1.1) Distinguish between disparate treatment, disparate impact, and reasonable accommodation theories of discrimination in terms of (a) number of plaintiffs, (b) intent, and (c) defenses.

1.1) Distinguish between disparate treatment, disparate impact, and reasonable accommodation theories of discrimination in terms of (a) number of plaintiffs, (b) intent, and (c) defenses.

1.2) Define electronic human resource management and indicate its implications for five HRM practices.

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1.3) Explain the impact of knowledge workers on the requirements for creating a high-performance work system.

2.1) How does the Occupational Safety and Health Administration (OSHA) encourage organizations to adopt ergonomic job design?

2.2) Describe the process of workflow analysis. Provide an example of workflow analysis in your organization.

2.3) What are internal sources of recruitment? What are the advantages and disadvantages of using this source?

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1.1) Disparate treatment happens when an employer discriminates an employee based on sex, race, national origin, and religion. Disparate impact happens when an employer seems to be neutral in treatment but one group is actually treated more harshly than the others. The victim in a disparate treatment comes from a protected group while it isn’t the case in disparate impact.
Reasonable accommodation: change in the work environment to enable a person with disability to enjoy his work benefits equally with others through equal employment opportunities, provision of auxiliary aids, etc.
Two defenses in disparate treatment: Prove decision based on nondiscriminatory reason and that no member in the protected class can perform the job. In disparate impact, defense shows either for business necessity or job related. In reasonable accommodation, employer need not provide accommodation that will cause undue hardship on the business.
In proving intents, disparate treatment must use substantial evidence. disparate impact: direct evidence. Reasonable accommodation: show intent in disability discrimination.
1.2) eHRM is the process of infusing information technology into the HRM department’s processes.
Because of eHRM, there has been a paradigm shift in the HR practices especially those related to the quantity, quality and use of technology in the performance of HR functions and delivery of services. Aside from a transformation of the HR department to a strategic unit, there has also been considerable cost reduction in the operating expenses …