Labor and Employment Issues

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Table of Contents

Job Analysis
Two Types of Sexual Harassment found in the Workplace
Alternatives to Traditional Work Schedule
Internet Recruiting
Security concerning Today’s Workplace
References

Job Analysis

There are several steps involved in conducting a job analysis, which includes gathering relevant information connected to various aspects of jobs, reviewing background information, and selecting a representative position to be analyzed (Brannick, Levine & Morgeson, 2007). Job analysis process follows, where information is obtained in relations to the jobs chosen.

Upon completion, job description and job specification are developed. Job analysis comes with some challenges as well as benefits, for instance, the fact that it is rather time-consuming (Arbon, Facer & Wadsworth, 2009). On the plus side, job analysis helps managers evaluate employee performance, as well as establish effecting practices in relations to the hiring process (Brannick et al., 2007).

Two Types of Sexual Harassment found in the Workplace

Two types of sexual harassment found in the workplace are hostile environment sexual harassment, and quid pro quo sexual harassment (Neville, 2000). Under hostile environment sexual harassment, co-workers or supervisors in the workplace usually make unwanted sexual advances to an employee that tends to make the general working environment rather offensive and hostile (Brannick et al., 2007).

On the other hand, quid pro quo sexual harassment takes place when a worker gets to keep their job, or are promoted, based on whether or not they submitted to or rejected sexual advances from their employers (Arbon et al., 2009).

The action employers can take to create a legal defense by creating as well as disseminating a sexual harassment prohibition policy and reporting procedure (Neville, 2000). It allows employers to take effective action in remedying harassment once it has taken place. A person subject to this type of treatment or who witnesses these actions can take a step of reporting it to the concerned authorities.

Alternatives to Traditional Work Schedule

Some of the alternative work schedules that have been recently employed to provide greater flexibility or reduced hours include staggered hours, part-time employment, job sharing, and flex time (Brannick et al., 2007). Under flex time, full-time workers are given some time off at certain times that are most convenient to them.

Staggering hours is whereby an employee works a full work week during odd hours that are most appropriate to his/her work schedule (Arbon et al., 2009). Part-time employment is also considered a great alternative work schedule for the traditional one. This is of a particular benefit to women since it allows them a better work-life balance where they get to also spare some time for their families.

These alternatives to traditional work schedule have gain popularity in the recent past because they not only provide working opportunities for both men and women but also allow professionals to share one position, such as is the case with job sharing alternative (Neville, 2000). There are a few examples of how such alternatives are being embraced by employers and employees alike.

For employers, these alternatives are beneficial in that there are less employee stress and more parking spaces (Arbon et al., 2009). Alternative work schedules also minimize employee tardiness, thus leading to better productivity. For the workers, these alternatives provide more flexibility in terms of personal and work time (Brannick et al., 2007). Employees also get to save money spent by commuting and get to spend more time with family and friends.

Internet Recruiting

A few steps are followed by employers during Internet recruiting. To begin with, employers need to be sure of the vacancy they are trying to fill. Next, they should decide what a person is running things in the recruitment process (Arbon et al., 2009). The employer then needs to choose what job site to use to find quality job boards easily and quickly (Neville, 2000). What is to be put in the advertisement is the next step after choosing the job site.

In the final step, the employer should let the applicants know that their application has been received by emailing them or calling them if possible and convenient. Internet recruiting has become so important in this day and age, for the simple fact that businesses are allowed to reach talented and potential job seekers worldwide. Internet recruiting also allows the company personnel to appropriately interact with candidates (Brannick et al., 2007).

There are also a few disadvantages associated with Internet recruiting; for instance, the fact that it cannot help company management to select applicants by conducting face-to-face interviews. Internet recruiting brings about much overwhelming in terms of resumes and applications (Arbon et al., 2009). It is impossible to conduct background checks on potential candidates, which might pose a risk to the company in the future.

Security concerning Today’s Workplace

Security concerning today’s workplace can be defined as a company’s policy and preparedness in the prevention or handling of situations such as theft, fire breakouts, kidnappings, and unlawful entries (Neville, 2000). Workplace violence is whereby an act of aggression or threatening action is committed in the workplace, resulting in physical or emotional harm to customers or fellow employees.

To minimize the risk of workplace violence, employers should ensure that hiring and interview practices bring out the company’s desire to maintain a good work environment (Brannick et al., 2007). Employers should also warn employees or any red flags related to workplace violence, such as an obsession with weapons or paranoid behavior (Arbon et al., 2009).

References

Arbon, C.A., Facer, R.L., & Wadsworth, L.L. (2009). Alternative Work Schedules: Recent Research & Practice. Public Personnel Administration, 28(2), 166 – 177.

Brannick, M.T., Levine, E.L., & Morgeson, F.P. (2007). Job Analysis – Methods, Research and Applications for Human Resource Management. Thousand Oaks, C.A.: Sage.

Neville, H. (2000). Workplace Violence Prevention Strategies. Memphis Business Journal, 8.

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