Who'd be an equal opportunity manager?
Article Abstract:
A survey of well-established British equal opportunity managers indicates that most job appointments are unique, because candidates with different experience and qualifications have been selected. Affirmative action has been part of US personnel management for the past two decades, but the full-time equal opportunity manager is a recent development in Britain. The role and position in the management hierarchy vary from directly responsible to the chief executive to being part of the personnel department. A common problem is the traditional attitude of senior management, male employees, and labor unions. The primary task is to explain discriminatory practices and to suggest remedies to change them in the absence of government regulations. Employment targets or even the collection of data about women and minorities are often resented by employees. Companies that use or have used targets report significant changes in hiring practices.
Publication Name: Personnel Management
Subject: Human resources and labor relations
ISSN: 0031-5761
Year: 1988
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A better pay-off from work experience
Article Abstract:
Improvements are suggested for the British national work-experience program in which high school pupils work two weeks in commerce and industry. Government policy endorses the program as a supplement and enhancement of classroom education and the transition from school to adult life. National guidelines for work-experience contracts should be designed around pupil competence. A match of pupil requirements with company offers would improve the quality of placement. Communications should be improved between teachers and the host companies concerning their respective roles in the program and its integration into the curriculum. Briefing and debriefing sessions to clarify expectations and evaluate the job would also be beneficial to the pupil.
Publication Name: Personnel Management
Subject: Human resources and labor relations
ISSN: 0031-5761
Year: 1988
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