Legal Issues with Equal Employment Opportunity Commission - Shine Retail Solutions - Case Study Example

HR Plan and number 28th October Table of Contents HR Plan 1 Table of Contents 2 Introduction 3 About the Organization 3 The HR Plan 4 Recruitment and Selection 4 Training and Development 5 Compensation 6 Legal Issues with Equal Employment Opportunity Commission (EEOC) 7 Performance Appraisals 8 Other HR Plans 9 Conclusion 9 References 11 Introduction Human Resources planning (HRP) is identified as a process that contributes in forecasting the human resources needs of the organization and thereby, in allocating the right quality and quantity of manpower to help in meeting the objectives of the different business and organizational departments. HRP is thus identified as a quantitative analysis that contributes in identifying the number of personnel required for meeting of the business and strategic objectives of the organization. The HRP is identified as an effective subset of Human Resources Strategy of the organization that aims in identifying significant issues concerning the human resources available in an organization. It focuses on working in an analytical fashion to rightly understand the manpower requirements of the organization and the different requirements and concerns of the staffs and thereby, generates an effective solution (Secord, 2003). The paper reflects on the case of a hypothetical retail firm, Shine Retail Solutions Inc. based in Kansas, United States. It aims in focusing on the different aspects related to the Human Resources Planning like recruitment and selection, training and development, performance appraisals, compensation plans among others like talent management plans related to the retail organization. About the Organization Shine Retail Solutions Inc. operates as a large sized retail organization based in the United States. The retail company provides different types of products and service offerings to its customers. Product offerings of the retail company range from apparel merchandises for different categories of consumers like men, women and children while in the non-apparel merchandises relate to foods, home and personal care products and also other types of consumer goods. The retail organization operates based on total workforce of around 1200 people spread along a total of 12 different branches and its head office based in Kansas. Shine Retailers Solutions Inc. focuses on reflecting a diversified workforce based on integration of a large number of people pertaining to different nationalities and ethnicities. The company along with focusing on generating effective customer services by addressing the merchandising and after sales needs of the customers also aims in generating an environment of equal opportunity and growth for its staffs. It concentrates on designing effective training and customer services program for enhancing the productivity and efficiency of its staffs to potentially meet the needs of its different customers. The HR Plan Recruitment and Selection The recruitment plan for recruiting staffs to the different posts in the organization pays attention on understanding the needs of the roles for which the manpower is to be recruited and thereby, in recruiting a large pool of resources from different sources. The recruitment plan firstly focuses on posting the manpower requirements on a recruitment portal. Duration of 10 to 15 days from the date of posting of the requirements would be set for helping in the fulfillment of the different posts relating to the managerial and non-managerial positions. The advertisements for recruiting of staffs also need to be rendered in different print and broadcasting media for generating equal opportunity of recruitment to the people. Use of social networking platforms like Facebook and LinkedIn can be used for approaching the right candidate relating to different position. Similarly, the recruitment process can also be carried out through the use of job fairs and is also based on the process of campus recruitments from different institutes. The recruitment planning process also requires effective screening of the different job applications obtained to select the right type of recruits to meet the objectives of the different posts (Gary, 2011). Screening interviews need to generate for helping in the gaining of preliminary information from the different candidates. The interview process requires to be finalized through the preparation of questions and in designing a panel that would conduct the interview. Selection of the candidates is required to be made through interviewing the people to help in understanding their skill sets and expertise in conducting the required task. Further, the interview questions would also enable in evaluating the behavioral competencies of the staffs based on set standards. Different types of tests which are required by the Equal Employment Opportunity Council (EEOC), can be generated to test the ability of the candidate irrespective of race, class, gender and age criteria. The selection procedure of the applicants are required to be justified relating to the needs of the different job roles generated in the employment site (Sims, 2008). Training and Development The training and development process requires to be implemented by initially focusing on the objectives and requirements of the different job roles for which training is required to be generated to the staffs. Likewise, the training process also requires the understanding of the skills and potentials of the trainees through the use of