Chapter 11 - Human Resource Management: Finding and Keeping the Best employees

today, however, some many seek child care benefits while others prefer attractive pension plans -to address such growing demands, many large firms offer cafeteria-style fringe benefits

in which employees can choose the benefits they want up to a certain dollar amount. -such plans let human resource equitably and cost-effectively meet employees' individual needs by allowing them choice

a typical selection process has 6 steps: -establishing trial ( probationary ) periods

often an organization will hire an employee conditionally to let the person his or her value on the job -after a specified probationary period the firm can either permanently hire or discharge that employee on the basis of supervisors evaluations

what is the easiest kind of training to implement when the job is relatively simple or repetitive?

on-the-job training

fringe benefits can include

recreation facilities, company cars, country club memberships, discounted massages, special home mortgage rates, paid and unpaid sabbaticals, day care services, and executive dining rooms

the process for obtaining qualified people is

recruitment

employees promoted from wiithin save costs for employers because they:

reduce recruiting costs, need less training, and know the company and are productive more quickly

stock options pay system

right to purchase stock in the company at a specific price over a specific period

the process of gathering information and deciding who should be hired, under legal guidelines, in the best interest of the organization and the individual is

selection

skill based pay rewards

the growth of both the individual and the team. -basep ay is raised when team members learn and apply new skills

increased flexibility in scheduling has become an important benefit for employers to offer because of:

the increase in two-income families and the increase in single parent homes

a disadvantage of job-sharing includes:

the need to hire, train, motivate, and supervise twice as many people

at the end of the selection process, a(n) _________ period can make it easier to dismiss a new employee if necessary

trial

salary pay system

fixed compensation computed on weekly, biweekly, or monthly pay periods

selection is the process of

gathering information and deciding who should be hired, under legal guidelines, to serve the best interests of the individual and the organization.

discussing an employee's successes and areas that need improvement can provide managers an opportunity to:

gudie the employee to better performance and hear the employee's views on how to improve the job

a typical selection process has 6 steps: -conducting intial and follow-up interviews

if the interviewer considers the applicant a potential hire, the manager who will supervise the new employee and other employees the applicant might work with may interview the applicant as well -its important that managers prepare adequately for the interview to avoid selection decisions they may regret. -no matter how innocent the intention, missteps such as asking about pregnancy or child care could later be evidence if the applicant files discrimination charges

what factors in the labor force are affecting the future labor supply

-becoming more technically oriented -workers getting older -more women entering the workforce

African Americans and Hispanic managers learned the value of networking. both groups are forming pools of capital and new opportunities helping many opportunities overcome traditional barriers to success

-black enterprise magazine sponsors several networking forums each year for african american professionals -the hispanic alliance for career enhancement ( HACE) is committed to building career opportunities and career advancement for hispanics -monte jade is an associate that helps taiwanese and chinese professionals assimilate into U.S. business -suleka is an india networking group thatu nites indians in the US, and around the world

the changes in the U.S. workforce that create challenges for human resource managers include:

-employees who want leisure time -more single parent homes -increased concern over health care benefits

companies offer early retirement benefits to entice older employees to retire because:

-it improves morale for surviving employees --they usually have higher salaries -it opens promotion opportunities for younger employees

challenges of hiring from a diverse population include:

-organization policies that require promotions from within -an emphasis on a corporate culture that requires certain leadership styles -a strong culture of teamwork that requires interpersonal skills

an advantage of hiring contingent workers is that

-they receive fewer benefits than permanet workers -they reduce costs

steps in the performance appraisal process

1- establish performance standards 2-communicate the standards 3-evaluate performance to standard 4- discuss results with employee 5-take corrective action if needed 6- use results to make decisions about pay or promotion

companies have found that mentoring programs provide a number of benefits

1- improved recruiting and retention 2-more engaged employees 3-cost savings 4-increased skills and better attitudes

until the ________ the U.S. government had little to do with human resource decisions

1930s

a typical selection process has 6 steps: -obtaining complete application forms

although equal employment laws limit the kinds of questions that can appear, application helps reveal the applicant's educational background, work experiences, career objectives, and other qualifications directly related to the job

performance appraisal have 6 steps: 6- using the results to make decisions

decisions about promotions, compensation, additional training, or firing are all based on performance evaluation -also a way of satisfying legal requirements about such decisions

the americans with disabilities act of 1990 (ADA) requires

employers to give applicants with physical or mental disabilities the same consideration for employment as people without disabilities -the APA also protects ineddivudals with disabilities from discrimination in public accommodations, transportation, and telecommunications

equal ____ ______ laws limit the kinds of questions that can appear on employment applications so that people's rights are not violated

employment opportunity

the federal law that requires employers to verify employment eligibility of all new hires, including american citizens in the

