MHRE232D Project:: Management diversity and policies of equal opportunity
Анотация:
This course applies to both diversity and to the many differences in the people who manage and the differences that may arise between people and groups in the workplace. We advocate a positive approach to diversity: assessing the differences in people and look at interpersonal and intergroup conflict rather as signs of organizational problems rather than errors in the individual. This course covers the definition and evolution of traditional groups based on equal opportunities policies to truly strategic approach to diversity-oriented, showing what makes organizations effective strategies for diversity. Acceptance and evaluation of differences gives us an initial understanding of the diversity, helps us to analyze the situation of an organization in terms of diversity management.
In exercises will try to give examples of how to develop a policy and strategy for diversity. How to communicate the differences, the benefits of diversity management, how to deal with "difficult managers" some "straws" on how to conduct awareness session, what it is, how to monitor, and how to analyze the results. Differences between people and cultures bring richness and diversity in the life of the organization. Often, however, the differences can lead to awkwardness and suspicion, as people feel "comfortable when you like." Managers need to find the most effective way to help people realize that more needs to appreciate differences rather than fear them or see them as a reason for discrimination.
Main objectives:
• To bring convincing arguments importance of diversity management as a contribution to organizational effectiveness
• To formulate, implement, review and modify policies and practices (policies and action) on the issues of equality and diversity, which would allow the achievement of operational objectives and adherence to ethical standards
• To formulate a clear competitive advantage resulting from diversity management, clearly linked to the objectives of the core business
• To provide appropriate advice on the legal and other aspects of the management of equity
• To research, formulate and publicize clear trends in the labor market
• Apply the concepts of diversity management in the business environment
• To train other professionals to manage diversity and equal opportunities in theory and practice
• Take action on risk assessment, taking account of missed opportunities
• To use a range of integrated skills necessary to carry out an inspection of the workplace issues or activities in the field of equal opportunities, reporting of results, making recommendations for change, and present an analysis of the financial benefits, the monitoring of the follow indicators change
• To illustrate with examples of cases of avoidable acts of direct and indirect discrimination, increasing the potential of the individual in the workplace sensitivity to social and political pressure to change, remove barriers to equality in key areas of HRMD (eg recruitment and selection, performance appraisal , career)
• Provide advice and guidance in certain areas of relationships with employees (eg, harassment and abuse)
• To promote and encourage greater acceptance of government equity in the organization, clearly articulate the issues and connect them with business needs and organizational effectiveness.
Преподавател(и):
доц. Мария Иванова д-р
гл. ас. Мариана Димитрова д-р
Описание на курса:
Компетенции:
Upon successful completion of the course students should understand and be able to explain:
• The relationship between diversity management and equal opportunities and general management practice
• The role and function of personnel at all levels of the organization for the development, promotion and monitoring of diversity management
• The effect on the attitude and behavior of the individual to achieve the principles of equal opportunity in the workplace
• Changes in the nature and structure of employment and their relation to diversity management
• Specific legislation and case law in deciding precedents in Bulgaria and the European Union (EU), the application of these rules in practice as prerequisite employer’s organizations to comply with the spirit and actions of EU legislation
• Characteristics of direct and indirect discrimination, ways to avoid as best practice (eg, objective and effective procedures for selection)
• The role of official and other organizations involved in the management of differences and the way they interact with the passage of various laws
• The negative impact of discriminatory acts on the psychological comfort of the employee and organizational performance.
Предварителни изисквания:
Students should have knowledge and/ or skills in:
• English language for writing proper management documents
• • Computer skills in word processing, Internet and e-mail
• • Knowledge and understanding of basic management concepts,
• • Knowledge and understanding of the importance of the management and development of human resources
• • Knowledge of the "personnel management"..
Форми на провеждане:
Дистанционен
Учебни форми:
Проект
Език, на който се води курса:
Английски
Теми, които се разглеждат в курса:
- To develop self-reference on the topic: "Managing diversity and non-discrimination" Placing the problem: You are an employer whose business is to perform consulting services in the field of law and finance staff is comprised of 40 employees, of which: • 20 is the position of consultant - legal action • 10 is the position of Consultant - Finance and • 10 are secretaries’ administrative activities of the company. Objective reasons, and for extended periods of time Your activity decreased by 50% compared to that which you have made in employment of that staff. You cannot use all the employees at full load on their employment. Placing the task: Specify what legal options you have to bring your staff in line with the work you do. You should know that at the time you make your suggestions there are the following facts: - 2 employees are mothers of children on 2 and 4 years; - 5 employees on leave, respectively 4 employees - on paid leave and 1 employee - unpaid leave; - 1 employee is sick of sickness within the meaning of Regulation № 5 and - 1 employee is reassigned. You can make suggestions using the legal provisions related to: - The mode of working time; - Prescription; - Changes in job descriptions; - Amendment of the establishment plan; - Termination of employment pursuant to Art. 325 CT; - Termination of employment pursuant to Art. 328 CT; - Termination of employment pursuant to Art. 330 CT; - Termination of employment pursuant to Art. 331 CT; Upon completion of the task you can: to use each of these mechanisms individually or combine them in sequence or in a way you think is best - ripe. Upon completion of the task you have to specify: 1. The reasons why you choose this method of solving the problem / what advantages there are in comparison with other methods, identify problems in terms of implementation in respect of compliance with CT control by the public authorities, etc. /. 2. The reasons why you choose a particular combination of different methods and therefore consistency in their application to solve the problem. Steps to implement the chosen combination of different methods. / What advantages has chosen approach, identify problems, in what sequence should be applied, the reasons for the choice of that sequence, etc. /. 3. Criteria that determine which employees continue to perform their duty accordingly relationships in which employees termination / why apply those criteria, which ones carry the risk of discrimination or violations of the Labour Code, which there are adverse effects of distortion of the LC and so . /. 4. Documents that must be produced for the application of this method / which documents, in what form, what content should be made, served, etc. /. 5. Type specimen documents that are required to implement the chosen method, or specify minimum required content that each of them should have.
Литература по темите:
1. Commerce Clearing House, Ideas and Trends in Personnel, May 13, 1992, P. 73.
2. James Higgins, “A Manager’s Guide to the Equal Employ¬ment Opportunity Laws,” Personnel Journal, Vol. 55, no. 8 (August 1976), p. 406.
3. Bureau of National Affairs, Fair Employment Practices, Oc¬tober 8,1992, p. 117.
4. Steven Fox, “Employment Provisions of the Rehabilita¬tion Act,” Personnel Journal, Vol. 66, no. 10 (October 1987), p. 140.
General sites about equality
1. British Employment Law
R egularly updated British employment law information. www.emplaw.co.uk
2. Cabinet Office - What works?
This website is a tool for sharing best practice across the civil and wider public service. It showcases some creative ideas used by the public, private and voluntary sector to address the advancement of equal opportunities and diversity in the quest for cultural change.
www.diversity-whatworks.gov.uk/whatworks.htm
3. The Equality Authority, Republic of Ireland
The Equality Authority is an independent body set up under the Employment Equality Act 1998. The Equality Authority replaced the Employment Equality Agency, and has a greatly expanded role and functions.
www.equality.ie
4. Equality Direct
Equality Direct is a service designed to give business managers easy access to authoritative and joined-up advice on a wide range of equality issues.
5. www.equalitydirect.org.uk