical roles of HR management in your opinion. Which do you think is most difficult and why?
2 What are the four elements of ethics programs? Discuss what you think are two ethical issues that may/do permeate HR management. Beyond the value of ethics for its own sake, what “practical” value does ethical behavior have for an organization?
3 What does environmental scanning mean to you? What information would it convey to the HR manager?
George applied for a job as an analyst at Troposphere, Inc. George was rejected and he feels that the decision was discriminatory. What does George need to prove in order to have a prima facie case of discrimination? On what bases might George have been discriminated against? What would be the hardest aspects of George’s case for him to prove?
4 What are the legal and practical issues associated with mature workers in organizations?
5 Do you think structured/legislated diversity management is effective? Why or Why not? Give examples.
6 How would use most use a job analysis and/or a job description is a business you might own?
7 Choose one of the following four challenges (listed below) facing HR Management. Find two online articles from credible sources that discuss these issues. Outline the major HR and/or legal concerns for businesses. Include the URLs of your sources.
Employer referrals: There is a fine line that employers must tread between protecting an employee (or former employee’s) privacy versus the obligation to warn potential new employers that an individual may pose a threat based on past behavior (e.g., violence, threats, mental instability).

Harassment: Title VII prohibits offensive conduct, such as ethnic slurs, that creates a hostile work environment based on national origin. Employers are required to take appropriate steps to prevent and correct unlawful harassment. Likewise, employees are responsible for reporting harassment at an early stage to prevent its escalation.

Language – Accent discrimination: An employer may not base a decision on an employee’s foreign accent unless the accent materially interferes with job performance. n English fluency A fluency requirement is permissible only if required for the effective performance of the position for which it is imposed. English-only rules: English-only rules may be adopted only for nondiscriminatory reasons. An English-only rule may be used if it is needed to promote the safe or efficient operation of the employer’s business.

4. Dominating headlines right now is the threat of opioid addiction
(Links to an external site.)
in the workplace. Addressing and managing drug use and drug testing will remain one of the most challenging issues for employers who are tasked with making sure their workforce is efficient and operating safely and productively going into 2021

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