immigration reform and control act of 1986

observing current employees doing a job, discussing the job with managers, and keeping activity diaries are all part of the process of:

job analysis

the accelerating cost of administering benefits programs had led to

many organizations outsourcing that function

since most senior managers are men, it makes it more difficult for women to find

mentors

it is important to plan and prepare all interviewers for the interview because:

missteps and illegal questions can lead to lawsuits based on anti-discrimination laws

in spite of a company's efforts to retain them, some talented employees will choose to pursue opportunities elsewhere. -knowing their reasons for leaving can invaluable in presenting the loss of other good people in the future -one way to learn the reasons is to have an outside expert conduct an exit interview

outsiders can provide confidentiality and anonymity that earns more honest feedback than employees are comfortable giving in face-to-face interviews with their bosses -online systems can capture, track, and statistically analyze explore exit interview data to generate reports that identify trouble areas. Can also predict which departments could expect turnover to occur

5 steps in the human resource planning process are: -establishing a strategic plan

plan must address recruiting, selecting, training, developing, appraising, compensating, and scheduling the labor force.

the practice that improves employee morale, reduce training costs, and improve retention is:

promotion from within

what are the protections in the older-worker benefit protection act of 1990

protectis older workers from discrimination and protects older workers from signing away pension benefits

the occupational safety and health act of 1970 specified that employers must

provide safety equipment to employees and limit exposure to hazardous substances

what 3 factors must be present in performance standards?

reasonable, measureable, and understandable

the shift from traditional manufacturing industries to high-tech and service industries challenges human resource maangers to:

retain workers for more challenging jobs and recognize that company's people are its ultimate resource

a problem in developing effective compensation for teams is that:

rewarding individuals erodes cohesiveness

advantage of home-based work for employers is that is

serves office space costs and reduces absenteeism

on the job training methods include

shadowing ; and observing and imitating

fringe benefits include

sick-leave pay, vacation pay, pension plans, and health plans that provide additional compensation to employees beyoung base wages

a cross-functional compensation policy teams defines the

skills

fringe benefits such as on-site concierge services, free haircuts, and free breakfasts are called

soft benefits

human resource managers perform the vital functions of:

staffing an organization with employees able to meet organizational goals and ensuring that all of the HR functions comply with legal requirements

performance appraisal have 6 steps: 1- establishing performance standards

standards must be understand lbe, subject to measurements, and reasonable -both manager and subordinate much accept them

the cost of terminating employees has led companies to use

temporary employees and outsourcing

lost training costs is a factor in

terminating employees

a challenge for human resource managers because of the change from traditional manufacturing to service and high-tech manufacturing industries is

the need to retrain workers

today the job of human resource management has taken on an increased role in the firm since qualified employees are much scarcer due to an increase in jobs that require advanced or specialized training.

this shortage of qualified workers make recruiting and retaining people more important and more difficult -in fact the human resource function has become so important that its no longer the job of just one department; it's a responsibility of all managers

managers often need special training. to be good communicators, they need to learn listening skills and empathy -they also need

time management, planning, and human relations skills

disadvantages of job sharing plans

to hire, train, motivate, and supervise at least twice as many people and perhaps proate some fringe benefits -but firms are finding that advantages out weight the disadvantages

the manpower development and training act of 19962 passed for the

training and retraining of unemployed workers

The ADA requires making "reasonable accommodations" for emploeers with disabilities, such as modifying equipment or widening doorways -accommodation means

treating people according to their specific needs -that can include putting bu barriers to isolate people readily distracted by noise, reassigning workers to new tasks, and making changes in supervisors' management styles

organizations conduct background investigations to help identify people:

with the needed credentials and who are most likely to succeed

what are the following types of information can legally be obtained from a job application form?

work experience and educational qualifications

the choice of a compensation system is very important to managers because:

-incentives affect motivation -it affects efficiency and productivity

to identify the candidate most likely to succeed, many organizations now investigate:

-school record -credit history -work record

the long term success of a firm may depend on how well it can control employee costs and optimize employee efficiency

-service organizations like hospitals, hotels, and airlines struggle with high employee costs since these firms are labor intensive ) the primary cost of operations is the cost of labor) -manufacturing firms in the auto and steel industries have asked employees to take reductions in wages ( called givebacks) to make the firms more competitive

rank the steps of the typical selection process

1- obtain complete application forms 2-conduct initial and follow-up interviews 3-give employment tests 4-conduct background investigations 5-obtain results from physical exams 6-establish probationary period

performance appraisal has 6 steps: 4-discussing results with employees

employees often make mistakes and fail to meet expectations at first. It takes time to learn a job and do it well. -discussing an employee's cusses and areas that need improvement can provide managers an opportunity to be understanding and helpful and guide the employee to better performance. -the performance appraisal can allow employees to suggest how a task could become better

