A strong job analysis is the foundation of virtually every aspect of public human resource management. Discuss in detail.

These essays will be evaluated by the quality of the argument, analysis, organization, presentation, and writing. It is strongly urged to use examples and provide details when answering questions. Examples/details may come from several materials and other documented sources base on your knowledge and experience you have had in that field. Be very thorough and express your supportive/critical opinion along with the facts, particularly when called for.

1. A strong job analysis is the foundation of virtually every aspect of public human resource management. Discuss in detail. (2 pages)

2. Describe and compare equal employment opportunity, affirmative action, and workforce diversity in terms of the major cases, laws, philosophies and values emphasized by each. Which do you think will be the dominant force in this century, and why? ((4 pages)

Compare the French and British model of decolonization between 1945 and 1965. Pick one specific example of decolonization for each empire.

Compare the French and British model of decolonization between 1945 and 1965. Pick one specific example of decolonization for each empire.

Tips: avoid writing one half of your essay on the French model, and the other half on the British empire. Your essay should be organized around the similarities (Part A), differences (Part B), and results (Part C) for both examples.

Using the film “Inequality for All” on the issue of wealth disparity in the United States,Can you find other instances in U.S. history, and the resulting outcomes, if any, to this dilemma?

The film “Inequality for All” that we watched in class was centered on the issue of wealth disparity in the United States. Can you find other instances in U.S. history, and the resulting outcomes, if any, to this dilemma? In your conclusion, relate your findings with any plausible solution(s) you may have to correct this recently repeated and currently four decades old issue in the United States.

In addition, be sure to use the written assignment rubric located on the “Course Documents” page.

Compliance with International Laws & Cultural Diversity.

Compliance with International Laws & Cultural Diversity

A salient issue in international HR is understanding and maintaining cultural diversity. Working with people from different locations or from different cultural backgrounds mean adapting the business’s work style to new ideas, new ways of communicating and unfamiliar social practices. If you hire an employee from England, for example, the employee might have different ideas about how to manage employees or on how to run technology processes based on her experiences back home. Being open to new work styles and cultural differences is the hallmark of cultural diversity in HR.

As businesses begin to expand into the global marketplace or as they hire employees from diverse geographic and cultural backgrounds, they may have to adapt to new labor laws and tax liabilities. Doing business in Europe, for example, will require the business to pay value added tax. Hiring employees who are non-naturalized US citizens might require HR to apply for work visas and report economic data to the federal government. Compliance with international law can be an issue for the under-educated business owner or HR manager, because these laws tend to be complex and sometimes difficult to implement. Keeping well-informed of the legal requirements for the business’s operations can help alleviate some of this complexity.