Team 4 Case #3
HMRS 5435.01
Employee Planning, Staffing, & Selection
University of Houston – Clear Lake
Members:
Charlotte Duchesne, Kayla Gardner, Charlotte Horne,
Quyen Le, Tiffany Sweet, & Andrew Szymczak
HMRS 5435.01
Spring 2013, Group 4
Members: C. Duchesne, K. Gardner, C. Horne, Q. Le, T. Sweet, A. Szymczak
1. Officials and Managers
As the chart below shows, Females, Blacks, Hispanics, Asians, and American Indians have been
underutilized as Officials & Managers in this manufacturing firm. To close the gap between
percent of females available and percent of female employed, the firm will need to hire 50 more
female Officials & Managers (50+14/154=42%). Also, making the same consideration to Blacks,
we find that this company will need to hire 12 more Black Officials or Managers
(12+3/154=10%). In regards to the other underutilized categories which currently don’t have
anyone hired, the company will need to hire 1 employee as a Hispanic, Asian, and American
Indian. Preferably all Females since the company needs to hire a total of 50 females.
Sex
Race
Officials and Managers
Male
Female
White
Black
Hispanic
Asian
American
Indian
Number of employees
140
14
151
3
0
0
0
Percentage of
employees (utilization)
91%
9%
98%
2%
0%
0%
0%
# of Managers in labor
force
50,571
36,447
77,673
8,482
589
689
119
Percent available
58%
42%
89%
10%
1%
1%
0%
Underutilized:
No
Yes
No
Yes
Yes
Yes
No
2. Professionals
For this job category, females, blacks, Hispanics, and Asians were all found to be underutilized
in the company demographics analysis. American Indians had a negligible percentage that we
rounded down to zero in both the utilization (0.0%) and percent available categories (.1%). The
difficulty of finding American Indian professionals could be because not many American Indians
are interested in manufacturing firm careers. “Professionals” exist in a variety of career fields
and since there are so few American Indian Professionals/Managers in the Charlotte, Gastonia,
Rock Hill NC-SC population, they all might be clustered in a few select industries that do not
include manufacturing. Further analysis is required to confirm or deny this assumption. To help
alleviate their current shortages, the company should initiate recruiting campaigns at Historically
Black Colleges (HBCs) and universities that have student populations with more females than
males. The company could also offer incentive bonuses for prospective employees that come
from these under-represented segments.
HMRS 5435.01
Spring 2013, Group 4
Members: C. Duchesne, K. Gardner, C. Horne, Q. Le, T. Sweet, A. Szymczak
Sex
Race
Professionals
Male
Female
White
Black
Hispanic
Asian
American
Indian
Number of Employees
127
10
136
1
0
0
0
Percent of employees
utilized
93%
7%
99%
1%
0%
0%
0%
# of Professionals in
Labor Force
50571
36447
77211
8482
589
689
119
Percent available
58%
42%
89%
10%
1%
1%
0%
Underutilized:
No
Yes
No
Yes
Yes
Yes
No
3. Technicians
As you can see from the chart below, women and Blacks have been underutilized as Technicians
in this manufacturing firm. To close the gap between percent of female Technicians available
and percent of female Technicians employed, this company will need to hire 24 more female
Technicians (24+11/76=.46). To achieve this goal without having to fire male Technicians this
company will have to hire 45 women (45+11/45+76=.46). Applying this same calculation to
Blacks, we find that this company will need to hire 8 more Black Technicians (8+11/8+76=.14).
This company can show ‘good faith effort’ to make this affirmative action plan work by hiring
these 45 women and 8 Blacks over a number of years. One way management can correct this
imbalance is by taking ads in media with a high percentage of women and Blacks as a target
audience.
Sex
Race
Technicians
Male
Female
White
Black
Hispanic
Asian
American
Indian
Number of Employees
65
11
67
4
1
4
0
Percent of employees
utilized
86%
14%
88%
5%
1%
5%
0%
# of Technicians in
5410
4667
8517
1407
53
80
20
HMRS 5435.01
Spring 2013, Group 4
Members: C. Duchesne, K. Gardner, C. Horne, Q. Le, T. Sweet, A. Szymczak
Labor Force
Percent available
54%
46%
85%
14%
1%
1%
0%
Underutilized:
No
Yes
No
Yes
No
No
No
4. Sales Workers
Based on the results below, Females and Hispanics are underutilized as sales workers by the
manufacturing firm. To close the gap between groups utilized, the company could target women
at an all women’s college at a career fair and they could further make a difference by recruiting
Hispanic women. Assumptions made from different companies are that women are not as
“aggressive” as men when it comes to sales, but with proper training courses, this could mitigate
that problem. To close the gap between the number of females available and the number of
females employed, they would need to hire 26 more females (26+8/77=.44) and they would need
to hire 1 Hispanic to fill the gap between how many Hispanics are available and how many are
hired by the company (1+0/1+77=.01). Since females are not underutilized under the office and
clerical section they could look into pulling females up to sales as well.
