Select one of the forecasting models described in the text of this unit and conduct research to provide more detail on how it could be applied in a workplace to
help determine future human resource needs in collaboration with relevant managers and sections.
(300–400 words) Alternately, you might select and describe, in detail, a model of your own choosing.
Assignment 2: Job Analysis / Job DescriptionDue Week 4 and worth 100 pointsGo to YouTube, located at http://www.youtube.com/, and search for an episode of “UnderCover Boss”. Imagine you are the CEO of the company in the selected episode.Write a two to three (2-3) page paper in which you:
Your assignment must follow these formatting requirements:
The specific course learning outcomes associated with this assignment are:
Employee Selection” Please respond to the following:
Instructions
Read “Case 3-1, You Can’t Get There From Here: Uber Slow On Diversity” on page 108 of your textbook. After you have read the case study, write an analysis of the case study.
Write an introduction to give context to your paper by explaining what the paper will cover. Then, divide the body of your paper using the seven headers below. Address the points within that section, as indicated under the header.
Employment Law
Identify what employment law Susan Fowler’s sexual harassment claim would be characterized as. Be sure to develop your answer to include your rationale.
Type of Harassment
Identify the type(s) of harassment to which Ms. Fowler was exposed. Be sure to develop your answer to include your rationale.
Uber’s Actions
Identify actions Uber has taken to limit their liability relative to sexual harassment charges. Be sure to develop your answer to include your rationale.
EEOC and Affirmative Action
After reviewing Uber’s diversity report, does it appear Uber is in violation of any EEOC and affirmative action laws? Be sure to develop your answer to include your rationale.
Diversity Matters
Explain why diversity matters in general and more specifically to Uber. Be sure to develop your answer to include your rationale.
Benefits/Challenges of a Diverse Workforce
Identify and explain the benefits and challenges Uber derives from a more diverse workforce. Be sure to develop your answer to include your rationale.
Legal Provisions of Uber Case
Write a summary that identifies legal provisions or considerations covered within this case study as it relates to a human resource management (HRM) perspective.
Conclude with an analysis with your thoughts on how ethics and HRM professional standards are framed by legal provisions within a specific organization or industry (e.g., business, health care).
Your case study must be at least two pages in length, not counting the title or reference pages. Adhere to APA style when constructing this assignment, including in-text citations and references for all sources that are used. Please note that no abstract is needed.
Page 108
CASE 3-1 YOU CAN’T GET THERE FROM HERE: UBER SLOW ON DIVERSITY
Established in 2009, Uber provides an alternative to taxi cab service in 460 cities and nearly 60 countries worldwide. The trick? Their mobile application for smartphones allows riders to arrange for transportation with drivers who operate their personal vehicles. A dual rating system (drivers and customers rate each other) serves as a quality control device keeping Uber standards high.(1)
As an international technology firm, Uber has been challenged, along with other tech giants like Google and Twitter, to demonstrate that they are attuned to the specific needs of their employees, more specifically people of color and women. In Uber’s own words:
At Uber, we want to create a workplace that is inclusive and reflects the diversity of the cities we serve: where everyone can be their authentic self, and where that authenticity is celebrated as a strength. By creating an environment where people from every background can thrive, we’ll make Uber a better company—not just for our employees but for our customers, too.(2)
Yet actions speak louder than words. Uber employees describe the firm’s work environment amid some managers as Machiavellian and merciless. Many blame Travis Kalanick, Uber’s founder and former chief executive, for establishing such a negative culture. Uber’s fast growth approach to the market has rewarded employees and managers who have aggressively pushed for greater revenues and fatter profits at the seeming cost of human dignity.
For example, Uber has had its share of troubles addressing issues of sexual misconduct and workforce diversity. These issues came to light when a former employee, Susan Fowler, reported in her personal blog that she was being sexually harassed by her manager and that human resources had been informed of these infractions.(3) Susan Fowler said in her blog:
On my first official day rotating on the team, my new manager sent me a string of messages over company chat. He was in an open relationship, he said, and his girlfriend was having an easy time finding new partners but he wasn’t. He was trying to stay out of trouble at work, he said, but he couldn’t help getting in trouble, because he was looking for women to have sex with. It was clear that he was trying to get me to have sex with him, and it was so clearly out of line that I immediately took screenshots of these chat messages and reported him to HR.(4)
Uber’s first reaction was to call Ms. Fowler’s accusations as “abhorrent and against everything Uber stands for and believes in.”(5) Ms. Fowler purported that her manager was not punished because he “was a high performer”; yet other female employees reported similar incidents with the same manager, leading Ms. Fowler to believe that HR was covering up for her manager.
