Equal Employment Legislation [electronic resource] : Alternative Means of Compliance / Jeffrey W. Daum.
Alternative means of compliance available to organizations to bring their manpower uses into line with existing equal employment legislation are discussed in this paper. The first area addressed concerns the classical approach to selection and placement based on testing methods. The second area disc...
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Format: | Electronic eBook |
Language: | English |
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[S.l.] :
Distributed by ERIC Clearinghouse,
1976.
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099 | |f ERIC DOC # |a ED131136 | ||
100 | 1 | |a Daum, Jeffrey W. | |
245 | 1 | 0 | |a Equal Employment Legislation |h [electronic resource] : |b Alternative Means of Compliance / |c Jeffrey W. Daum. |
260 | |a [S.l.] : |b Distributed by ERIC Clearinghouse, |c 1976. | ||
300 | |a 18 p. | ||
500 | |a ERIC Document Number: ED131136. | ||
500 | |a ERIC Note: Modification of a paper presented at the Meeting of the Southeastern Psychological Association (New Orleans, Louisiana, 1976). |5 ericd. | ||
520 | |a Alternative means of compliance available to organizations to bring their manpower uses into line with existing equal employment legislation are discussed in this paper. The first area addressed concerns the classical approach to selection and placement based on testing methods. The second area discussed reviews various nontesting techniques, such as training and orientation-immersion programs. The third section looks at affirmative action programs and their impact on compliance. Finally, based on present trends, an extrapolation is made of future means of compliance available to organizations. One factor which is apparent with respect to existing manpower management systems and which is reflected in the alternative means of compliance discussed in this paper is the need for the"intake" functions of organizations to become more sensitive to the idiosyncratic strengths and weaknesses of the (new) employees. It is emphasized that educators need to demonstrate a strong advocacy to the ideology behind the existing legislation--that of insuring equal opportunity to all individuals based solely on job performance capabilities. (Author/AM) | ||
650 | 0 | 7 | |a Affirmative Action. |2 ericd. |
650 | 1 | 7 | |a Discriminatory Legislation. |2 ericd. |
650 | 1 | 7 | |a Employment Opportunities. |2 ericd. |
650 | 0 | 7 | |a Employment Patterns. |2 ericd. |
650 | 1 | 7 | |a Employment Practices. |2 ericd. |
650 | 0 | 7 | |a Employment Services. |2 ericd. |
650 | 0 | 7 | |a Equal Opportunities (Jobs) |2 ericd. |
650 | 1 | 7 | |a Law Enforcement. |2 ericd. |
650 | 1 | 7 | |a Organizational Climate. |2 ericd. |
650 | 1 | 7 | |a Organizational Effectiveness. |2 ericd. |
650 | 0 | 7 | |a Personnel Policy. |2 ericd. |
650 | 0 | 7 | |a Testing Problems. |2 ericd. |
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