the office of federal contract compliance programs ( OFCCP)

ensures that employers comply with nondiscrimination and affirmative actions laws and regulations when doing business with the federal government

networking is the process of

establishing and maintaining contacts with key managers in your own and other organizations, and using those contracts to weave strong relationships that serve as informal development systems

human resource management is critical to the success of the organization because:

finding qualified employees has become more difficult and it is an organization's people who have the creative ideas to keep it competitive

some common training and development activities are employee orientation, on-the-job training, apprenticeships, off-the-job training, vestibule training, job simulation, and management training -orientation

is the activity that initiates new employee into the organization; to fellow employees; to their immediate supervisors; and to the policies, practices, and objectives of the firm -foten is tasks that include scheduled visits to various departments and required reading of company handbooks

a typical selection process has 6 steps: -giving employment tests

organizations often use tests to measure basic competency in specific job skills like welding or firefighting or to help evaluate applicants' personalities and interests -the tests should always be directly related to the job. Employment tests have been legally challenged as a potential means of discrimination. Some companies test potential employees in assessment centers where they perform actual job tasks. Such testing can make the selection process more efficient and will generally satisfy legal requirements

the equal employment opportunity act of 1972 authorized the EEOC to

set guidelines for employers' administration of EEO

recruitment is the

set of activities for obtaining the right number of qualified people at the right time. -its purpose is to select those who best meet the needs of the organization

most management training programs include: -job rotation

so that they can learn about different functions of the organization, managers are often given assignments in a variety of departments

some of the challenges and opportunities in human resources -part 2

-a shift in employee attitudes toward work.( more leisure time as priority) -an increased demand for temporary and part-time workers -a challenges from overseas labor pools whose members work for lower wages and are subject to fewer laws and regulations than U.S. workers. This results in many jobs being outsourced overseas -an increased demand for benefits tailored to the individual yet cost-effective to the company -growing concerns over health care, elder care, drug testing, workplace violence, and opportunities for people with disabilities -changes created by the Affordable care act that had added a large number of regulations that employers have to implement and track. -a decreased sense of employee loyalty, which increases employee turnover and the cost of replacing lost workers -implementing human resource information systems

benefits of job sharing include:

-employment opportunities for those who cannot or prefer not to work full-time -an enthusiastic and productive workforce -reduced absenteeism and tardiness -ability to schedule part-time workers into peak demand periods -retention of experienced employees who might otherwise have retired

companies that take the initiative to develop female and minority managers understand 3 crucial principle

1-grooming women and minorities for management positions isn't about legality, morality, or even morale but rather about bringing more talent in the door, the key to long-term profitability 2-the best women and minorities will become harder to attract and retain, so companies that commit to development early have an edge; 3-having more women and minorities at all levels lets businesses serve their increasingly female and minority customers better

5 steps in human resource planning ( in order from first to last )

1-preparing a human resource inventory 2- preparing a job analysis 3-assessing future human resources demand 4-assessing future human resources supply 5-establishing a strategic plan

the family and medical leave act of 1993 requires employers with 50 or more employee to provide up to ___ weeks of unpaid leave per year upon birth or adoption of an employer's child or upon the serious illness of a parent, spouce, or child

12

companies looking to downsize sometimes offer

early retirement benefits to entice older ( and more expensive ) workers to retire -schuh benefits can include one-time cash payments, known in some companies as golden handshakes -the advantage early retirement benefits have over layoffs or firing is the increased morale or surviving employees -retiring senior workers can arler also increases promotion opportunities for younger employees

a flextime plan gives

employees some freedom to choose which hours to work, as long as they work the required number of hours or complete their assigned tasks -the most popular plans allow employees to arrive between 7:00 and 9:00 a.m. and leave between 4:00 and 6:00 p.m. -flextime plans generally incorporate core time

the civil rights act of 1991

expanded the remedies available to victims of discrimination by amending the title VII of the civil rights act of 1964. -now victims of discrimination have the right to a jury trial and punitive damages -human resource managers must follow court decisions closely to see how the law is enforced

workplace trends and the increasing costs of transportation have led employees to look for scheduling flexibility

flextime, in home employment, and job sharing are important benefits employees seek

human resource managers can turn to many sources for recruiting assistance -internal sources

include current employees who can be transferred or promoted or who can recommend others to hire -using internal sources is less expensive than recruiting from outside and helps maintain employee morale. But it isn't always possible to find qualified workers within the company, so human resource managers also use external sources such as advertisements, public and private employment agencies, college placement bureau, management consultants, online sites, professional organizations, referrals, and online and walk-in applications.