Uber was in trouble as more and more scandals emerged and they quickly took the following actions: (a) apologized for some of their managers’ actions, (b) had a board member and several female executives provide testimonials on the firm’s positive work environment, and (c) began to probe workplace policies and procedures.
Arianna Huffington, a board member, repeatedly labeled new employees as “brilliant jerks.”(6) Huffington said that this investigation would be different when Eric H. Holder Jr., the former United States Attorney General (as well as some others), were hired to conduct their investigation.
Uber released its first diversity report on March 28, 2017, one month after these allegations. This report indicated that women and nonwhite employees are underrepresented at the firm, not overly dissimilar from other technology-based firms. Some of the most egregious statistics include: (a) racial configuration―6% Hispanic, 9% black, 50% white, and (b) 85% of all technology jobs are held by men, with a mere 36% of the total workforce comprised of women.(7)
Liane Hornsey, Uber’s chief human resource officer, acknowledged, “We need to do better and have much more work to do.”(8) Here are Uber’s next steps:
We’re dedicating $3 million over the next three years to support organizations working to bring more women and underrepresented people into tech. This year, our recruiting team is also embarking on a college tour to recruit talented students at colleges across the country, including a number of Historically Black Colleges and Universities (HBCUs) and Hispanic Serving Institutions (HSIs). Our employee resource groups play a huge role in all our recruiting events that are focused on hiring women and people of color at Uber.
In recruiting, we’ve updated our job descriptions to remove potentially exclusionary language, and we are running interview training to make our hiring processes more inclusive for women in tech. We’re also rolling out training to educate and empower employees, covering topics like “why diversity and inclusion matters,” “how to be an ally,” and “building inclusive teams.” Training is not a panacea, but educating employees on the right behaviors is an important step in the right direction.
This is just the beginning of our efforts. Whether you’re a veteran returning from service or a person with a disability and regardless of your religious beliefs, your sexual orientation, your gender identity, or the country you call home, at Uber, we want to create an environment where you can be yourself. By deepening our commitment to diversity, we will strengthen our business and better serve our customers in over 450 cities in more than 70 countries.(9)
Only time will tell if this fast growth firm can manage its aggressive culture and diversity as it continues to expand into new marketplaces and those with differing cultures.
Questions
1. Susan Fowler’s complaint of being the target of sexual harassment by her manager would be categorized as falling under which employment law?
2. Which type(s) of harassment was Ms. Fowler exposed to?
3. What actions, if any, has Uber taken to limit their liability relative to sexual harassment charges?
4. Uber’s diversity report indicates that 36 percent of Uber’s workforce is made up of women (15% in technical jobs); 50% of Uber’s employees in the United States are white, while 9% are black and 6% are Hispanic. Are they in violation of any EEOC and Affirmative Action laws?
5. Why does diversity matter in general and more specifically to Uber?
6. What benefits and challenges does Uber derive from a more diverse workforce?
References
(1) Anderson, A. (n.d.). Uber International C.V. Hoovers. Retrieved April 4, 2017, from http://0-subscriber.hoovers.com.liucat.lib.liu.edu/H/company360/fulldescription.html?companyId=163401000000000
p.109
(2) Uber. (n.d.). How do we want Uber to look and feel? Retrieved April 4, 2017, from https://www.uber.com/diversity/
(3) Fowler, S. (2017, February 19). Reflecting on one very, very strange year at Uber. Retrieved April 12, 2017, from https://www.susanjfowler.com/blog/2017/2/19/reflecting-on-one-very-strange-year-at-uber
(4) Ibid.
(5) Patnaik, S. (2017, February 21). Uber hires ex-US Attorney General Holder to probe sexual harassment. Reuters. Retrieved April 4, 2017, from http://www.reuters.com/article/us-uber-tech-sexual-harassment-idUSKBN160041
(6) Isaac, M. (2017, March 28). Uber releases diversity report and repudiates its “hard-charging attitude.” The New York Times. Retrieved April 4, 2017, from http://www.cnbc.com/2017/03/28/uber-releases-diversity-report-and-repudiates-its-hard-charging-attitude.html
(7) Ibid.
