The impact of federal, state and local laws on HRM practices
Affirmative action programs
Programs that ensure that decisions and practices enhance the employment, upgrading, and retention of members of protected groups
Major U.S. Federal Laws and Regulations Related to HRM YEAR LAW OR REGULATION 1963 Equal Pay Act 1964 Civil Rights Act, Title VII (amended in 1972) 1967 Age Discrimination in Employment Act (amended in 1978) 1973 Vocational Rehabilitation Act 1974 Privacy Act 1978 Pregnancy Discrimination Act, Title VII 1978 Mandatory Retirement Act 1986 Immigration Reform and Control Act 1988 Polygraph Protection Act 1988 Worker Adjustment and Retraining Notification Act 1990 Americans with Disabilities Act 1991 Civil Rights Act 1993 Family and Medical Leave Act 2002 Sarbanes-Oxley Act Exhibit 6.2
Each employee is compared with every other employee in the comparison group and rated as either the superior or weaker member of the pair.
Each employee is assigned a summary ranking based on the number of superior scores achieved.
Employees are evaluated by how well they accomplish a specific set of objectives determined to be critical in the successful completion of their jobs.
Performance Appraisal Methods METHOD ADVANTAGE DISADVANTAGE Written essay Simple to use More a measure of evaluator’s writing ability than of employee’s actual performance Critical incidents Rich examples Time-consuming; lack behaviorally based quantification Graphic rating Provide quantitative Do not provide depth of job scales data; less time- behavior assessed consuming than others BARS Focus on specific Time-consuming; difficult to and measurable job develop measures behaviors Multiperson Compares employees Unwieldy with large number of with one another employees MBO Focuses on end goals; Time-consuming results oriented 360°Appraisal More thorough Time-consuming Exhibit 6.8