The Case of the Performance Appraisal Study Example | Topics and Well Written Essays - 750 words

The of the Performance Appraisal - Case Study ExampleAt the very beginning of the hiring cognitive operation, discrimination maybe avoided through adequate training of individuals involved in the selection process on age discrimination laws and regulation, creation of a well-structured criterion that is non biased heavily towards young applicants. Like all problems revolving around the workforce, age discrimination is also an issue that is best handled as earliest as it occurs. A strong load by the management and a proactive attitude towards the riddance of this problem is essential. This involves a c atomic enumerate 18ful review of mull descriptions to analyze the scope of responsibilities at each bunk and ensuring the existence of a good compensation system. Additionally a clear and transparent implementation estimate system is necessary in communicating a just and fair management that bases its decisions for layoffs on performance indicators as opposed to controversia l factors such as age.(Jenny Cromie, 2008). Experts propound that decisions that are based on the office staff and not the person are less likely to be received as discriminatory by the workforce (Jenny Cromie, 2008). In a study on age discrimination in stimulated concern settings it was found that older people are less likely to be rated favorably in the absence of job relevant information (Finkelstein, Burke & Raju 1995) In order to discourage discrimination by coworkers, managers mustiness ensure the clear communication of company policy on age discrimination highlighting its commitment to providing equal opportunities and maintaining a fair approach towards the entire workforce. Section III An increasing number of employees are covered by the Age Discrimination and Employment Act (ADEA) which overs employees over 40 years of age. much(prenominal) laws in appendage to a relatively sluggish world economy has contributed to a large number of older workers preferring to stay i n their jobs for longer than some employers may expect (Jenny Cromie, 2008). Under such conditions it is not uncommon that corporations are often drawn into lengthy lawsuits by laid off employees in addition to facing the lack of morale in the workers that remain. It is therefore useful to consider alternative options that allow organizations to hold on their elderly workers without experiencing an increase in costs. A mutually beneficial arrangement in the form of prank Sharing appears as a useful tool for employers who wish to retain older employees. This could effectively restrain it possible for the business to make part time work available and hence attract applicants piece of music still retaining the full time coverage of a job. The combination of different perspectives and experiences on the same job can be fruitful in generating new and creative ideas and speedy problem solving techniques. encouraging professional development of the work force in general and ensuring a dequate training of older employees as newer systems are adopted can also help in reducing the gap between