different types of assessment tools. This activity would help in matching the skill sets available with the objectives of the different job roles. Identification of gaps related to the same would contribute in designing the training programs to rightly meet the efficiency and productivity objectives. The training and development process also requires the designing of the contents of the training program through the use of PowerPoint presentations and also in terms of generation of videos. The training program can be organized in terms of designing specialized workshops and conferences or also through providing on-the-job training facilities to the different employees operating along different roles (Aggarwala, 2008). The retail organization can also focus on generating job rotation in the organization which in turn, would contribute in enhancing the interests and expertise of the people in effectively meeting the objectives of the organization. Further, the expertise of the new recruits and also the staffs assigned to new job roles can be rightly enhanced through the designing of coaches, supervisors and mentors. These people would focus on continually providing needed assistance and technical and job related know-how to help the people gain needed expertise in adequately fitting to the new job roles in the organization (Institute of Leadership & Management, 2007). Compensation The compensation plans are required to be designed through evaluation of the level of experience and know-how of the staffs. Compensation plans are also required to be designed focusing on the job and working conditions of the staffs in the industries. Effective compensations are required to be designed to act as cushions to the staffs working in perilous work environments in the organization. It would also require the generation of insurance and different types of health coverage to rightly protect the interests of the employees. The compensation plans are required to be designed by rightly comparing the compensations generated with the industry standards (Cotterman, 2010). This would contribute in effectively attracting the people to the different posts and would also contribute in reducing undue costs to the organization related to generating payments above industry standards. The compensation plans are also required to be designed through the designing of effective slabs based on the different types of job roles. This would rightly meet the experience and knowledge criteria identified earlier. Similarly, effective incentive plans are required to be designed by the managers in the retail organization. Generation of the right type of incentives would effectively encourage the participation of the staffs to the different job roles and thereby, help in generating greater productivity. Incentive programs can be designed based on the number and value of items sold by the sales and the retail staffs. In the same way, incentives can also be designed for the managers based on the amount of sales generated on a monthly or quarterly fashion (Singer & Francisco, 2009). Legal Issues with Equal Employment Opportunity Commission (EEOC) The legal issues relating to EEOC reflect on the different employment legislations that are enforced by the commission pertaining to the employment of people in different types of industries. Legislations relating to Title 7 of the Civil Rights Act issued in 1964 protect the workers related to the discriminatory policies carried out at the workplace. It tends to generate equal rights of employment to individuals depending on their experiences and knowledge and ceases discrimination generated on grounds of race, class, gender, color and religious backgrounds. Again the governance of the Pregnancy Discrimination Act relate to the helping the women employees get adequate benefits tied to the event of pregnancy. It helps the women employees to gain leaves and different types of medical protection and allowances to help them in their pregnancy period. Similarly, the Equal Pay Act (EPA) protects the rights of workers related to the generation of equal wages for the men and women employees. ADA or the American with Disabilities Act of 1990 protects the employment rights of workers related to disabilities. It generates equal employment and growth opportunities to the disabled persons reflecting effective knowledge and expertise in the organization. Another Act relating to Age Discrimination in Employment Act 1967 tends to protect the employment rights of workers that are aged above 40 years. This act reduces the events of discrimination relating to such workers and also helps in defending a lawsuit presented related to the incident. These legal parameters and issues as framed by the EEOC contribute in shaping the regulatory mechanisms related to the workplace (U.S. Equal Employment Opportunity Commission, 2009). Performance Appraisals The performance appraisal planning of the staffs are required to be generated through the incorporation of different types of rating scales like the use of Behavioral Anchored Rating Scale (BARS) approach, the Critical Incident Approach and also the use of the 360 Degree Performance Evaluation method. Use of the BARS approach would contribute in rating the behaviors of the employees based on the objectives of the different roles. It helps in highlighting the strengths and weaknesses of the employees operating along the different levels in the retail organization based on set performance and behavioral standards. Use of the Critical Incident Approach contributes in understanding the potential