Sex
Race
Sales Workers
Male
Female
White
Black
Hispanic
Asian
American
Indian
Number of Employees
69
8
72
5
0
0
0
Percent of employees
utilized
91%
11%
95%
7%
0%
0%
0%
# of Sales Workers in
Labor Force
25831
20006
42115
3203
287
141
84
Percent available
56%
44%
92%
7%
1%
0%
0%
Underutilized:
No
Yes
No
No
Yes
No
No
5. Office and Clerical
From the results in the chart below, Males and Blacks have been underutilized as Office and
Clerical workers by the manufacturing firm. In order to diminish the gap between male and
female workers hired, the firm would need to hire 21 more male employees (25+21/188=.24). In
order to achieve this goal without firing female workers, the firm would need to hire 27 male
HMRS 5435.01
Spring 2013, Group 4
Members: C. Duchesne, K. Gardner, C. Horne, Q. Le, T. Sweet, A. Szymczak
employees (27+25/27+188=.24). To achieve utilization of the Blacks workers in the labor force,
the firm would need to hire 5 additional Black Office/Clerical workers or 6 workers if they
wished to secure the jobs of other races in the firm as well (6+20/6+188=.13). The company can
implement this strategy over a number of years to maintain normal business operations. The
underutilization of Blacks can be achieved in a shorter time frame, as the percentage of
underutilization is not as severe as the underutilization of the male office/clerical workers in the
labor force. Generally, Office/Clerical positions are predominately filled by females, however,
this gender bias can be removed by allowing male candidates to actually interview for this
female-dominated role, as many firms exclusively interview females for such roles.
Sex
Race
Office/Clerical
Male
Female
White
Black
Hispanic
Asian
American
Indian
Number of employees
25
163
165
20
2
1
0
Percentage of
employees (utilization)
13%
87%
88%
11%
1%
1%
0%
# of Office/Clerical
Workers in labor force
17,299 55,628
62,438
9,814
387
173
115
Percent available
24%
76%
86%
13%
1%
0%
0%
Underutilized:
Yes
No
No
Yes
No
No
No
6. Craft workers (skilled)
From the results in the chart below, Females, Blacks and American Indians have been
underutilized as Craft workers by the manufacturing firm. In order to diminish the gap between
male and female workers hired, the firm would need to hire 3 more female employees
(12+3/150=.10). The underutilization of Blacks and American Indians is not a significant
number (<1%) therefore no active changes are necessary, although the company should continue
to watch the utilization percentage to ensure these groups do not become underutilized further.
The manufacturing firm can actively recruit and market roles to female workers in order to gain
the appropriate utilization for this group.
Sex
Race
HMRS 5435.01
Spring 2013, Group 4
Members: C. Duchesne, K. Gardner, C. Horne, Q. Le, T. Sweet, A. Szymczak
Craft Workers (Skilled)
Male
Female
White
Black
Hispanic
Asian
American
Indian
Number of employees
138
12
129
18
1
2
0
Percent of employees
utilized
92%
8%
86%
12%
1%
1%
0%
# of Craft Workers in
Labor Force
54209
5778
51341
7757
477
130
282
Percent available
90%
10%
86%
13%
1%
0%
1%
Underutilized:
No
Yes
No
Yes
No
No
Yes
7. Operatives (semiskilled)
From the chart below, it will show that Females, Whites, Blacks, and Hispanics are currently
being underutilized. Following the same calculations as before, the company will need to hire
115 Females (115+22/294=47%), 4 Whites (4+216/294=75%), & 8 Blacks (8+62/294=24%).
These steps will accomplish the affirmative action within the Operative category.
Sex
Race
Operatives
Male
Female
White
Black
Hispanic
Asian
American
Indian
Number of employees
272
22
216
62
2
12
2
Percentage of
employees (utilization)
93%
7%
73%
21%
1%
4%
1%
# of Operatives in labor
force
49151
43556
69331
22678
713
251
344
Percent available
53%
47%
75%
24%
1%
0%
0%
Underutilized:
No
Yes
Yes
Yes
No
No
No
8. Laborers (unskilled)
Based off of the data below, females and blacks are two categories that are currently being
underutilized. American Indians had a negligible percentage that we rounded down to zero in
HMRS 5435.01
Spring 2013, Group 4
Members: C. Duchesne, K. Gardner, C. Horne, Q. Le, T. Sweet, A. Szymczak
both the utilization (.15%) and percent available categories (.4%). To help mitigate their current
shortages, the company should initiate recruiting campaigns that are targeted at these particular
segments that are not adequately represented in their workforce. The company could also hold
recruiting seminars that are targeted (through advertising or e-mail) for these demographics.
Sex
Race
Laborers (unskilled)
Male
Female
White
Black
Hispanic
Asian
American
Indian
Number of Employees
602
53
542
92
8
12
1
Percent of employees
utilized
92%
8%
83%
14%
1%
2%
0%
# of Laborers in Labor
Force
19452
6669
18042
7722
204
105
106
Percent available
75%
26%
69%
30%
1%
0%
0%
Underutilized:
No
Yes
No
Yes
No
No
No
9. Service Workers
The table below shows that women and Whites have been underutilized as Service Workers in
this manufacturing firm. This company will have to hire 95 women (95+15/95+89=.60) to
correct the enormous imbalance between percent of female Service Workers available and
percent of female Service Workers employed (without having to fire males). Management can
correct this imbalance by publicizing the company’s affirmative action policy. Also, this
company has employed more Blacks as Service Workers than Whites, but the table below
indicates there are more Whites available in the relevant labor market to be employed as Service
Workers. Management will need to look at the skills of the Black Service Workers employed to
see if they could be transferred to hiring paying positions to correct this disparity.
Sex
Race
Service Workers
Male
Female
White
Black
Hispanic
Asian
American
Indian
Number of Employees
74
15
19
58
7
1
4
HMRS 5435.01
Spring 2013, Group 4
Members: C. Duchesne, K. Gardner, C. Horne, Q. Le, T. Sweet, A. Szymczak
Percent of employees
utilized
83%
17%
21%
65%
8%
1%
4%
# of Service Workers in
labor force
18975
28122
29764
16429
429
249
255
Percent available
40%
60%
63%
35%
1%
1%
1%
Underutilized:
No
Yes
Yes
No
No
No
No