Affirmative Action and HR Technology-When Two Worlds Collide

Workforce Management, October 19, 2009 | Go to article overview

Affirmative Action and HR Technology-When Two Worlds Collide


BERKSHIRE ASSOCIATES INC.

Affirmative Action Compliance

When it comes to compliance and human resources, few tasks trump affirmative action and the regulations that govern it. Affirmative action is more than just hiring individuals from protected classes; it has the potential to ser the foundation for a balanced workforce, impacting not only a company's bottom-line, but its growth and success.

Who Sets the Rules?

On September 24, 1965, President Johnson signed Executive Order 11246 prohibiting federal contractors from discriminating in employment decisions on the basis of race, color, religion, sex, or national origin. Contractors are also required to take affirmative action to ensure all individuals have an equal opportunity for employment. The Department of Labor's Office of Federal Contract Compliance Programs (OFCCP) enforces affirmative action laws by requiring federal contractors with 50 or more employees, and $50,000 or more in government contracts or subcontracts, prepare a formal, written affirmative action plan (AAP). A contractor in violation of the law may have its contracts terminated or suspended in whole or in part, and the contractor may be ineligible for future government contracts.

What does AAP Compliance Entail?

In order to comply with affirmative action regulations, contractors must complete a 100% compliant AAP. Below are some of the most important aspects of an AAP:

* Data compilation and accuracy

* Job group analysis

* Organizational profile

* Recruitment areas and feeder groups

* Internal and external availability

* Incumbency vs. estimated availability

* Placement goals for the current plan year

* Goal attainment from the previous year

* Adverse impact on personnel actions

* Compensation analysis

* Both required narratives

- Minorities and Women

-Individuals with Disabilities and Veterans

With the penalties associated with non-compliance, and the amount of work required to prepare an AAP, companies often search for more efficient ways to complete their plans. The current breakthrough in web technology offers you an easier and more accurate compliance process.

HR Technology Saves the Day

There are many options for you to choose from when completing an AAP. You can do your plan manually - a task requiring high-level expertise and resources from your company - or you can take advantage of HR technology options to streamline your process.

With the emerging web-based technology trend, you can create the most up-to-date, compliant, and complete AAP. According to Berkshire Associates Inc.'s VP of Product Development, Manoj Tiwari, "The growing popularity of web-based systems among human resources is influenced by several factors; web-based systems install and run from any web-browser, and when users login, they always get the most recent version. No longer is there a need to manage licenses or compatibility issues with different operating systems. …

The rest of this article is only available to active members of Questia

Already a member? Log in now.

Notes for this article

Add a new note
If you are trying to select text to create highlights or citations, remember that you must now click or tap on the first word, and then click or tap on the last word.
One moment ...
Default project is now your active project.
Project items

Items saved from this article

This article has been saved
Highlights (0)
Some of your highlights are legacy items.

Highlights saved before July 30, 2012 will not be displayed on their respective source pages.

You can easily re-create the highlights by opening the book page or article, selecting the text, and clicking “Highlight.”

Citations (0)
Some of your citations are legacy items.

Any citation created before July 30, 2012 will labeled as a “Cited page.” New citations will be saved as cited passages, pages or articles.

We also added the ability to view new citations from your projects or the book or article where you created them.

Notes (0)
Bookmarks (0)

You have no saved items from this article

Project items include:
  • Saved book/article
  • Highlights
  • Quotes/citations
  • Notes
  • Bookmarks
Notes
Cite this article

Cited article

Style
Citations are available only to our active members.
Buy instant access to cite pages or passages in MLA, APA and Chicago citation styles.

(Einhorn, 1992, p. 25)

(Einhorn 25)

1. Lois J. Einhorn, Abraham Lincoln, the Orator: Penetrating the Lincoln Legend (Westport, CT: Greenwood Press, 1992), 25, http://www.questia.com/read/27419298.

Cited article

Affirmative Action and HR Technology-When Two Worlds Collide
Settings

Settings

Typeface
Text size Smaller Larger Reset View mode
Search within

Search within this article

Look up

Look up a word

  • Dictionary
  • Thesaurus
Please submit a word or phrase above.
Print this page

Print this page

Why can't I print more than one page at a time?

Help
Full screen

matching results for page

    Questia reader help

    How to highlight and cite specific passages

    1. Click or tap the first word you want to select.
    2. Click or tap the last word you want to select, and you’ll see everything in between get selected.
    3. You’ll then get a menu of options like creating a highlight or a citation from that passage of text.

    OK, got it!

    Cited passage

    Style
    Citations are available only to our active members.
    Buy instant access to cite pages or passages in MLA, APA and Chicago citation styles.

    "Portraying himself as an honest, ordinary person helped Lincoln identify with his audiences." (Einhorn, 1992, p. 25).

    "Portraying himself as an honest, ordinary person helped Lincoln identify with his audiences." (Einhorn 25)

    "Portraying himself as an honest, ordinary person helped Lincoln identify with his audiences."1

    1. Lois J. Einhorn, Abraham Lincoln, the Orator: Penetrating the Lincoln Legend (Westport, CT: Greenwood Press, 1992), 25, http://www.questia.com/read/27419298.

    Cited passage

    Thanks for trying Questia!

    Please continue trying out our research tools, but please note, full functionality is available only to our active members.

    Your work will be lost once you leave this Web page.

    Buy instant access to save your work.

    Already a member? Log in now.

    Author Advanced search

    Oops!

    An unknown error has occurred. Please click the button below to reload the page. If the problem persists, please try again in a little while.