a company with employment needs that vary-from hour to hour, day to day, week to week, season to season, or project to project - may find it cost-effective to hire contingent workers -contingent workers

include part time workers ( anyone who works less than 34 hours a week), temporary workers ( workers paid by temporary employment agencies ) , seasonal workers, independent contractors, interns, co-op students, and freelancers

Jay Schuster found that when pay is strictly on individual performance, it erodes team cohesiveness and makes the team less likely to meet its goals as a collaborative effort.

skill based pay and gain sharing systems are the 2 most common compensation methods for teams

many of the changes that have had the most dramatic impact on U.S. business are those in the labor force

the ability to compete in global markets depends on new ideas, new products, and lew levels of productivity - on people with good ideas

many companies such as general electric, Kimberly-Clark, and coca-cola are moving away from annual reviews toward continuous performance reviews

this performance management strategy allow workers to receive an give continuous, real-time feedback via mobile apps that are focused on helping employees meet goals- or leave the company faster. -these strategies are particularly welcomed by Millennial workers who demand more feedback, more coaching, and a better idea of their career paths

on-call scheduling entrails employers calling in or canceling workers with little notice

this practice may violate state laws requiring workers to be paid for a least of a portion of their shifts if they are sent home early -using software that determines hourly staffing need based on sales and traffic information -this flexibility is great for the company but can cause stress on the lives and pay of the workers -on call scheduling amks it a struggle for workers to arrange reliable child care or supplement their incomes with second jobs

one reason the role of human resource management has grown is that the shift from traditional manufacturing industries to service and high-tech manufacturing industries requires businesses to hire workers with highly technical job skills

this shift means that many workers must be be retrained for new, more challenging jobs -people truly are the ultimate resource. They develop the ideas that eventually become products to satisfy consumers' wants and needs. take that away their creative minds, and leading firms such as Disney and Apple would be nothing

in flatter corporate structures there are fewer levels for employees to reach than in the past

thus they often move over to a new position rather than up -such lateral transfers allow employees to develop and display new skills and learn more about the company overall -reassignment is one way of motivating experienced employees to remain in a company with few advanced opportunities

training and development includes all attempts

to improve productivity by increasing an employee's ability to perform. -a well-designed training program often leads to higher retention rates increased productivity and greater job satisfaction

a reason to allow teams to decide on the compensations its members will receive is

to show that management trusts the team process and they will know who has contributed and at what level

the cost of benefits has grown faster than _________ recently and cannot really be considered fringe anymore

wages

choosing a career in human resource management offers a challenge to anyone willing to put forth the effort -remember

-employers must know and act in accordance with the legal rights of their employees or risk costly court cases -the legislation affects all areas of human resource management, from hiring and training to compensation -court cases demonstrate that is is something legal to provide special employment and training to correct discrimination in the past -new court cases and legislation change human resource management almost daily; the only way to keep current is to read the business news and stay familiar with emerging issues

the equal employment opportunity act of 1972 strengthened the equal employment opportunity commision, an agency created by the civil rights act of 1964 by

-giving it broad powers to enforce Title VII -mandating specific record keeping procedures -issuing guidelines for employer conduct in complying with EEO

for many years, human resource management was called "personnel" and involved clerical functions such as screening applications, keeping records, processing the payroll and finding new employees when necessary -the roles and responsibilities of HRM has evolved primarily because of 2 factors

-organizations recognition of employees as their ultimate resource -changes in the law that rewrote many traditional practices

bonus plans pay system

extra pay for accomplishing or surpassing certain objectives -there are 2 types of bonuses: monetary and cashless -monetary- money -cashless rewards include written thank you notes, appreciation notes sent to the employee's family, movie tickets, flowers, time off, gift certificates, shopping sprees, and other types of recognition

recruiting qualified workers may be particularly difficult for small business

with few staff members and less than competitive compensation to attract external sources -online sites like Glassdoor, Indeed, and LinkIn have helped such firms by attracting millions of visitors per day

to supervise a diverse workforce that serves a diverse customer base, companies need:

women in management positions and managers who are culturally diverse

5 steps in the human resource planning process are:

-preparing a human resource inventory of the organization's employees -preparing a job analysis -assessing future human resource demand -assessing future labor supply -establishing a strategic plan

45% of CEOs surveyed say that attracting and retaining talent is their biggest challenge -why

