Chp_5 - Personnel Decisions Chapter 5 How do we make...

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1 Personnel Decisions Chapter 5 How do we make personnel decisions? Chapter Overview You are responsible for pgs. 138 152 Personnel Decisions Legal Context for Personnel Decisions Recruitment Model of Personnel Decisions Personnel Decisions We seek to find the best match between the qualifications of people and the demands of work Employee compensation is the single largest operating cost for many organizations Influences of Personnel Decisions Must consider the social and cultural context (e.g., should nepotism be allowed?) Most organizations hire with respect to a number of forces: organizational needs, scientific theory, research and development, assessment of qualifications, assessment based decisions, cultural values, and legal guidelines Many organizations use intuition rather than validated, empirical factors to make personnel decisions Major Societal Changes Influencing Personnel Decisions 1) Speed of technological change (computers) 2) Use of teams to accomplish work 3) Changes in communication technology (faxes, email) 4) Global corporations - need adaptability 5) Service orientation Legal Context for Personnel Decisions Prior to the 1960s it was NOT illegal to discriminate in the hiring of employees This changed dramatically with the passing of important Federal Legislation and publication of important selection guidelines Civil Rights Act of 1964, specifically Title VII which also created the EEOC in 1965 1978, EEOC published the Uniform Guidelines on Employee Selection Procedures – 1987, SIOP’s Principles for the Validation and Use of Selection Procedures (revised 2003)
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2 Legal Context for Personnel Decisions Civil Rights Act of 1964, Title VII (revised 1991) this law declared all discriminatory employment practices unlawful • Can’t refuse to hire or discharge • Can’t separate or classify employees/applicants so as to deprive employment opportunities • Can’t advertise preferences (e.g., Help wanted - men!) Laws enforced by EEOC (Equal Employment Opportunity Commission) Agency in the Department of Labor Uniform Guidelines--established rules for fair employment practices Five protected groups Increase in National Origin discrimination cases since 9/11 Recap: Protection under this Law? EVERYONE is protected Law protects on the bases of race, color, religion, sex, or national origin Law applies to employers with 15 or more employees, labor unions, employment agencies, local government agencies and educational institutions Law applies to all employment practices Bona Fide Occupational Qualifications (BFOQs) Caveat: Title VII does not prohibit Bona Fide Occupational Qualifications (BFOQs) A dentist is looking for a partner to join his or her firm -- but is only looking for a left- handed one because he/she is left-handed and all the equipment is too. Gender may be a Bona Fide Occupational
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This note was uploaded on 02/11/2012 for the course PSYCHOLOGY 210 taught by Professor Henning during the Fall '11 term at Berea.

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Chp_5 - Personnel Decisions Chapter 5 How do we make...

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