A major part of top management duties is to create and implement a system of control over the various functional areas of the organization. Traditionally, production, marketing, sales, purchasing, engineering, and accounting have been areas of continued, and often widely accepted, means of formal evaluation. On the other hand, there has been a much more modest attempt to formally evaluate the personnel function, and even where such attempts have been made, there is frequent disagreement on the techniques, methods and parameters for proper measurement. Conditions Fostering Formal EvaluationThe rationale underlying statement number 2 is when human resource costs represent a large portion of total cost, top management is put under more pressure to institute controls to determine how effectively these resources are being used. Of course, in difficult cconomic times (such as the present), this pressure is even intensified. Based on the sad state of economic affairs at present, it seems likely we may see a greater effort to assess personnel department accountabilities. It is, therefore, of the utmost importance that such evaluations be made fairly and accurately. This paper examines the difficulties inherent in attempting a formal personnel evaluation system, There seem to be at least five organizational vanables which affect the likelihood of a formal personnel evaluation (see Glueck, 1974, pp. 630-631).the major-formal methods currently used for evaluating personnel department accountabilities, some parameters which should be part of a valid evalua-1. 2. 3. 4.5. --The larger the organization, the more likely it is to evaluate personnel programs formally.The more labor intensive the organization, the more likely it is to evaluate its personnel program formally.The worse the economic conditions in the environment, the more likely the organization is to evaluate its personnel program formally.The more geographically dispersed the organization's units, the more likely it is to evaluate its personnel program formally.The more economically oriented the goals of the organization, the more likely it is to evaluate its personnel program formally.;ion program, and a model fo; conducting the evaluation. Roadblocks in Developing Formal Personnel Department AccountabilitiesThere are special difficulties in attempting to assess personnel department performance. Singled out for particular emphasis are: 1) the problem of measuring personnel department efforts empirically, 2) lack of clear ideas of mission, 3) resistance of the personnel department to evaluation, 4) the joint responsibility of line managers as well as personnel for the success of personnel programs and policies and 5) the role of top management support on personnel success or lack of it.
Th& article explores the arbitral criteria involved in cases when
The purpose of this paper was to review state and federal court cases in order to assess the current status of judicial opinion regarding breast feeding accommodations that may be required in the workplace. It was surprising to find that laws such as the Pregnancy Discrimination Act, the Americans with Disabilities Act and Civil Rights Act were not interpreted by the various courts to mandate that employers provide special accommoda tions for mothers in the workforce that were breast-feeding. As a result, various states have designed legislation fill the void left by the courts. Some of these laws are also discussed in this paper."...[FJew would deny that the problems facing women who wish to bear children while pursuing challenging careers at the same time remain substantial" 1 T he purpose of this paper is to review state and federal court cases to deter mine the current status of the law regarding breast-feeding accommodations that may be required in the workplace. For example, is breast-feeding consid ered a disability under the Americans with Disabilities Act? If an employer refuses to grant, or extend, leaves of absence, is it guilty of disparate treatment and/or disparate impact? Is such a leave protected by the Family Medical Leave Act? If an employer fails to provide a private place, or extend break time, for a lactating employee using a breast pump, is it a violation of the Pregnancy Discrimination Act? These and other issues are considered in this paper.Currently, there are five states that have statutes expressly dealing with breast feeding practices in the workplace. These laws are also reviewed.
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