Equal Employment Opportunity Program - Report Example

Human Resource Manual Human Resource Management Welcome to the Human Resource Manual of the Company. Regardless of whether you are an employee or a manager in our organization, this manual is enriched with useful information that suggests how we manage, develop and facilitate our employees. As a contemporary employer, we are committed to accomplish both high standards in our employment practices and from our employees. The intention of this manual is to make certain that the organization can offer easy to access to the subject matter covering the complete range of Human Resource issues that might take place during an employee’s tenure at the workplace. Human resource policies produce a productive working relationship by clearly recognizing and respecting all individual roles and responsibilities in the organization. As a result, the organization is dedicated to providing all potential and existing employees equal opportunities to accomplish necessary job performance, regardless of race, creed, gender, sexual orientation, age, ethnic origin, religion, marital/family status, physical appearance, or disability (The U.S. National Archives and Records Administration, 2009). The organization’s human resource regulations are applicable to all employees. The Human Resource Manual is written in co-ordination with the organizational policies of the Company. The Human Resource Department is divided into numerous teams and these teams are answerable to the Human Resource Managers. These teams include: Human Resources Policy Development Team which advises the HR manager regarding different policies to be included in the Manual. Also, the team keeps the Manual up-to-date in accordance with the new or revised legislations passed by the government in relation to the organization. Furthermore, the HR Policy Development Teams also includes job analysts who ascribe the job description and job specifications to a certain post and position. Occupational Health and Safety Team is concerned with dealing with the issues related to the health and safety of the employees at the workplace. Further, they ensure that the management provides a healthy and safe working environment to its employees. Recruitment and Training Team consists of HR personnel dealing with recruiting and training new or existing employees. This team designs the interviews and tests according to the job description when recruitment takes place. Furthermore, they inform other departments if the new or the existing employees need training. Human Resource Performance Management Team is concerned with the employee appraisal. The team helps in defining the standards that need to be fulfilled by the employees to meet the organizational goals. Furthermore, they along with the Chief Executive Officer decided on the increments, bonuses, promotion, etc of the employees. 2. Equal Employment All features of the organization’s human resource policies are in accordance with The Labor Standards Act, The Human Rights Act, Personal Information Protection and Electronic Documents Act, and other related regional and national legislation (The U.S. National Archives and Records Administration, 2009). Also, these policies can be modified in case a related legislation is revised. Equal employment opportunity shall be given to all the employees and applicants according to their qualification, aptitude and competence without discrimination on the basis of their race, creed, gender, sexual orientation, age, ethnic origin, religion, marital/family status, physical appearance, or disability (The U.S. National Archives and Records Administration, 2009). The organization will adhere to the Rehabilitation Act of 1973 with all of its amendments, and the Americans with Disabilities Act (ADA) and the Rehabilitation Act of 1973, Civil Rights Act of 1964, Equal Pay Act of 1963, Age Discrimination in Employment Act of 1975, Immigration Reform and Control Act, and other applicable State and Federal laws (The U.S. National Archives and Records Administration, 2009). 3. Personnel Planning and Job Analysis The Human Resource Department carries out an employee hiring need analysis. Each department submits the number of employees that need to be recruited to the HR Department. A thorough job analysis is carried out of the different positions in the organization which enables the recruitment of the best possible candidate and also facilitates in the evaluation of the performance of the employees already working in them. The job analysis includes both the job description and the job specifications. These entail the qualification and skill needed and the duties and tasks that need to be performed for a certain job. Each department has its own sets of job description and job specifications assigned to certain post and position. The job analysis is used in the in determining the processes to recognize the job duties that should be incorporated in the advertisements of the positions that need to be filled in. It enables the management to develop an appropriate payment scale for the position. It identifies the minimum level of qualification and/or skill required for short-listing applicants. It facilitates in the development of interview questions and selection tests. Lastly, it helps in appraisal and evaluation of the possible candidates. 4. Employee Selection In recruiting staff, the Company aims to attract the finest individuals possible; individuals who can relate well to their profession, other employees, and the organization’s members. When the Company appoints employees it is making a commitment to an individual. Thus, the organization is required to make sure that the individual has maximum opportunity to carry out the job to the satisfaction of the organization. Equal employment opportunity shall be given to all the employees and applicants according to their qualification, aptitude and competence without discrimination on the basis of their race, creed, gender, sexual orientation, age, ethnic origin, religion, marital/family status, physical appearance, or disability (The U.S. National Archives and Records Administration, 2009). The organization will adhere to the Rehabilitation Act of 1973 with all of its amendments, and the Americans with Disabilities Act (ADA) and the Rehabilitation Act of 1973, Civil Rights Act of 1964, Equal Pay Act of 1963, Age Discrimination in Employment Act of 1975, Immigration Reform and Control Act, and other applicable state and federal laws during the recruitment and selection process (The U.S. National Archives and Records Administration, 2009). Therefore, recruitment procedures must entail the following criteria: Open and competitive recruitment process should take place. Accurate job descriptions relating probable results and effects of the post on organizational goals. Qualifications which are in accordance with the requirements of the position. The recruitment process will guarantee applicants confidentiality and safety of personal information. The Chief Executive Officer is in charge of any recruitment process along with the Human Resource Manager and the related Department Head. The recruitment process will incorporate oral interviews, written or other suitable battery of tests to determine the capability of the candidate. Background checks and confirmations all the references provided by the short-listed candidates for any position will be duly made, and will focus on the candidates’ capability to carry out the duties of the position. Verification of the following will be made: Related previous positions held (dates and employer), Certifications and/or education qualifications considered important for the position, and the company might look for references not given by the candidate. Selection of employees to participate in various training and educational programs sponsored by the organization regardless of their race, creed, gender, sexual orientation, age, ethnic origin, religion, marital/family status, physical appearance, or disability. 5. Employee Interviewing Before the interview is to take place the management thoroughly examines the applicant’s resume. The interview is conducted at the main Head Office of the organization by the Chief Executive Officer, Human Resource Manager and the related Department Head. An external consultant can also be included in the panel of the interviewers. The interviewers employ both structured and unstructured types of interviews during the employee interviews. These interviews job related interview, panel/committee interview, behavioral interview, stress interview and case interview. The questions in the interview are related to the candidate’s qualifications and skills required to perform the job effectively and efficiently. REFERENCES The U.S. National Archives and Records Administration (2009). Equal employment opportunity program. Retrieved February 12, 2010, from http://www.archives.gov/eeo/laws/ Read More