Question

HR has a responsibility for keeping employees safe. For the first part of this assignment you will be preparing a Sexual Harassment policy outline and a sexual harassment policy training outline as an example of what a company could implement for their employees and management teams.

The #metoo movement and other discussions about Sexual Harassment and sexual assault are prevalent in today's communications involving Hollywood, gymnastics, and other public arenas. This focus has brought attention to workplaces and the role of HR managers and employees in addressing sexual harassment within their organizations.

This assignment includes four parts:

Part 1 - Prepare a listing of content that should be included in a firm's sexual harassment POLICY. This is not a list of one or two items - put thought into this - use the Internet for ideas - include your sites at the end of your policy content. Your formatting should be in a bulleted list - offer explanations where necessary. You are NOT creating or copying a company's full policy; you are preparing your research for what content should be included so that you could then create that policy if asked to within your workplace. Include your URL or other source information at the bottom of your list.

Part 2 - Prepare a listing of content that should be included in a firm's sexual harassment TRAINING CLASS(ES). This again is not a simple list of one or two items and again should include the sites at the end of your training class content, as well as a discussion of how many hours, days, etc. And again, your formatting should be a bulleted list - you don't need times or dates - you do need a list of what content will be included in the class(es). Include your URL or other source information at the bottom of your list.

Part 3 - This is your discussion of how you have seen your employer respond to the #metoo movement/sexual harassment situations. What has been your company's response to sexual harassment in the news over the past year? Has training increased? Is there training offered? Who attends? etc. In other words prepare a discussion of how your firm handles sexual harassment and add to that if you think the company's response is suitable, should be increased, etc. The formatting of this part should be in paragraph form, but NOT one HUGE paragraph - you have several parts/components to offer. Please do not provide confidential information such as names, etc. if you have had a specific sexual harassment situation. If you are not working currently, refer to the press/Google to see what is happening in the public in regards to sexual harassment.

Part 4 - Respond to the chapter case "But...It's Our Company Culture" on page 71 of your text. Answer the two questions at the end of the case. For formatting, type each question prior to your answer to the question. Target 4-6 sentences for each question. Please leave a blank line after the question before typing out your response--and then another blank line in between each question. This enhances your assignment's readability - no manager is going to want to try to find out what you are telling them by having to pick it out of a HUGE paragraph.

Be sure your assignment includes all four parts. You can prepare this as one document with spacing in between each part - as in begin each on a new page. Or, you can prepare four separate documents and submit them each into Bb before submitting for grading.

There is an abundance of current research and articles on sexual harassment policies and training. Do not simply cut and paste that information into these documents.

But…It’s Our Company Culture!

You are the HR manager for a fifty-person firm that specializes in the development and marketing of plastics technologies. When you were hired, you felt the company had little idea what you should be paid and just made up a number, which you were able to negotiate to a slightly higher salary. While you have been on the job for three months, you have noticed a few concerning things in the area of multiculturalism, besides the way your salary was offered. The following are some of those items:

You know that some of the sales team, including the sales manager, get together once a month to have drinks at a strip club.

A Hispanic worker left the organization, and in his exit interview, he complained of not seeing a path toward promotion.

The only room available for breast-feeding mothers is the women’s restroom.

The organization has a policy of offering $200 to any employee who refers a friend, as long as the friend is hired and stays at least six months.

The manufacturing floor has an English-only policy.

You have heard managers refer to those wearing turbans in a derogatory way.

What do you think needs to be done to create a more inclusive environment, without losing the culture of the company? What suggestions would you make to those involved in each of the situations?

PLEASE MAKE ALL SLIDE READABLE.

Answer 1

As in the case it is mentioned that there are only fifty workers in the company which is specialized in marketing and developing plastic technologies so the HR manger has to take care of correct HR policies so that the company will lead a positive and adaptive culture.

HR policy should cover following crucial factors

1. Recruitment and selection: Designing the proper recruitment policy. Some positions should be filled by internal and some by external sources depending upon the responsibilities to be performed and nature of the job.

Proper selection process should be maintained for selecting suitable candidates for referred candidates. Some positions should be filled with promotions.

2. Training and development activities: Arrangements for induction, in-service training for employees, and development through employee engagement activities.
3. Compensation: following criteria should be consider while deciding the compensation like, nature of job, skill required, work experience, knowledge, comparative analysis of salary paid to particular job position in the market. There should be scheme of incentives and bonus for out performers.
4. Career development: Job enlargement, job enrichment, promotions, involvement in decision making process should be adapted.
5. Retention strategies: Succession planning, career development, quality circles, distribution of profit, transparent policies of selection, compensation, etc.
6. Fringe benefits: Arrangements of crèches, separate rest rooms for men and women employees, canteen facilities, and care taker for the same.
7. Grievance redressal mechanism: Proper mechanism should be there for addressing grievance of the employee. The machinery should work as per the legal compliances. And the needy should get the required attention and justice. Following committees must include the mechanism like, welfare committee, Sexual harassment Policy as a part of METOO campaign. This committee should be included senior employees and one renowned person from outside of the organization for impartial redress. It is the duty of the organization to make aware about these committees and redressal mechanism to every employee of the organiZation for getting justice.
8. Feedback mechanism: Feedback from the employee should be taken frequently. Employee problems solving approach should be there and trying to work on suggestions given by the employees to increase the productivity.
9. OrganiZation should take efforts for effective team work by creating formal and informal groups.
10. Research and development activities should be at priority list of the organiZation

All the activities should aim at increasing the employee participation; hence it will lead to enhance the morale and belongingness of the employee. So the human resource policies should lead the organiZational culture in proper direction in maintaining, retaining crucial business resource i.e. human capital.