HUMAN RESOURCE MANAGEMENT MSL660/MPA606 Hall #2 Following the Law and Getting the Job Right Format for Hall session • Introduction of the Hall • Hall Topics • Christian worldview applications • Major points for the week’s learning 2 Topics we’ll cover • Equal Employment Opportunity and Its Concepts • Employment Law • The Debate about Affirmative Action • Sexual Harassment • Diversity • Jobs ▫ Job Design ▫ Job Characteristics ▫ Job Analysis ▫ Job Descriptions & Job Specifications 3 Biblical Foundation: Luke 18:9-14 4 Hall Objectives • Get a good understanding of the Employment Laws that organizations must adhere to. • The debate about Affirmative Action • The importance of training managers and employees regarding sexual harassment • The benefits of diversity • Discuss all of the aspects that an organization goes through regarding jobs. 5 Questions or Topics for Reflection & Study • What laws do employers have to adhere to when dealing with applicants and employees? • What is diversity and why is it important to employers? • What is job analysis and its process? • What is a job description and why is it important to be accurate? 6 Equal Employment Opportunity (EEO) Concepts • Protected category – a group identified for protection under EEO laws and regulations • Include: ▫ Race, ethnic origin, color (including multiracial/ethnic backgrounds) ▫ Sex/gender (including pregnant women and also men in certain situations) ▫ Age (individuals over 40) ▫ Individuals with disabilities ▫ Military experience (military status employees and Vietnam-era veterans) ▫ Religion (special beliefs and practices) ▫ Marital status (some states) ▫ Sexual orientation (some states and cities) 7 Equal Employment Opportunity (EEO) Concepts (cont.) • Disparate treatment – occurs when members of a group are treated differently from others. ▫ Different standards are used to judge individuals; or ▫ The same standard is used, but it is not related to the individuals’ jobs • Disparate impact – occurs when members of a group are substantially underrepresented as a result of employment decisions that work to their disadvantage. 8 Equal Employment Opportunity (EEO) Concepts (cont.) • Business necessity & job relatedness • Bona fide occupational qualification (BFOQ) • Burden of proof • Retaliation • Equal employment • Blind to differences • Affirmative action – Employers are urged to employee people based on their race, age, gender, or national origin to make up for historical discrimination 9 The Debate about Affirmative Action • Fig. 3-3 10 Arguments: Why Affirmation Action is Needed Arguments: Why Affirmation Action is Not Needed Source: Mathis & Jackson (2011), Human Resource Management (13th ed.), Mason, OH, Cengage Southwestern. Employment Law • Civil Rights Act of 1964, Title VII • Executive Orders 11246, 11375, & 11478 • Civil Rights Act of 1991 • Pregnancy Act of 1978 • Equal Pay Act of ...

1. HUMAN RESOURCE MANAGEMENT
MSL660/MPA606
Hall #2
Following the Law and Getting the Job
Right
Format for Hall session
• Introduction of the Hall
• Hall Topics
• Christian worldview applications
• Major points for the week’s learning
2
Topics we’ll cover
• Equal Employment Opportunity and Its Concepts
• Employment Law
• The Debate about Affirmative Action
• Sexual Harassment
• Diversity
• Jobs
▫ Job Design
▫ Job Characteristics
▫ Job Analysis
▫ Job Descriptions & Job Specifications

2. 3
Biblical Foundation: Luke 18:9-14
4
Hall Objectives
• Get a good understanding of the Employment
Laws that organizations must adhere to.
• The debate about Affirmative Action
• The importance of training managers and
employees regarding sexual harassment
• The benefits of diversity
• Discuss all of the aspects that an organization
goes through regarding jobs.
5
Questions or Topics for Reflection &
Study
• What laws do employers have to adhere to when
dealing with applicants and employees?
• What is diversity and why is it important to
employers?

3. • What is job analysis and its process?
• What is a job description and why is it important
to be accurate?
6
Equal Employment Opportunity (EEO)
Concepts
• Protected category – a group identified for protection under
EEO laws
and regulations
• Include:
▫ Race, ethnic origin, color (including multiracial/ethnic
backgrounds)
▫ Sex/gender (including pregnant women and also men in certain
situations)
▫ Age (individuals over 40)
▫ Individuals with disabilities
▫ Military experience (military status employees and Vietnam-
era
veterans)
▫ Religion (special beliefs and practices)
▫ Marital status (some states)
▫ Sexual orientation (some states and cities)
7

