For example the first decision is whether Cherns should establish a core or

For example the first decision is whether cherns

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position, and justify your reasoning. For example, the first decision is whether Chern’s should establish a core or flexible sales associate workforce. Describe in your report if Chern’s should focus on a core or flexible workforce and to what degree. Be sure to explain why they should follow your recommendations. Do this for the other eight strategic staffing decisions as well, taking into account the chapter material as well as the information provided about Chern’s in the beginning of the appendix. 3 The Legal Context Although Ann and Ryan have always known that it is important to comply with equal employment opportunity legislation and other relevant employment laws, it has been eight years since they conducted any sort of discrimination analyses at their company. They ask you to evaluate the sales associate position for any evidence of discrimination
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based on gender or ethnicity. The first level of disparate impact analyses are typically done at the establishment level, which for Chern’s is a single store. Chern’s asks you to focus on its flagship store—its largest—which has 140 full-time and 50 part-time sales associates. Chern’s gives all department and store managers bias and diversity training, and has never been sued for disparate treatment. Because it knows that adverse impact is still a risk, the company asks you to analyze its full-time sales associate hiring data for evidence of adverse impact. Tables A-2 through A-4 summarize the data you will need to use in your analyses. The data for the sales associate flow statistics are based on the previous five years of staffing at Chern’s flagship store. Evaluate the stock and concentration statistics, and use the four-fifths rule to analyze the flow statistics. In addition to your disparate impact analyses, be sure to recommend strategies that Chern’s can use to alleviate any discrimination you find. Table A-2 Sales Associate Statistics Compared to the Relevant Population Job Category: Sales Associates Current Sales Associates (%) Availability of Sales Associates in Relevant Population (%) Females 55 60 Males 45 40 Whites 20 25 Blacks 20 25 Asians 32 25 Hispanics 28 25 Table A-3 Sales Associate Flow Statistics # Applicants # Hired Men 1,000 100 Women 1,400 120 Whites 600 55 Blacks 600 48 Asians 600 67 Hispanics 600 50 Table A-4 Sales Associate Concentration Statistics Sales Associates (%) Department Managers (%) Store Managers (%) Female 55 30 40 Male 45 70 60 White 20 20 24 Black 20 15 40 Asian 32 30 16 Hispanic 28 35 20 4 Strategic Job Analysis and Competency Modeling Referring to the information presented in the chapter and case, by researching the “retail salesperson” position on the
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National Occupational Classification (NOC) , and by interviewing a sales associate in a similar company if possible (for example, an associate at The Bay or Sears), create a job requirements matrix for the sales associate position at Chern’s. Be sure to consider the company’s business strategy and corporate culture in creating job duties and identifying competencies, or KSAOs. For each competency or KSAO,
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