Hr Case Analysis

Case Analysis Paper 1

Webster University

HRMG 5000

Spring 1 2013

The current state of Plastec Company is in direct violation of The Civil Rights Act of 1964, Title VII. Statements such as, “Hispanic women don’t really want to be the boss” and “Asians are hard to understand and their English isn’t so good”; are sentiments that are not permitted with the Civil Rights Act. The blatant violations are the reason why Paul’s focus should be on the Civil Rights Act of 1964. The fact that Paul has sent both Roy and John to the Diversity and Respect training is a good first step in changing the culture. It would also be a good idea for the training to be mandatory for all. The employees have also been involved in discriminatory incidents. The off-color jokes and innuendos the men have been displaying towards the women are grounds for sexual harassments lawsuits. Hence, the reason for the mandatory training for all.

The women may be leaving due to the harassment but pay could also be a reason as well. Paul should also do some analysis to compare pay between men and women. Under the Equal Pay Act of 1963, employers are required to pay similar wages for the same work regardless of gender. With changing of the demographics in the surrounding area of Plastec Company, different ethnicities will apply to the open positions. When evaluating the candidates, management and Human Resource (HR) should follow the Immigration Reform and Control Acts. Following this law will eliminate the possibility for discriminating on the basis of a person’s citizenship. Paul having the company abide by the Equal Employment Opportunity (EEO) laws and regulations will deter violations and lawsuits.

The HR situation at Plastec Company needs to be improved, therefore it is necessary to retrieve HR related data. HR metrics are an important part of HR management. Properly collected data can be analyzed and evaluated so that the necessary retention strategies can be implemented.

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