-some organizations have policies that demand promotions from within, operate under union regulation, or offer low wages, which makes recruiting and keeping employees difficult or subject to outside influence and restrictions -an emphasis on corporate culture, teamwork, and participative management makes it important to hire people who not only are skilled but also fit in with the culture and leadership style of the company -sometimes people with the necessary skills are not available; then workers must be hired and trained internally

some of the challenges and opportunities in human resources -part 1

-uncertainty in global policies and increased attention on hiring immigrants -technology, such as talent networks, crowdsourcing, and internal social networks -multigenerational workforce. Older millennials and Gen Xers hold management positions, whereas Gen Xers are entering the workforce and many baby boomers are delaying retirement -shortages of trained workers growth areas such as computer technology, biotechnology, robotics, green technology, and the sciences -large numbers of skilled and unskilled workers from declining industries, such as steel and automobiles, who are unemployed or underemployed and need retraining. -a growing percentage of new workers who are undereducated and unprepared for jobs in the contemporary business environment. -a shortage of workers in skilled trades due to the retirement of aging baby boomers -an increasing number of both single-parent and two-income families, resulting in a demand for job sharing, maternity leave, and special career advancement programs for women

compensation is one of the main tools companies use to

attract qualified employees, and one of their largest operating costs

to ensure that trained people are available when needed in an organization, human resource managers must

forecast organizan requirements and train people ahead of time

companies may hire contingent workers when

full timers are on some type of leave, when there is a peak demand for labor or products, or when quick service to customers is a priority. -companies also tend to hire more contingent workers in an uncertain economy, particularly when they are available and qualified, and when the jobs require minimal training

most gain sharing systems base bonsues on

improvements over previous performance -there are no limits on bonus a team can earn -one drawback is that workers may improve just enough to meet the target, but not by much. Since their target for the next will be to beat this year's performance, they don't want risk setting a new goal they won't be able to reach

unbrotherly, women often have more difficulty than men in networking or finding mentors, since most senior managers are making

in 1998, women won a major legal victory when the U.S. supreme court ruled it illegal to bar women from certain clubs, long open to men only, where business activity flows and contrasts are made -this decisions allowed more women to enter established networking systems or create their own

some companies use information technology to perform the human resource planning process more efficiently -HRIS ( human resource information system)

is software that uses multiple tools ad processes to manage an organization's employees and databases -helps businesses of all sizes perform basic HR functions ranging from recruitment to retirement

some common training and development activities are employee orientation, on-the-job training, apprenticeships, off-the-job training, vestibule training, job simulation, and management training -job simulation

is the use of equipment that duplicates job conditions and tasks so that trainees can learn skills before attempting them on the job -it differs from vestibule training in that it duplicates the exact combination of conditions that occur on the job -this is the kind of training given to astronauts, airline pilots, army tank operators, ship captains, and others who must learn difficult procedures off the job -virtual reality devices are used in medical facilities where doctors in training practice their skills before working with real live patients

Flextime is not for all organizations, however.

it doesn't suit shift work like fast-food or assembly processes like manufacturing, where everyone on a given shift must be at work at the same time -another disadvantage is that managers often have to work longer days to assist and supervise in organizations that may operate from 6:00 a.m. to 6:00 p.m. -flextime also makes communication more difficult because certain employees may not be there when others need to talk to them if not carefully supervised, some employees could abuses the system, causing resentment among others

trade unions require a new workers to serve as an apprentice to:

limit entry to the union and ensure excellence and maintain standards

an important provision of the age discrminatin in employment act is:

protection of job applicants and workers over 40 from discrimination in employment; enforcement by the EEOC; and protection of workers over 40 from discrimination in hiring

the vocational rehabilitation act of 1973 extended

protection to people with any physical or mental disability

congress passed the American with disabilities amendment act

which overturned supreme court decisions that had reduced protections for certain people with disabilities such as diabetes, epilepsy, heart disease, autism, major depression, and cancer -the EEOC issued regulations that widened the range of disabilities covered by the ADA and shifted the burden of proof of disability in labor disputes from employees to business owners

soft benefits help workers maintain the

work and family life that is often as important to hardworking employees as the nature of the job itself -the perks include on site haircuts and shoe repair, concierge services, and free breakfasts. - Freeing employees from errands and chores gives them more time for family- and work

there are two reasons for the rise of the gig economy

workers want diversity and flexibility in their roles and the ability t showcase their skills; and employers have shifted from " I need to hire a person" to "I need to compete a task"

drawbacks of skill based pay

the system is complex and its difficult to relate the acquisition of skills directly to profit gains -advantages: improved employee skills and job satisfaction

home-based workers can choose

their own hours, work for child care or other tasks and take time out for personal reason -requires discipline to stay focused on the job and not be easily distracted -can benefits employers because it can limit absences, increase productivity, and save money

computer and robotics training often use

vestibule training

most management training programs include: -on the job coaching

a senior manager assists a lower-level manager by teaching needed skills and providing direction, advice, and helpful feedback

profit sharing plans pay system

annual bonus paid to employees based on the company's profits. The amount paid to each employee is based on predetermined percentage

gain sharing plans pay system

annual bonuses paid to employees based on achieving specific goals such as qualify measures, customer satisfaction measures, and production targets

