Strategic HR Assignment 1 (NEED 1.5PAGE)
See the pdf CH 4
FIRST, read Chapter 4. The focus is on Strategic HR. Consider how HR strategy is influenced by the overall business strategy and goals.
THEN, write a 1- to 1.5-page response to the 3 questions about Incident 2, Chapter 4, p. 107.
Answer these question
4-27. Was Charmagne considering the strategic nature of HR planning when she challenged Brian’s “good news” forecast? Discuss.
4-28. How did the involvement in developing the corporate strategic plan assist Charmagne in challenging Brian?
4-29. Strategic planning at all levels of the organization can be divided into four steps. Which step in the strategic planning
process did Brian violate?
Strategic HR Assignment 2 (NEED 1.5PAGE)
FIRST, read Chapter 6. See the pdf CH 6
THEN… Think about this: Discriminatory bias in hiring and selection has been a significant concern among employers, civil rights advocates, and the legal system, for at least the past 50 years.
While it doesn’t get much attention in the readings, the Duke Power case was a landmark US Supreme Court decision that led to a number of policy changes that impact employee selection processes today, both in terms of hiring and promotions.
In 1964, Congress passed and President Johnson signed the Civil Rights Act. Under Title VII (title 7) of the Civil Rights Act, discrimination in employment was prohibited, based on race, color, gender, religion, gender and national origin. These are called “protected classes” in HR jargon.
Find details of the case Griggs vs. Duke Power (1971) HERE (Links to an external site.).
Also review a couple cases that came a bit later, with local angles for those of you in St. Louis:
- McDonnell Douglas vs. Green (1973) (Links to an external site.)
- Hazelwood School District vs. U.S. (1977) (Links to an external site.)
THEN, write a 1- to 1.5-page response, using the knowledge you have gained from Chapter 6.
Strategic HR Assignment Answer the following 3 questions:
- How do the results of the Duke Power case and subsequent decisions about racial discrimination impact how companies hire, promote, and terminate employees today?
- If you were working in HR or in management, how would you respond (in conjunction with legal counsel, of course!) to a claim like one of these 3? After all, it is fairly common even now for HR directors and managers to be called to give a deposition on behalf of legal and EEOC / Missouri Commission on Human Rights / City of St Louis Civil Rights Enforcement Agency proceedings to defend the company’s decisions; when the candidate, employee or former employee asserts discrimination in hiring, promotions, or terminations.
- If you were the supervisor of Willie Griggs or Percy Green II, how would you have initially explained the decision not to promote (in the Duke Power case) or to layoff and not rehire (in the McDonnell Douglas case), when talking to the employee? (Assuming that was a possibility.)
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