of the employee in delivering exceptional performances in critical areas or situations. Critical Incident Approach is also required to evaluate the performances of employees that had resulted to the emergence of an unusual failure in the organization. Finally, the use of the 360 Degree Performance Evaluation approach is required to be generated to help in evaluating the performances of the employees based on the feedback generated by the superiors, colleagues, customers and also by in terms of self appraisal of the employees. Combination of the different types of feedbacks generated by the different stakeholders to the evaluation process contributes in generating a holistic picture of the performance potentials of the staffs related to the task objectives (Rao, 2004). The Performance Appraisal process designed based on one or a combination of the above methods can be conducted by the human resources manager in a quarterly, bi-annually or in an annual fashion. Performance Appraisal process is required to be conducted through the use of performance appraisal forms that are used by the appraiser and appraise in filling the required areas for conducting of the appraisals. The same is followed by a performance appraisal interview conducted by the manager to rightly indicate on the potentials and weaknesses of the different staffs. Performance Appraisal process is rightly followed by a feedback generation program. Generation of the right quality of feedbacks to the employees contributes in effectively enhancing the skills and expertise of the staffs in meeting of performance objectives in an effective fashion (Amy DelPo Attorney, 2007). Other HR Plans Other components of the human resources plan relate to the Staffing Plans that contribute in planning the number of staffs required for meeting the objectives of the different departments. The Staffing Plan is required to be developed based on the demand of manpower required for meeting the different task objectives and also the availability of manpower relating to an industry or region (Norton, 2008). Similarly, the organization is also required to develop an effective succession or talent management plan that aims in designing and retaining an effective talent pool in the organization. A talented pool of staffs is required to be identified based on evaluation of the above average performances of the staffs. Identification and retention of a talented pool of workers contribute in helping the organization to effectively fill the human resources gaps relating to key posts and highly responsible job roles in the organization (Jackson, Schuler, & Werner, 2011). Conclusion Shine Retail Solutions Inc. is required to design effective recruitment and selection procedures to help in gaining the right quality and quantity of manpower to help in meeting the objectives of the different retail departments and levels. The company is required to develop the right kind of recruitment and selection strategies to help in gaining effective manpower from the larger target market. The organization is also required in designing effective training and development programs to help in enhancing the level of expertise and efficiency of the staffs pertaining to the different levels in the organization. This would contribute in enhancing the productivity and efficiency of the staffs in rightly meeting the objectives of the organization in an effective fashion. Designing of the compensation levels is required to be made in an effective fashion to help in generating both financial and non-financial benefits based on industry standards. Relating to Performance Appraisal systems different types of performance appraisal policies like BARS Approach, Critical Incident Approach and the 360 Degree Performance Evaluation approach is required to be effectively incorporated to rightly help in evaluating the performances of the employees based on set standards. These programs would contribute in generating the right kind of feedback, to enhance the performance and potential of the human resources. Human resources planning measures are required to be carried out by keeping in mind the effective legislative measures and also in meeting the objectives of Talent Management activities of the organization. References Aggarwala, D. V. (2008). Manpower Planning, Selection, Training and Development. New Delhi: Deep and Deep Publications. Amy DelPo Attorney. (2007). Performance Appraisal Handbook. United States : Nolo. Cotterman, J. D. (2010). Compensation Plans for Law Firms. United States : American Bar Association. Gary, D. (2011). Human Resource Management. New Delhi: Pearson Education India. Institute of Leadership & Management. (2007). Planning Training and Development Super Series. New York : Routledge. Jackson, S., Schuler, R., & Werner, S. (2011). Managing Human Resources. United States : Cengage Learning. Norton, M. S. (2008). Human Resources Administration for Educational Leaders. United Kingdom: SAGE. Rao, T. V. (2004). Performance Management and Appraisal Systems: HR Tools for Global Competitiveness. United Kingdom : SAGE. Secord, H. (2003). Implementing Best Practices in Human Resources Management. Canada : CCH Canadian Limited. Sims, H. (2008). Human Resource Planning. United States : Select Knowledge. Singer, P. M., & Francisco, L. L. (2009). Developing a Compensation Plan for Your Library. United States : American Library Association. U.S. Equal Employment Opportunity Commission . (2009). Laws Enforced by EEOC. Retrieved October 28, 2014, from http://www.eeoc.gov/laws/statutes/index.cfm Read More