underemployment

are those who have more skills or knowledge than their current jobs require or those with part-time jobs who want to work full-time

companies that use flextime say that an advantage is that it

boosts productivity

individuals who are part time, temporary, or seasonal workers are classified as:

contingent workers

labor staticis estiates that there are appaoxiamtely 5.7 million

contingent workers in the U.S., with the majority under age 25 -some reports estimate that by 2019 approximately 50 percent of the U.S. workplace will be contingent workers

mentor is a

coperatore manager who supervises, coaches, and guides selected lower-level employees by introducing them to the right people and generally acting as their organizational sponsor

many companies find that promotion from within the company improves employee morale -it's also

cost effective in that promoted employees are already familiar with the corporate culture and procedures and don't need to spend valuable time on basic orientation

employers must know and act in accordance with the legal rights of their employees or risk costly

court cases

human resource managers do work with people, but they also

deeply involved in planning, recordkeeping, and other administrative duties

5 steps in the human resource planning process are: -assessing future labor supply

the labor force is constantly shifting: getting older, becoming more technically oriented, becoming more diverse -some workers will be scarcer in future- like engineers- and others will be oversupplied like assembly line workers

a human resource inventory should include which of the following types of information about employees:

-demographics such as age and education level -languages spoken -specialized skills

internal sources for recruitment are less expensive than using outside sources and improves employee morale -they include

-department reorganizations -retrained employees -promotions

fringe benefits that may provide incentives other than pay include

-company cars -recreation facilities -country club membership

the federal law that requires employers to give applicants with physical or mental disabilities equal consideration and to make reasonable accommodation for them in the workplace is the:

Americans with disabilities act of 1990

compressed workweek

An employee works the full number of hours, but in fewer than the standard number of days. -there are obvious advantages of compressed workweeks, but some employees get tired working such long hours, and productivity can decline -others find the system a great benefit, however, and are enthusiastic about it. -ex/ nurses

what pay system uses a tried system of pay ranges based on know-how, problem-solving, and accountability?

Hay

one of the most important pieces of social legislation passed by congress was the civil rights act of 1964

Title VII of the act brought the government directly into the operations of human resource management. -title VII prohibits discrimination in hiring, firing, compensation, apprenticeships, training, terms, conditions, or privileges of employment based on race, religion, creed, sex, or national origin. -age was later added. -the civil rights of act of 1964 was expected to stamp out discrimination in the workplace, but specific language in it made enforcement quite difficult.

some common training and development activities are employee orientation, on-the-job training, apprenticeships, off-the-job training, vestibule training, job simulation, and management training -apprentice programs

a trainee workers alongside an experienced employee to master the skills and procedures of a craft. -workers who successfully complete an apprenticeship earn the classification journeyman -apprentice programs may be shortened to prepare people for skilled jobs in changing industries such as auto repair and aircraft maintenance that require increased knowledge of computer technology

in some states, physical emas can be given only _____ an offer of employment has been accept

after

what federal law extends the right to jury trial and punitive damages to victims of international job discrimination

civil rights act of 1991

all human resource activities are designed to achieve organizational goals while

complying with legal requirements

some common training and development activities are employee orientation, on-the-job training, apprenticeships, off-the-job training, vestibule training, job simulation, and management training -online training

demonstrates how technology is improving the efficiency of many off-the-job training programs -online training key advantage is the ability to provide a large number of employees with consistent content tailored to specific training needs at convenient times -both nonprofit and profit-seeking businesses make extensive use of online training -most colleges and universities offer a wide variety of online classes, sometimes called distance learning

what are the following tasks that are a part of a job analysis?

discussing the job with the manager and observing current employees on the job

many large companies also offer "hot-desking" or sharing a desk with other emploees who work at different time

hot desking can lead to more collaboration since workers get to know more people throughout the organization than they would have at a fixed desk

an employee who workers on recruiting, selecting, training, motivating, and developing a workforce that will achieve an organization's goals is

human resource manager

the Age Dsicmrination in emplyoment act of 1967 ( ADEA) protects

individuals aged 40 or older from employment and workplace discrimination in hiring, firing, promotion, layoff, compensation, benefits, job assignments, and training -the AFEA is enforced by the EEOC, applies to employers with 20 or more employees, and protects both employees and job applicants. It also outlaws mandatory retirement in most organizations. But does allow restrictions for certain job categories such as the ability to perfrom significantly diminishes with age of that age imposes a danger to society ( pilot)

performance appraisal have 6 steps: 3-evaluating performance

it is a matter of evaluating the employee's behavior to see whether it matches standards

