University of Phoenix
MGT/434 (Employment Law)
Professor Laurie Ryan MHRM
May 28, 2008
The workforce planning process identifies skills and timelines for acquiring the employees needed to acquire the job and achieve organizational goals. A company’s human resource staff works with management to locate, hire, and integrate new employees into the workgroup. This paper will discuss how affirmative action plays a role in the selection process within the private and public sector.
Over the years, all three branches of the federal government have participated in regulating the ways employers interact with the ...view middle of the document...
An Executive Order 11246 was established during a pivotal moment in American history in 1965, which is one year after the passage of the Civil Rights Act of 1964. Executive Order 11246 was established to prohibit employment discrimination on the basis of race, creed, color, or national origin. The Executive Order requires affirmative action steps be taken in advertising jobs, recruiting, employing, training, promotion, compensation, and terminating employees (OFCCP). This order is enforced by the Office of Federal Contract Compliance Programs (OFCCP).
There are two levels of requirement by the Executive Order. The first level of requirement prohibits employment discrimination and requires contractors to take affirmative action in employment when it applies to contracts totaling $10,000 or more in a 12 month period (OFCCP). The second level of compliance, for contractors with 50 or more employees that have contracts totaling $50,000 or more, requires that a written Affirmative Action Plan (AAP) be developed within 120 days from the origination of the contract with the Office of Federal Contract Compliance Programs (OFCCP).
The components of the Affirmative Action Plan are determined by the Office of Federal Contract Compliance Programs (OFCCP). Some of the components include: organizational profile, job group analysis, placement of incumbents in job groups, determination of availability, placement goals, and action-oriented programs. These are just to name a few. These tools are used to ensure the availability of qualified employees when they are needed to meet the AAP. However, if the employer does not comply with the AAP, the employer is debarred from participation with government contracts (Bennett-Alexander, Hartman, 2007). This workforce plan can provide the framework for targeting qualified women and minorities, better known as, placement goal.
The placement goal is a requirement if the comparison of incumbency to availability indicates that women/minorities are underrepresented in a job...