Home Depot’s Bumpy Road to Equality Essay

Internet/Case Study Assignment1. If Home terminal was correct in that it was not discriminating, but simply filling positions uniform with those who applied for them (and very few women were applying for customer service positions), given your reading of this chapter, was the firm guilty of discrimination? If so, under what theory?Yes, Home Depot was responsible of discrimination towards women due to their standards of hiring by reinforcing gender stereotyping causing them to be guilty of disparate treatment. The disparate treatment in this eccentric was due to women cosmos treated differently in comparison to their male co-workers in regards to promotions, pay, and hiring. Female appli cornerstonets who felt discriminated were mainly those who applied for telephone circuits deep down Home Depots West Coast Division. They felt they were being overlooked during hiring and bypassed in connection with promotions, salary, and job assignments opportunities within the workplace. Ho me Depot, however, felt they did nothing wrong and stated the unfairness of what they were being accused of was due to around female job applicants having experience as cashiers, so they were placed in similar positions, such as, cashier positions, clerical duties, customer service, and so forth.In addition, their account for the high turnaround in percentage of male employees within the home repair, plumbing, carpentry departments, etc were due to male applicants expressing interest in those type of skilled employment.2. How does this case illustrate the application of freshly technology to solving issues that have never been tied to technology? Can you think of other ways technology energy be used to address diversity/EEO/affirmative action issues? Home Depot was able to tie technology by solving issues by introducing a Job Preference Program, which provides in-store computer kiosks that allow employees to check job opportunities within their workplace and the skill requiremen ts for each position. This system helps employees upgrade their skills. In addition, Home Depot offers a web-based learning program which allows employees to increase their product knowledge and eligibility for newpositions. The Job Preference Program has helped the company eliminate discrimination and other barriers within the recruitment process.Since its roll-out in 1999, the program has reduced employee turnover and in a single year, female and minorities have attained management positions increased by 28 to 30 percent from earlier periods. This system has also shown to be a huge success among managers as they belief they are now able to prescreen adequately qualified applicants. Technology can also be used to address diversity/EEO/affirmative action issues by having a systematic process in place which can help with gathering, analyzing and documenting information about particular jobs, and personnel information including but not limiting to disciplinary actions as well as prom otional considerations. For example, a systematic analysis can specify each workers job description entailing their salary base range, this way employees dont feel underpaid but satisfactorily compensated amongst their peers performing their same duties.By having such technology in place a company can avoid fines, penalties and pricy litigation of unhappy employees feeling discriminated and pursing legal actions. In addition, technology can address some diversity by providing employees with online trainings which will enable them to apply to new positions within the workplace and track their preparation and job skills causing maximum strategic development. Furthermore, with the ease of technology, employers can have the capacity to monitor working conditions to fancy each job is being performed successfully and satisfactory. Technology can also help with affirmative actions, by doing so, companies can develop tutorial guides which can help employees with a variety solutions to prob lems within their working environment.Tutorial guides can help improve workforce diversity, by assisting and addressing how one can handle issues among the workplace, for example, order employees how to affectively respond to relationships between coworkers of other ethnicity, race, religion, etc.., and how to cope with personality conflicts among others criterias within the workforce. Technology can also help with developing a systemic job analysis tool which can be resourceful to help with recyclable information for HRM practices. A systemic job analysis will provide useful plans for coordination, for example, determining job qualifications for recruitment purposes, developing training programs, developing performance appraisals rating forms, determining pay ratefactors, and performance standards for productivity improvement to represent a few. All in all, technology can only get better with time by utilizing these tools within the workforce by complying with compliances and av oid lawsuits and penalties in the future.