4. Equal Employment Opportunity (EEO)
Concepts (cont.)
• Disparate treatment – occurs when members of a
group are treated differently from others.
▫ Different standards are used to judge individuals; or
▫ The same standard is used, but it is not related to the
individuals’ jobs
• Disparate impact – occurs when members of a group
are substantially underrepresented as a result of
employment decisions that work to their disadvantage.
8
Equal Employment Opportunity (EEO)
Concepts (cont.)
• Business necessity & job relatedness
• Bona fide occupational qualification (BFOQ)
• Burden of proof
• Retaliation
• Equal employment
• Blind to differences
• Affirmative action – Employers are urged to
employee people based on their race, age, gender, or
national origin to make up for historical discrimination
9
The Debate about Affirmative Action

5. • Fig. 3-3
10
Arguments: Why Affirmation Action
is Needed
Arguments: Why Affirmation Action is Not
Needed
Source: Mathis & Jackson (2011), Human Resource
Management (13th ed.),
Mason, OH, Cengage Southwestern.
Employment Law
• Civil Rights Act of 1964, Title VII
• Executive Orders 11246, 11375, & 11478
• Civil Rights Act of 1991
• Pregnancy Act of 1978
• Equal Pay Act of 1963
• Americans with Disabilities Act (ADA) of 1990
▫ ADAAA (2009, expanded the definition of disabled
individuals)
• Age Discrimination in Employment Act of 1967
11
Diversity & Workforce Demographics

6. • Diversity – Differences in human characteristics and
composition in an organization.
▫ Race/ethnicity, national origin/immigration,
age/generational differences, gender, marital & family
status, sexual orientation, disabilities, religion
• Generational Differences
▫ Matures (born before 1946)
▫ Baby boomers (born 1946 – 1964)
▫ Generation Xers (born 1965 – 1980)
▫ Generation Yers (millenials) (1981 – 2000)
12
Jobs
• Job – Grouping of
tasks, duties, and
responsibilities that
constitutes the total
work assignment of an
employee.
13
Job Design
• Job Design – Organizing tasks, duties, responsibilities,
and other elements into a productive unit of work.

7. ▫ Performance, job satisfaction, physical & mental health
▫ Person-job fit, job-person match
▫ Job enlargement, job enrichment, job rotation, job sharing
14
Job Characteristics Model
• Fig. 4-4
15
Source: Mathis & Jackson (2011), Human Resource
Management (13th ed.),
Mason, OH, Cengage Southwestern.
Job Analysis in Perspective
• Fig. 4-7
16
Source: Mathis & Jackson (2011), Human Resource
Management (13th ed.),
Mason, OH, Cengage Southwestern.
Job Analysis

8. • Job analysis – Systematic way of gathering and
analyzing information about the content, context, and
human requirements of jobs.
▫ Task-based job analysis (task, duty, responsibilities)
▫ Competency-based analysis (technical competencies /
behavioral competencies)
17
Job Analysis Process
• Fig. 4-9
18
Source: Mathis & Jackson (2011), Human Resource
Management (13th ed.),
Mason, OH, Cengage Southwestern.
Job Descriptions & Job Specifications
• Job description – Identification of the tasks, duties,
and responsibilities of a job.
▫ Identification, General summary, Essential Job Functions
& Duties, Job Specifications, Disclaimer & Approvals
• Job specifications – The knowledge, skills, and
abilities (KSAs) an individual needs to perform a job
satisfactorily.

9. • Performance standards – Indicators of what the job
accomplishes and how performance is measured in key
areas of the job description.
19
Sample
Job Description
• Fig. 4-11
20
Source: Mathis & Jackson (2011), Human Resource
Management (13th ed.),
Mason, OH, Cengage Southwestern.
Questions or Topics for Review
• What laws do employers have to adhere to when
dealing with applicants and employees?
• What is diversity and why is it important to
employers?
• What is job analysis and its process?
• What is a job description and why is it important
to be accurate?
21

10. What next?
• Take the Hall Quiz
• Complete your detailed reading
• Answer the discussion questions
• Complete the writing assignments
22
References
• Mathis, Robert & Jackson, John. (2011) Human
Resource Management (13th ed.) Mason, OH:
Cengage Southwestern.
23
24
This concludes Hall 2
HUMAN RESOURCE MANAGEMENT
�MSL660/MPA606Format for Hall sessionTopics we’ll
cover Biblical Foundation: Luke 18:9-14Hall
ObjectivesQuestions or Topics for Reflection & Study Equal
Employment Opportunity (EEO) ConceptsEqual Employment
Opportunity (EEO) Concepts (cont.)Equal Employment
Opportunity (EEO) Concepts (cont.)The Debate about
Affirmative ActionEmployment LawDiversity & Workforce
DemographicsJobsJob DesignJob Characteristics ModelJob
Analysis in PerspectiveJob AnalysisJob Analysis ProcessJob

11. Descriptions & Job SpecificationsSample �Job
DescriptionQuestions or Topics for ReviewWhat
next?ReferencesThis concludes Hall 2