ba 101 chapter 11

different ways to recruit

internal and external

arguments for affirmative action

it's a way to ensure that diversity is obtained, it helps disadvantaged people, it helps compensate for past wrongs.

the other factors of hrm

...recruitment, selection, training and development, motivation, evaluation, evaluation, compensation and benefits, scheduling, employee-union relations, and career management.

training and development activities

orientation, on-the-job training, apprentice programs, online training, vestibule training, job simulation.

contingent workers

part-time, temporary, or seasonal workers. could include independent contractors, interns, and co-op students. receive few benefits. tend to earn less.

bonus plans

profit-sharing plans and gain-sharing plans

gain-sharing plans

some other type of goal has been reached.

hourly wage / day work

standard work week is 40 hours, average pay is 8.75 hourly.

job rotation

trained in each area.

job sharing

two or more part-time employees sharing one full-time job.

exceptions of ADA

undue hardship; employer has to prove that accommodating would be a financial or legal reason

selection

when you actually pick the candidates/right person for the job.

recruitment

where you're finding potential job candidates for a position

staffing

a management function that includes hiring, motivating, and retaining the best people available to accomplish the company's objectives.

external

agencies, college offices, applications, graduates, competitors.

cafeteria-style fringe benefits

allow employees to choose the benefits they want (up to a certain dollar amount).

affirmative action policies

an action or policy favoring those who tend to suffer from historic discrimination, especially in relation to employment or education. employment activities designed to "right past wrongs" by increasing opportunities for minorities and women.

evaluating employee performance: performance appraisal

an evaluation that measures employee performance against standards in order to make decisions.

recruitment process

analyzing the requirement of a job, attracting employees to that job, screening/selecting applicants, hiring, integrating the new employee into the organization, different ways to recruit.

selection process

application forms, ability tests, personality tests, drug tests/physical tests, background checks, interviews, contingent workers.

Family and Medical Act

applies to businesses with 50 or more employees, but if an employee has a family situation, the employer is required to give up to 12 weeks of leave (unpaid).

understudy positions

assistant to the senior management.

exception to title vii (religious "discrimination")

bona fide occupational qualifications

laws affecting hrm

civil rights of 1964, americans with disabilities with disabilities act, age discrimination employment act, fair labor standards act, family and medical leave act.

common mistakes of performance appraisal

contrast effect, halo/horn effect, similar-to-me effect.

profit-sharing plans

extra pay to employees if the goals has been exceeded.

salary

fixed compensation, payment will always be the same.

scheduling options

flextime plan, compressed work week, and job sharing.

similar-to-me effect

generous to those that are generally more like you.

piecework system

getting paid by how much work you do rather than how long you work like many calls you do at work.

flextime plan

gives employees the freedom to choose which hours they are going to work as long as they work the required amount of hours. (core time)

hrm

human resource management

core time

in a flextime plan, the period when all employees are expected to work bc it is the busiest time of the day.

contrast effect

comparing one employee to another.

halo/horn effect

one employment action leads to you to have a biased opinion on them, you could hold a grudge on them for one thing (horn), but if they are good at one aspect of their job allows you to have a great view on them (halo).

compensation

one of the main tools companies use to attract qualified employees and is one of their largest operating costs.

soft benefits might include:

onsite haircuts and shoe repair, concierge services, free meals at work, doggie daycare, onsite farmer's markets.

Age Discrimination Employment Act (ADEA)

protects workers 40 and over from employment and workplace discrimination in hiring, firing, promotion, layoff, compensation, benefits, job assignments and training. some jobs require age limits like pilots because ability diminishes with older age.

Bona Fide Occupational Qualification (BFOQ)

qualifying organization (churches and schools) are exempt from employment discrimination laws. employer proof; have to be able to prove that it is for religious nature of company or other. corporate policy should state religious orientation.

on-the-job coaching

senior management / top manager coaches a lower manager one-on-one.

vestibule training

similar to training but it is simulated.

characterstics of hrm

the process of finding, developing, and keeping the right people to form a qualified workforce. ensuring that human talent is used effectively and efficiently to accomplish organizational goals. every managers is an hr manager.

Civil Rights Act of 1964

title vii prohibits discrimination in hiring, firing, and compensations decisions on the basis of race, religion, gender, national origin, or age. EEOC.

training and development

training is short-term and development is long-term.

compressed work week

work schedule that allows an employee to work a full hours per week but in fewer days. (nurses, officers)

internal

promotions, transfers, recommendations (it's quicker, cheaper, less risky and can boost employee morals).

human resource management

deciding the number and types of people your business needs, and....

job sharing advantages

employees have less tardiness or absences since of the flexibility and helps with overall moral.

on-the-job training

employees learn by doing it themselves, or by shadowing a coworker.

arguments against affirmative action

might lead to reverse discrimination, leads to hiring based on things other than merit, does not ensure you have diversity (of opinion).

job simulation

mimics the exact conditions that the employee will face.

orientation

new employees are initiated into the organization.

management developing

on-the-job coaching, understudy positions, job rotation, off-the-job courses and training.

Fair Labor Standards Act

establishes the minimum wage, and defined what a standard work week is. working beyond extended work week hours, employee get compensation and reward with more pay

Equal Employment Opportunity Commission (EEOC)

gives out guidelines of what acceptable rules are, extremely involved in enforcing mandates, affirmative action policies.

commission plan

pay based on some percentages of sales.

Americans with Disabilities Act (ADA)

prohibits discrimination on the basis of physical or mental disability; reasonable accommodations must be made.

fringe benefits

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