5 steps in the human resource planning process are: -preparing a job analysis

job analysis is a study of what employees do who hold various job titles. The results of job analysis are 2 written statements: job descriptions and job specifications -job description specifies the objectives of the job, type of work, the responsibilities and duties, working conditions and the job's relationship to other functions -job specifications are a written summary of the minimal education and skills a person needs to do a particular job. -job descriptions are about the job, and job specifications are about the person who does the job

the type of training that is used to train astronauts, pilots, and ship captains because it exactly replicates the conditions and equipment used on the job is::

job simulation

most management training programs include: -understudy positions

job titles such as under secretary and assistant are part of a relatively successful way of developing managers -selected employees work as assistant to higher-level managers and participate in planning and other managerial functions until they are ready to assume such positions themselves

when a beginning workers has spent several years learning a craft by working alongside an experienced worker as an apprentice, they earn the next classification of:

journeyman

service organizations struggle with high employee costs since these firms are

labor-intensive

_________ job transfers allow employees to develop and display new skills and learn more about the company overall instead of moving to a new firm

lateral

an effective performance appraisal system provides information to managers and it as a way to satisfy

legal requirements

a typical selection process has 6 steps: -conducting background investigations

most organizations now investigate a candidate's work record, school record, credit history, and references more carefully than in the past to help identify those most likely to succeed. -background services such as GoodHire allow prospective employers not only to conduct speedy background checks of criminal records, driving records, and credit histories but also verify work experience and professional and educational credentials

a job description specifies which of the following:

objectives of the job, the job's relation to other functions, and responsibilities and duties of the job

on the job training requires a trainee to

observe and then imitate a more experienced worker in the workplace

some common training and development activities are employee orientation, on-the-job training, apprenticeships, off-the-job training, vestibule training, job simulation, and management training -off-the-job training

occurs away from the workplace and consists of internal of external programs to develop any of a variety of skills of to foster personal development -trianing is becoming more sphisicaed as jobs became more sophiscated. Therefore, training is expanding to include education and personal development. Subjects may include time management, stress management, health and wellness, physical education, nutrition, and even art and languages

in spite of a company's efforts to retain them, some talented employees will choose to pursue opportunities elsewhere. -knowing their reasons for leaving can invaluable in presenting the loss of other good people in the future offboarding is the

process surrounding employee exits -whether employees are fired, resigning, or retiring, these are things that need to be done before they leave. This includes managing payments, insurance, and benefits; conducting exit interviews; collecting work and documents; and returning anything owned by the company

a typical selection process has 6 steps: -obtianing results from physical exams

there are benefits to hiring people who are physically and mentally healthy -but according to the Americans with disabilities ct ,medical tests cannot be given just to screen out individuals -in some states, physical exams can be given only AFTER an offer of employment has been accepted -in states that allow pre-employment physical exams, they must be given to everyone applying for the same position -pre-employment testing to detect drug or alcohol abuse has been controversial

performance appraisal have 6 steps: 2- communicating those standards

they must be told clearly and precisely ( employees) what the the standards and expectations are, and how to meet them

in 1972, the Equal Employment Opportunity Act ( EEOA) was added as an amendment to title VII it strengthed the equal employment opportunity commission ( EEOC)

which was created by the civil rights act, by giving it rather broad powers -it permitted the EEOC to issue guidelines for acceptable employer conduct in administrating equal employment opportunity -the EEOC also mandated specific recordkeeping procedures, and congress vested it with the power of enforcement to ensure these mandates were carried out -the EEOC became a formidable regulatory force in the administration of human resource management -in an effort to reduce barriers to employment for those with criminal records, the EEOC established enforcement guidance limiting the use of arrest and conviction records in hiring

overtime pay was established in the fair labor standards act of 1938 for employees working over ____ hours per week

40

the age discrimination in employment act of 1967 outlawed employment practices that discriminate against over the age of:

40

the benefits of job-sharing include:

-an enthusiastic and productive workforce -reduced absenteeism and tardiness -opportunities for those seeking part-time work

recruiting may be difficult because

-wages offered are not competitive -people with the needed skills are not available -the organization has specific policies that require promotion from within

place the 3 steps of training and development in order from first to last

1- assess organizational needs and employee skills for training gaps 2- design training activities to meet identified needs 3- evaluates the training's effectiveness

traiing focouses on short term skills, wehras development focouses on long terms abilties -both include 3 steps

1- assessing organizational needs and employee skills to determine training needs 2-designing training activities to meet identified needs 3-evaluating the training effectiveness.

