Managing Human Capital

Reduction

Mitigate or reduce the risk

Virtue standard

The ethical action is consistent with certain ideal virtues, including civil, reality, compassion, and Benevolence

Right standards

The ethical action is the one that best respects and protects them. All rights of everyone affected by the action, including the right to privacy to be told the truth, or to be safe.

Fairness standards

The ethical action treats, all employees equally or at least fairly based on some defensible standard

Unitarian standard

The ethical action, best balance is good over harm by doing the most good or doing the lease harm

Sharing

Transfer the risk by outsourcing or ensuring against it

Five types of ethical standards

Utilitarian, Rights, Fairness, Common Good, Virtue

Culture and HRM

Work together to influence employees, performance, and behaviors

Direct financial compensation

compensation received in the form of salary, wages, commissions, stock options, or bonuses

Stakeholder Perspective

considering the interests and opinions of all people, groups, organizations, or systems that affect or could be affected by the organizations actions

nonfinancial compensation

rewards and incentives given to employees that are not financial in nature including intrinsic rewards received from the job itself or from the work environment

HRM functions

staffing, training and development, health and safety, rewards and benefits, performance management, employee management,

Human Resource Management (HRM)

the organizational function responsible for attracting, hiring, developing, rewarding, and retaining talent

Total Rewards

the sum of all of the rewards employees receive in exchange for their time, efforts and performance

unlawful employment practices

violations of federal, state or local employment laws

Unfair Discrimination

when employment decisions and actions are not job related, objective or merit-based

fair discrimination

when only objective, merit based and job related characteristics are used to determine employment related decisions

HRM systems

Technology based forms that help HRM keep sensitive information

Common Law

The body of a case, by case court decision that determines what is legal, and what remedies are appropriate

uncertainty avoidance

The degree of anxiety felt in uncertain or unfamiliar situation

Masculinity

The degree to which society values and exhibits traditional male and females roles in a high, masculine cultures. Men are expected to be more assertive, and be the sole provider for the family.

Types of Culture

1. Entrepreneurial. 2.Consenual 3. Competitive 4. Bureaucratic

Bona Fide Occupational Qualification (BFOQ)

A characteristic that is essential to the successful performance of a relevant job function

Reasonable Accommodation

An employer is required to take reasonable steps to accommodate a disability, unless it would cause the employer undue hardship

For categories of managing risk

Avoidance reduction, sharing, and retention

Business Strategy

Defines how I thermal compete in its marketplace

Avoidance

Eliminate withdrawal, or do not become involved in the situation, lead to risk

competitive

Emphasizes competitive advantage and market Superiority

entrepreneurial

Emphasizes creativity, innovation, and risk taking.

bureaucratic

Emphasizes formal structures and correct implementation, of organizational procedures, norms, and rules

consensual

Emphasizes loyalty and tradition and encourages employees to stay with the organization for a long time

Common good standard

Ethical action shows respect and compassion for everyone especially the most vulnerable

Compliance Risk

Every employment-related decision can have legal ramifications, particularly in the areas of diversity, health and safety, union relations, whistleblowers, and harassment.

Inclusion

Everyone feels respected and listen to, and everyone contributes to their fullest potential

retention

Except and budget for the risk

Immigration Reform and Control Act of 1986

Federal law requiring employers to verify and maintain records on applicants' legal rights to work in the United States

Strategic Risk

HRM initiatives can affect business strategy. These may include the overall talent strategy, company culture, ethics, investments in people, and the implementation of change initiatives.

financial risk

HRM performance affects the organizations workforce cost and productivity directly through compensation benefits, turnover overtime, and time to higher and indirectly through errors, accidents, delays, and loss production

diversity

Having a wide range of people with racial ethical, cultural and socioeconomic backgrounds

HRM role in business

Help support the organization culture

power distance

How much inequality exist, and is accepted among people with and without power

risk assessment

Identifying, analyzing and prioritizing risk

Risk Management

Identifying, assessing and resolving risk before they become serious threats

HRM and organizational performance

Increases the ability to me it's goal ability to change and grow

employee handbook

Print our online materials that document organizations, HRM policies and procedures

Ethical issues in HRM

Privacy issues staffing, layoffs and downsizing, rewards safety performance, appraisal, labor practice

Vietnam Era Veterans Readjustment Assistance Act of 1974 (VEVRAA

Prohibits discrimination against protective veterans,

Age Discrimination in Employment Act of 1967

Prohibits discrimination against workers over the age of 40 and restricts mandatory retirement

Genetic information nondiscrimination act of 2008

Prohibits employers from discriminating against individuals based on the results of genetic testing when making hiring, firing, job placement, or promotion decisions.

long-term orientation

Reflects a focus on long-term planning, delivering on social obligation and avoiding losing face

Rehabilitation Act of 1973

Requires affirmative action in the employment of individuals with disabilities

Equal Pay Act of 1963

Requires that men and women be paid the same amount for doing the same job

organizational culture

The norms values and assumptions of an organizational member, that guides members attitudes and behavior

Ethics

The standards of moral behavior that defines socially accepted behaviors that are right as a opposed to wrong

Individualism

The strength of the ties people have with others in their community high individualism reflects loser ties with others

Operational Risk

These risk can influence an organizations ability to execute the business strategy. HRM affects the speed and the effectiveness of the talent acquisition, as well as development of an employee, skill, and identification and retention of top performers. These and other HMR activities can directly influence the organization, success or failure.

Risk Control

Wrist management planning, and monitoring and resolving risk

workplace tort

a civil wrong in which an employer violates a duty owed to its customers or employees

Equal Employment Opportunity

a firm's employment practices,must be designed and used in a manner that treats employees and applicants consistently regardless of their protected characteristics such as sex and race

Talent philosophy

a system of beliefs about how employees should be treated

Indirect financial compensation

all the tangible and financially valued rewards that are not included in direct compensation, including free meals, vacation time, and health insurance

Fair Labor Standards Act (FLSA) of 1938

establishes both a national minimum wage and overtime rules

performance culture

focuses on hiring, retaining, developing, motivating, and making work assignments based on performance data and results

Effective HRM systems

increase the organization's ability to meet its goals, enhance the organization's ability to grow and manage change, and increase employee engagement, effort, and performance.

Title Seven of the Civil Rights Act of 1964

prohibits employment discrimination based on race, color, religion, sex, or national origin

National labor, relations act of 1935

prohibits retaliation against employees seeking to unionize, created to protect employee and the employees right to encourage collective bargaining between the labor unions and employers

Equal Employment Opportunity Commission (EEOC)

to receive an investigate charges of unlawful employment practices gives power to enforcer in law