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Legal, Safety, And Regulaory Requirements Essay

899 words - 4 pages

Legal, Safety, and Regulatory Requirements
HCS 341
September 26, 2011

Legal, Safety, and Regulatory Requirements

Human resources administrators want to improve the work environment to enhance employee performance. Regulatory practices to improve the work environment are base on works of scholars who spearheaded the scientific movement. Human resources law has taken center stage in dealing with workplace violations and excessive abuses. There are many challenges to effective performance measurement in how a human resources manager can ensure accurate measurement of a worker performance.

Managers are confronted with five challenges, (1) Rater errors and bias, (2) The ...view middle of the document...

The goal of appraisal from a political perspective is utility, the maximization of benefits over costs given the context and agenda. The value of performance is relative to the political context and the supervisor’s goals. The rational approach sees supervisors and workers largely as passive agents in the rating: supervisors simply notice and evaluate workers’ performance.

In contrast, the political approach views both supervisors and workers as motivated participants in the measurement process (Go’mez-Mejia, Balkin, and Cardy, 2010). Whether to focus on the individual or the group, if the organization has a team structure, managers need to consider team performance appraisal at two levels: (1) individual contribution to tam performance and (2) the performance of the team as a unit.

To properly assess individual contributions to tam performance, managers and employees must have clear performance criteria relating to traits, behaviors, or outcomes (Go’mez-Mejia, Balkin and Cardy, 2010).

A firm’s HR department has considerable responsibilities with respect to HR law. These include keeping records, writing and implementing good HR policies, and monitoring the firm’s HR decisions. However, if managers make poor decisions, the HR department will not always be able to resolve the situation (Go’mez-Mejia, Balkin, and Cardy, 2010).

Legal issues are the major legal requirements for performance appraisal systems are set forth in the Title VII of the Civil Rights Act of 1964, which prohibits discrimination in all terms and conditions of employment. This means that performance appraisal must be free of discrimination at both the individual and group levels (Go’mez-Mejia, Balkin, and Cardy, 2010).

The enforcement of EEO laws is the responsibility of the executive branch of government, which is headed by the president. Two agencies are primarily responsible for the enforcement of EEO law: the Equal Employment Opportunity Commission (EEOC) and the

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