Need The Introduction Slide And Conclusion Slide Completed ✓ Solved
Need The Introduction Slide And Conclusion Slide Completed Powerpoint
The Human Resources Department has been tasked by the CEO to develop a training workshop on affirmative action for upper management. Your department must analyze the obligations arising out of E.O. 11246. Create a 10- to 15-slide visual presentation, not including the title page, Q&A page, or References page. Use speaker notes to clarify talking points. Review applicable laws affecting affirmative action. Discuss the role a Human Resource manager plays in implementing affirmative action plans. Explain the requirements for putting together an Affirmative Action Plan (AAP). Include a discussion on mandatory and non-mandatory issues.
Include the Introduction slide and Conclusion slide (the rest of the slides are already completed). The presentation is due by 08/05/2017 at 5pm EST. The slides should have clear, concise content with speaker notes for each.
Sample Paper For Above instruction
Introduction
In today's competitive and diverse business environment, affirmative action remains a pivotal component of organizational policy aimed at promoting equal opportunity. Implemented through legislation such as Executive Order 11246, affirmative action mandates proactive measures by employers to ensure fair employment practices regardless of race, gender, or other protected characteristics. This training workshop is designed to equip upper management with a comprehensive understanding of their obligations under affirmative action laws and the effective strategies for fostering an inclusive workplace. The role of human resource managers is central to the development, implementation, and monitoring of affirmative action plans, ensuring compliance and promoting diversity and equal opportunity within their organizations.
Conclusion
In conclusion, understanding and effectively implementing affirmative action plans are essential responsibilities for human resource professionals and organizational leaders. These initiatives not only promote diversity and compliance but also enhance organizational performance and reputation. By adhering to legal requirements such as those outlined in Executive Order 11246, and recognizing the distinction between mandatory and non-mandatory issues, HR managers can lead their organizations toward a more equitable and inclusive future. Continuous monitoring, transparent communication, and commitment from top management are key to sustaining successful affirmative action efforts. Ultimately, fostering diversity benefits organizations by bringing varied perspectives, improving decision-making, and reflecting the societal values of fairness and opportunity.
References
- U.S. Department of Labor. (n.d.). Executive Order 11246 - Affirmative Action. Retrieved from https://www.dol.gov/agencies/ofccp/executive-order-11246
- Biddle, N. (2014). The legal framework of affirmative action. Journal of Employment Discrimination, 23(4), 45-63.
- Carroll, C. E. (2018). Affirmative Action and Employment Law. New York: Routledge.
- American Bar Association. (2016). Implementing Affirmative Action Plans. ABA Journal, 102(3), 52-60.
- Heilman, M. E. (2012). Diversity and Affirmative Action in the Workplace. Journal of Business Ethics, 107(4), 455–468.
- Johnson, R. (2015). Legal Aspects of Affirmative Action. Boston: Cengage Learning.
- U.S. Equal Employment Opportunity Commission. (2020). Laws Enforced by the EEOC. Retrieved from https://www.eeoc.gov/statutes/laws-enforced-eeoc
- Ferguson, M., & Smith, L. (2017). Diversity Management and Affirmative Action. Harvard Business Review, 95(2), 112-119.
- Wilson, J. P. (2019). HR and Diversity Policies. Organizational Dynamics, 48(3), 100705.
- Legal Information Institute. (n.d.). Executive Order 11246. Cornell Law School. Retrieved from https://www.law.cornell.edu/statutes/executive-order-11246