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STRATEGIC HRD RESEARCH PROPOSAL 10 11 2019 (1) (1)

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The purpose of this paper is to explore the Lesbian, Gay, Bi-sexual, Transsexual and Queer (LGBTQ) community and their rights to have gainful employment. Research has shown that there is a significant gap between those who believe they are
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  Running Head:   S TRATEGIC HRD   R  ESEARCH PROPOSAL   1 Human Resource Development and the LBGTQ Employment Conundrum Rafeal D. Graves BUSI 750  –   B06 Dr. Scott Dunbar Liberty University School of Business October 11, 2019    S TRATEGIC HRD   R  ESEARCH PROPOSAL   2   Abstract The purpose of this paper is to explore the Lesbian, Gay, Bi-sexual, Transsexual and Queer (LGBTQ) community and their rights to have gainful employment. Research has shown that there is a significant gap between those who believe they are discriminated against, and the rest of the United States employees are protected under Title VII Civil Rights bill. The purpose of this analysis is to explore the LGBTQ community, and why they are seeking equal rights under Title VII, and how will the Human Resource Development (HRD) overcome this new  phenomenon. The researcher's goal is to analyze and explain why this had happened of the last generation when President Bill Clinton allowed gays in the military; by the statement "ask but do not tell" has caused a rift with and America and its HRD policies. The Trump administration is asking the Supreme Court to legalize anti-gay discrimination in the workplace, essentially. The brief, from Solicitor General Noel Francisco, argues federal prohibitions on employer discrimination do not extend to protect individuals from  being fired or otherwise disenfranchised in the workplace because of their sexual orientation (De La Garza, August 2019)." God illustrated in the Bible how our lives were going when it came to working; it is no coincidence that in Genesis 1, verse 28, God tells us to follow Him in doing the things that He was doing (Keller, 2012). For thousands of years, men have debated, enslave, imprison, and even killed  because of work. The 20th century came along with the introduction of the industrial revolution with its serious employment problems and no thought of an HRD strategies.  Keywords:  LBGQT, employment, civil rights, discrimination  S TRATEGIC HRD   R  ESEARCH PROPOSAL   3   Human Resource Development and the LBGTQ Employment Conundrum Introduction  At the turn of the 20th century, organizations did not have a Human Resource Management (HRD) departments or strategies with no interest in how employees were to be treated. Additionally, the 20th century did not have any interest in an Employment Equal Opportunity Commission (EEOC), nor other employee labor relations laws. Organizations also did not have HRD strategies; neither was there any concern when it came to compensation and  benefits, safety and health, and affirmative action issues. It was not until the mid- 20th century when HRD and federal laws concerning the rights of American workers were beginning to evolve. The 21st century brought new issues for HRD with new Federal laws that were enacted to protect employees from discrimination. We are all guilty of discrimination against people whom we seem different from ourselves or had fewer advantages than we do (McDowell, 2016,  pg. 89). Gender is not the only area where there is a lack of equal opportunities, but race and ethnicity, disability, age, religious beliefs, and sexual orientation. Sexual orientation is now taking a more significant role for those who consider themselves Lesbian, Gay, Bisexual, Transgender and Queer (LGBTQ). Now to same-sex marriages and their rights associated, including benefits in the workplace. The 21st century has  brought new issues for HRD to deal with the global marketplace, laws protecting employees who are now married to the same-sex, and their rights associated in the workplace. HRD is a significant and vital part of any organization when it comes to the rights of human capital in today's workplace environment.  S TRATEGIC HRD   R  ESEARCH PROPOSAL   4   Human Resource Development Theory/Practice Problem  March 2018, the US Court of Appeals for the 6th Circuit decision which puts religion, employment, and the LGBTQ community into a direct collision course with federal laws and the HRD strategies for a generation. The US Supreme Court listened to arguments of a case involving two LGBTQ members on discrimination, and a ruling should come forth in the next coming months. The reader of this paper will find this issue discussed throughout the paper, and whatever way it comes down, the decision will affect Christian companies with ethical and moral  beliefs going forward for years to come. Human Resources Planning, Recruitment and Selection  The Human Resources (HR), the selection process is an essential aspect of the hiring  process because of the value companies get by making the right decisions when hiring quality  personnel and avoiding the high costs of replacing employees when they are considered bad hires. Now that we are in the early part of the 21st century, HR has taken on a more significant role in strategic planning, and the recruitment process. The HR selection process is developed by HRD and implemented by the organizational management team, when recruiting, evaluating, and hiring new employees are involved.   The HR selection process is a crucial aspect of the hiring  process because of the value companies get by making the right decisions when hiring quality  personnel, and avoiding the high costs of replacing employees when they are considered bad hires. When recruiting, evaluating, and hiring new employees involved, "recruiting and the selection process typically begins when jobs are posted internally or externally with recruiting  S TRATEGIC HRD   R  ESEARCH PROPOSAL   5   tools used to draw top-qualified candidates for certain jobs that are hard to fill (Youssel, C., 2012)" The traditional method of recruiting and selecting candidates was to announce a job opening by posting notices of the job on the HR bulletin board. However, in today's job market, many organizations electronically post job openings through organization-wide and through other methods such as emails and the internet to all employees and external candidates about job vacancies. Other companies may publish employment newsletters. However, whatever methods were used, the job announcement should include information about the position, qualifications, and instructions on how to apply for the position. The culture within the organizational structure, utilizes the right selection tools with careful job analysis, will assist HRD with better choices with the job openings. When job announcements are made available to all employees, both adequate job postings can ensure that minority workers, LBGTQ, and other disadvantaged groups are aware of opportunities within the organization. Some companies believe that the best method to find top performers is to hire individuals referred by existing employees to hiring managers and HRD. Employees working for the company can play a significant role in recruiting potential candidates. However, when organizations depend on referrals through existing employees, the downside is "the 2006 EEOC Compliance Manual which has been updated to include guidance on the prohibition of discrimination under Title VII of the Civil Rights Act. The 2006 EEOC Compliance clearly warns that relying on recruiting only on referrals may generate applicants that do not reproduce the uniformity of the labor market and maybe discriminatory (www.dol.gov)."
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