HRM321-Case #3, Assign. #2

Strategic Staffing (2nd Edition)

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Fatima Iqbal 02/07/2012 HRM321 Case #3: Assign. 2 Dear Ryan and Ann, Last week, I reported back to you regarding what Cherns’ talent philosophy, HR strategy, and specific staffing strategies should be focused on. I also discussed how Chern’s should address each of the nine strategic staffing decisions in order for it to have a strong foundation and stepping stone to implement further changes that will help make it more prosperous in the near future. This week, as per your request, I’m reporting back to you based on the legal context of your flagship company and whether or not the charts (and the data presented within them), which you have provided yourself, raises any concerns regarding adverse or disparate impact. After careful evaluation, the data provided does in fact raise concern that should be addressed as soon as possible. I’ve analyzed the charts and data provided below. Following the analysis, I have also provided an account of strategies that could be implemented within your company to alleviate the situation before both avoidable and unfortunate circumstances occur. When analyzing Table A-2 or your Stock Statistics chart, which compares the percentage of men, women, or minorities employed in a job category with their availability in the relevant population of qualified people interested in the position, I’ve come to the conclusion that there may be a reason for the EEOC to further investigate your company’s staffing practices to see why underutilization in certain groups is occurring. The basis for this conclusion is because three groups, specifically Females, Whites and Blacks seem to be underutilized when compared to the other three groups (Males, Asians, and Hispanics). Moreover, all current Females, Whites and
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Blacks sales associates all have a 5% lower percentage when compared to the availability of Sales Associates in that relevant population percentage. Even though it may not be intentional, this is a clear sign that that the current policies in regards to staffing women and minorities needs to change at Chern’s before lawsuits begin to occur. Table A-3, or the Flow Statistics chart that uses statistics to compare the percentage of applicants hired from different subgroups to determine if they are significantly different from each other, further confirms my concerns that claims in regards to adverse impact can be established at Chern’s because of its current policies. Among all the groups listed, Asians appear to be hired at a higher percentage (~11.16%) when compared to the hiring rate for Males which is at 10%, for Females at ~8.57%, for Whites at ~9.16%, for Blacks at 8%, and for Hispanics at 8.33%. Nevertheless, even though the differences between the selection rates of Asians and the
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HRM321-Case #3, Assign. #2 - Fatima Iqbal 02/07/2012 HRM321...

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