contingent workers are so common today that some have called this a gig economy

a gig describes a single project or task for which a worker is hired, often through a digital marketplace, to work on demand

trade unions in skilled craft require

a new worker to serve as an apprentice for several years to ensure excellence

managers must be able to determine whether their workers are doing an effective and efficient job, with a minimum of errors and disruptions -they do so by using a performance appraisal,

an evaluation that measures employee performance against established standards in order to make decisions about promotions, trning, or termination

performance appraisal has 6 steps: 5-taking corrective action

as part of performance appraisal, a manager can take corrective action or provide feedback to help the employee perform better -the primary purpose of an appraisal is tom prove employee performance if possible

the ban the box rule prohibits

asking questions about convictions on job applications and initial interviews

5 steps in the human resource planning process are: -assessing a future human resource demand

because technology changes rapidly, effective human resource managers are proactive; that is they forecast the organization's requirements and train people ahead of time or ensure trained people are available when needed

why did the federal government pass legislation to regulate human resource decisions

businesses did not exercise fair labor practices voluntarily

the most commonly used pay structure today is market based

companies that use market-based pay structures compensate people relative to the market value of their job, regardless of their level in the organization. -companies research what other firms are paying and decide to pay either the same, more, or less -use supply and demand

fringe benefits such as health care, paid vacation, and sick days provide additional

compensation to employees

perhaps the most controversial policy enforced by the EEOC involved affirmative action,

destined to "right past wrongs" by increasing opportunities for minorities and women -led employers to actively recruit, and in some cases give preference to women and minority group members

Human resource management ( HRM) is the process of

determining human resource needs and then recruiting, selecting, developing, motivating, evaluating, compensating, and scheduling employees to achieve organizational goals

reverse discrimination has been defined as

discriminating against members of a dominant or majority group ( males or whites) usually as a result of policies designed to correct previous discrimination

companies offer soft benefits because they understand that:

employes vlaye work life balance, employees need time with their families, and employees will spend more time at work

some common training and development activities are employee orientation, on-the-job training, apprenticeships, off-the-job training, vestibule training, job simulation, and management training -vestibule training ( or near-the -job trnaing)

is done in classrooms with equipment simular to that used on the job so that employees learn proper methods and safety procedures before assuming a specific job assignment -computer and robotics training is often competed in vestibule classroom

a study of what employees do in a particular job is called a

job analysis

a good way to compensate for uneven team participation is to

let the team decide which members get what type of individual award

some common training and development activities are employee orientation, on-the-job training, apprenticeships, off-the-job training, vestibule training, job simulation, and management training -on-the-job traning

lets the employee learn by doing, or by watching others for a while and then imitating them, right at the workplace -0ften trained by watching experienced workers called shadowing -is the easiest kind of training to implement when the job is relatively simple ( such as clerking in a store) or repetitive ( such as collecting refuse, cleaning carpets, or mowing lawns). -technology makes cost-effective on the job training programs available 24 hours a day. Online systems can monitor workers' input and give them instructions if they become confused about what to do next

in the 360-degree review

management gathers opinions from all around the employee, including those under, above, and on the same level, to get an accurate, comprehensive idea of the worker's abilities

the _______ who will supervise the new employee may interview the applicant after the final interview

manager

most management training programs include: -offf the job courses and traning

managers periodically go to classes or seminars for a week or more to hone technical and human relations skills

pressure of global competition, shifts in technology, increasing customer demands for greater value, and uncertain economic conditions have human resource managers struggling to manage layoffs and firings

one reason is that the cost of terminating employees is probably high in terms of lost training costs and possible damages and legal fees for wrongful discharge suits. -that's why many companies are either using temporary employees or outsourcing certain functions

the type of training that demonstrates how technology is improving the efficenicy of many of-the-job-traning programs is

online

as the cost of administrating benefits programs has accelerated , many companies have chosen to

outsource this function

commision plans pay system

pay based on some percentage of sales

core time is the

period when all employees are expected to be at their job stations -an organization may designate core time as 9:00 to 11:00 a.m. and 2:00 t0 4:00 p.m. -during these hours all employees are required to be at work

contingent workers receive few benefits;

they are rarely offered health insurance, vacation time, or company pensions. They also tend to earn less than permanent workers do -on positive side, many on temporary assignments are eventually offered full-time positions

5 steps in the human resource planning process are: -preparing a human resource inventory of the organisation's employees

this inventory should include ages, names, education, capabilities, training, specialized skills, and other relevant information ( such as languages spoken) -it reveals whether the labor force is technically up to date and thoroughly trained

Hay method, by Edward Hay.

this plan is based on job grades, each of which has a strict pay range. -the system is set up on a point basis with 3 key factor considered: knowledge, problem solving, and accountability.

management development, is the process of

training and educating employees to become good managers, and then monitoring the process of their managerial skills over time

job sharing lets

two or more part-time employees share one full-time job -students and parents with small children, may work only during school hours, and older workers can work part-time before fully retiring or after retiring.

hourly wage or daywork pay systems

wage based on number of hours or days worked, used for most blue-collar and clerical workers

piecework pay system

wage based on the number of items produced rather than by the hour or day