Reflection Paper
Strategic Staffing and the Legal Environment
This week we will be examining the foundation on which Talent Management is built. Before we can begin employee sourcing, we must understand two things.
First, who are we as a company, what goals are we trying to achieve, and what is our strategy to reach these goals? This is important if we are going to get the optimal organizational-employee fit.
Second, what legal constraints are we working under in the Talent Management process? This is important not only from a moral, ethical, and legal perspective, but also from a financial perspective.
Address the following three question based on the materials in this week's module. You will need to draw from all sources. Also, be sure to review the instruction at the bottom of the assignment prior to submission.
The Importance of Talent Management to Organizations Goals
Define and give examples of organizational goals, process goals, and outcome goals
Discuss and give examples of changes that can impact each of these types of goals.
What can you do as an HR professional to ensure that these goals are met and that there is a smooth transition in the face of change?
EEOC - Go to the EEOC Newsroom (on the EEOC homepage) and choose and article related to staffing.www.eeoc.gov
Discuss the article.
Discuss the legal context (the law) related to this article..
Go to the EEOC statistics. Discuss the filing trends for this law. (Be specific. Give numbers.)
What implications can an HR professional draw from the article and the filing trends related this law?
3. Bases for Employment Lawsuits
What the difference between disparate treatment and adverse treatment.
Go to page 79 in your textbook - Exercises - #1 Strategic Exercise. Read the short vignette. Then using each of the three statistical examples (stock, flow, and concentration), discuss whether or not there is evidence of adverse impact
Try to identify what might be happening.
Suggest ways that the firm can reduceit.