(8) Uber slow on diversity. (2017, March 29). AM New York, p. A2.
(9) Uber. (n.d.). How do we want Uber to look and feel? Retrieved April 4, 2017, from https://www.uber.com/diversity/
Case written by Herbert Sherman, Long Island University
in the title of your submission.
Option #1: Performance Management Systems
As we have discussed, performance management systems are important in organizations. However, there are many performance management systems that organizations can use.
For the purpose of this week’s Critical Thinking assignment, please do the following:
Requirements:
Prepare an essay response of at least one page in length that addresses the following items:
There are required resources and citations for this assignment, please be sure to include our reference list on a separate page
Looking for someone to please help with the below by May 11, 2020 plagiarize free.
You have just been appointed as the Chairperson of the President’s Council on Training and Development for Corporations in the United States. Your assignment is to give direction and guidance to businesses that are in the process of establishing a Training and Development Department, or who would like to improve the effectiveness of their current Training and Development Departments.
The President has requested a meeting with you to better understand your Master Plan for Training and Development departments. He has asked that you submit your recommendation prior to your meeting.
Your task is to write a recommendation to the President of the United States. Your goal is:
Your recommendation should be no longer than five pages, double spaced. It should clearly state your recommendation, provide solid justification for your recommendation, and include high quality information. Think about best practices that could apply to any business regardless of their size or industry.
Finally, think of this as a business recommendation.
Sukhjot, Julia, and Drew met each other in BUS 201 during the summer online semester at the University of the Fraser Valley. They quickly learned that they shared a passion for all things fitness! Being housebound (along with much of the rest of the world) during the COVID-19 pandemic, they realized that there was the potential to start a new business offering online fitness and health classes.
They decided to start a Web site that would offer a vast array of courses using minimal equipment. The idea was that users could come to the Web site to find and then take a course in one of several ways. Some courses could be completed interactively or ‘live’ on the Web via the site; others were in a form that was downloadable directly to the user’s computer; others could be ordered and delivered to customers’ homes on a flash drive (for those customers who don’t have reliable internet access). After much debate, they called their new business CoronaPersona and their mission was “to provide fitness-related learning when, where, and how you need it.”
Based on their research, they knew the market for fitness was booming. At the same time, many gyms were unable to operate due to the pandemic, or going out of business altogether. After spending hours looking to order weights online, Sukhjot also knew that many popular items were in short supply and so clients would likely appreciate workouts that didn’t require a lot of equipment. Sukhjot, Julia, and Drew understandably thought they were in the right place at the right time. And perhaps they were.
Julia’s father had some unused loft space in Abbotsford that they thought could be used for an office eventually, when people are allowed to return to work. They pooled their savings and had about $45,000 to start with: CoronaPersona was in business! They retained the services of an independent programmer (Xiangyu) and hired two people – a Web designer to create the graphics for the site (Clarence) and a content manager whose job was to enter information onto the site as it came in from content providers (Mehtab). Their initial plan was for Sukhjot to run most of the fitness classes, either pre-recorded or live, but they realized that eventually they would likely have to hire or contract additional fitness instructors to provide content.
They were also actively seeking to raise more capital funds to build the business. Their funding, according to the business plan, was to go toward accomplishing four main goals: (1) designing and expanding the Web site; (2) hiring about seven more employees; (3) designing and implementing a personal information manager (PIM) calendar application (users and content providers could use the calendar to interactively keep track of their personal and business schedules); and, last but definitely not least, (4) driving up sales. CoronaPersona was off and running!!
Employee Layoffs” Please respond to the following:
Instructions
For this assignment, imagine you will be presenting at a conference for an audience of newly hired human resource professionals. You are to share your knowledge about how to evaluate the effectiveness of different recruiting and employee selection methods by applying human resource management (HRM) principles.
In your introduction, include one type of position you would like to hire for and the KSAs (knowledge, skills, and abilities) required for that position.
Include examples of methods used in recruitment efforts that foster diversity and inclusion in the workplace. Consider the diverse cultures and social practices that surround your specific local or regional community.
Include an explanation of steps used in the employee selection process.
Use speaker notes to explain the content (in detail) for each of the slides, and support your presentation with at least two references. One reference may be your textbook.
Include a minimum of one graphic or image that relates to the content.
Your PowerPoint presentation must be at least five slides in length, not counting the title or reference slides. Adhere to APA style when constructing this assignment, including in-text citations and references for all sources that are used.
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