Discuss About The Commitment Declaration Of Any Organization?
The equal opportunity is the commitment declaration of any organization which entails recruits and retaining talented staff from all the sectors of the society equally (Belch, Belch, Kerr & Powell, 2014). Moreover, Tar organization which is the basis of the research plan to meet the duties placed on them by equality and diversity legislation and follow on the best practice in all that we they do (Belch, Belch, Kerr & Powell, 2014). The aspect of equal opportunities in the work place entails recruitment, employment as well as promotion which help the company in attaining the new scale for the future endeavors.
Equal opportunities employment practices entails adhering to the federal, state as well as the local laws which prohibit on the discrimination in the workplace (Dam, van der Sanden & Stragier, 2014). The employers with the broad vision of what it entails equal opportunities to the potential and the current employees create a workplace which helps them to work efficiently.
Scope of policy
The scope of these procedures and the policy are based on implementation of non-discriminatory aspect particularly prejudice which is experienced in the workplace (Hollensen, 2015). The policy will guide the Tyre organization on how they could plan to prevent this aspect.
The following is the action plan which tyre company in which it intends to implement on the issue of equal opportunity (Hollensen, 2015). The plan will entail the procedures and policy regulation in regards to employment.
Adherence to the laws
The compliance programs enforces the executive orders which mandate on the affirmative action plans for the companies which offers services. The organization should adhere to the laws which govern the policies of the business (Hollensen, 2015). Within the context of labor as well as the employment laws, the equal opportunity usually entails the employer will not discriminate against the applicants. When the employers commit to equal opportunity also commits to the fair employments practices throughout the employer and the employee relationship.
Training and development
The workers usually thrive in the work environment where they feel much valued, recognized as well as challenged in developing on their skills sets and the qualifications. In the minutes, it was discussed that the provision of training and the development opportunities would benefit tyre organization and the employer (Hollensen, 2015). The aspect of training and the development usually equip the employees with the necessary tools which are necessary in performing effectively in their current jobs. It was also seen that training and the development prepare the staff to take more responsibility and authority particularly in the future roles when they are promoted. Offering the training, development as well as guidance or even job mentoring on the nondiscriminatory basis is an example of the equal opportunity in the workplace (Kitchen & Burgmann, 2015). These aspect have been discussed in the meeting to enable the implementation to tyre organization.
Layoff procedures and policy
In the meeting it was discussed that in most of the cases in many organization they resort to the seniority based selection when laying off the workers. However, this could result in the newest and a possible most talented individual from being laid off. Rather than choosing the LIFO technique to lay off, some of the employers usually chooses the lowest performing employees when it comes to terminate in the initial round of the layoffs (Kitchen & Burgmann, 2015). The seniority layoff could appear to be discriminatory aspect in case the workers with the lower seniority are the young staff (Kitchen & Burgmann, 2015). The best layoff procedure would be based on the performance of the worker, therefore Tyre Company needs to implement policy based decision basing on the performance of the workers when it comes to laying off.
Belch, G. E., Belch, M. A., Kerr, G. F., & Powell, I. (2014). Advertising: An integrated marketing communication perspective. McGraw-Hill Education.
Dam, K. H. V., van der Sanden, M. C., & Stragier, J. (2014). Strategic decision support for marketing communication. In Social Simulation Conference.
Hollensen, S. (2015). Marketing management: A relationship approach. Pearson Education.
Kitchen, P. J., & Burgmann, I. (2015). Integrated marketing communication: Making it work at a strategic level. Journal of Business Strategy, 36(4), 34-39.