人力资源管理英文论文

ManaginghumanresourceIntroductionNowadays,asthestressofthecompetitionbecomeheavierandheavier,peoplewhogotoanintervieworworkinafirmpaymoreandmoreattentiontotheEEO.TheEEOisthelawoftheCivilRightsActof1964wasthefirstfederallawdesignedtoprotectmostU.S.employeesfromemploymentdiscriminationbaseduponthatemployee's(orapplicant's)race,color,religion,sex,ornationalorigin.TheTitlealsoestablishedtheU.S.EqualEmploymentOpportunityCommissiontoassistintheprotectionofU.S.employeesfromdiscrimination.EEOlegislationrequiresfairtreatmentforallmembersofthecommunityandtheeliminationofdiscrimination.Itmeansselectingthebestpersonforthejobintermsoftheirjob-relatedskills.EEOincludesfollowingaspects:RACE,COLOR,RELIGION,SEX,NATIONALORIGINTitleVIIoftheCivilRightsActof1964,asamended,protectsapplicantsandemployeesfromdiscriminationinhiring,promotion,discharge,pay,fringebenefits,jobtraining,classification,referral,andotheraspectsofemployment,onthebasisofrace,color,religion,sex(includingpregnancy),ornationalorigin.Religiousdiscriminationincludesfailingtoreasonablyaccommodateanemployee’sreligiouspracticeswheretheaccommodationdoesnotimposeunduehardship.DISABILITYTitleIandTitleVoftheAmericanswithDisabilitiesActof1990,asamended,protectqualifiedindividualsfromdiscriminationonthebasisofdisabilityinhiring,promotion,discharge,pay,fringebenefits,jobtraining,classification,referral,andotheraspectsofemployment.Disabilitydiscriminationincludesnotmakingreasonableaccommodationtotheknownphysicalormentallimitationsofanotherwisequalifiedindividualwithadisabilitywhoisanapplicantoremployee,barringunduehardship.AGETheAgeDiscriminationinEmploymentActof1967,asamended,protectsapplicantsandemployees40yearsofageorolderfromdiscriminationbasedonageinhiring,promotion,discharge,pay,fringebenefits,jobtraining,classification,referral,andotheraspectsofemployment.SEX(WAGES)InadditiontosexdiscriminationprohibitedbyTitleVIIoftheCivilRightsAct,asamended,theEqualPayActof1963,asamended,prohibitssexdiscriminationinthepaymentofwagestowomenandmenperformingsubstantiallyequalwork,injobsthatrequireequalskill,effort,andresponsibility,undersimilarworkingconditions,inthesameestablishment.GENETICSTitleIIoftheGeneticInformationNondiscriminationActof2008protectsapplicantsandemployeesfromdiscriminationbasedongeneticinformationinhiring,promotion,discharge,pay,fringebenefits,jobtraining,classification,referral,andotheraspectsofemployment.GINAalsorestrictsemployers’acquisitionofgeneticinformationandstrictlylimitsdisclosureofgeneticinformation.Geneticinformationincludesinformationaboutgenetictestsofapplicants,employees,ortheirfamilymembers;themanifestationofdiseasesordisordersinfamilymembers(familymedicalhistory);andrequestsfororreceiptofgeneticservicesbyapplicants,employees,ortheirfamilymembers.Alongwiththosefiveprotectedclasses,morerecentstatuteshavelistedothertraitsasprotectedclasses,includingthefollowing:TheAgeDiscriminationActprotectedthoseaged40andover,butdoesnotprotectthoseundertheageof40.TheAmericanswithDisabilitiesActof1990protectsindividualswhopossess,orarethoughttopossess,awiderangeofdisabilities,rangingfromparaplegiatoDownSyndrometoautism.However,itdoesnotforceanemployertoemployaworkerwhosedisabilitywouldcreateanunduehardshipontohisbusiness(e.g.aparaplegiccannotworkonaconstructionsite,andablindpersoncannotbeachauffeur).TheGeneticInformationNondiscriminationActof2008forbidsdiscriminationonthebasisoffamilyhistoryandgeneticinformation.TheVietnamEraVeteransReadjustmentAssistanceActof1974forbidsdiscriminationonthegroundsofaworker'smilitaryhistory,includinganyeffectsthatthebattlefieldmighthavehadontheworker'spsyche.Twelvestates,overonehundredlocalgovernments,andtheDistrictofColumbiahavepassedstatutesthatforbiddiscriminationonthebasisofsexualorientation;also,theEmploymentNon-DiscriminationActwillallegedlymakesexualityaprotectedclass,butthisbillhasyettopassCongress.AlloftheseFederallawsprohibitcoveredentitiesfromretaliatingagainstapersonwhofilesachargeofdiscrimination,participatesinadiscriminationproceeding,orotherwiseopposesanunlawfulemploymentpractice.EEOinChinaFaceofChina'slabormarketsituationofsupplyexceedingdemandingeneral,moreandmoreproblemsdifficultemployment,andemploymentdiscrimination,italsowillincrease.Employingvariousrestrictionsdazzling,notonlyheight,age,educationstandardsintheassessmentoftheseinherentbeencoded,somenewrestrictions,sex,appearance,origin,oreventhename,bloodtypemaybereasonsfortherefusalofworkerswereemployed.Fordiscrimination,weareheretofurtheranalysistodeterminetheunderlyingdiscriminationinemployment,istwocompetingrights:therightsofworkersrightsandlaborunits.Discriminationistodeterminetherespectiverightsoftheboundaryofthetwojudgmentsiswhetherthesetworightsadvocatesagreewiththejudge.Generallyspeaking,theboundaryofmyrightsistherightsofothers.However,people'srightsareofteninconflict.Cuttingrighttotheconflict,Ithinknomorethantwolevelsfromthistoconsider:First,toseewhohasalegalbasisfortheclaim;ifyouhavealegalbasisthenseewhohasthelegalbasisforgreatereffectiveness.Thes