BizD Chapter 11

The roles and responsibilities of HRM have evolved primarily because of two key factors:

(1) organizations' recognition of employees as their ultimate resource and (2) changes in the law that rewrote many traditional practices

The five steps in the human resource planning process are

1. Preparing a human resource inventory of the organization's employees. 2. Preparing a job analysis 3. Assessing future HR demand 4. Assessing future labor supply 5. Establishing a strategic plan

job description

A summary of the objectives of a job, the type of work to be done, the responsibilities and duties, the working conditions, and the relationship of the job to other functions.

Lilly Ledbetter Fair Pay Act of 2009

Amends the Civil Rights Act of 1964 by changing the start of the 180-day statute of limitations for filing a discrimination suit from the date of the first discriminatory paycheck to the date of the most recent discriminatory paycheck.

exit interview

An interview arranged by the human resources department when an employee leaves a company.

Family and Medical Leave Act of 1993

Businesses with 50 or more employees must provide up to 12 weeks of unpaid leave per year upon birth or adoption of an employee's child or upon serious illness of a parent, spouse, or child.

affirmative action-the supreme court ruling

Declared that setting aside 30 percent of contracting jobs for minority businesses was reverse discrimination and unconstitutional.

Hr is challenging because

Employers must know and act in accordance with the legal rights of their employees or risk costly court cases. Legislation affects all areas of human resource management, from hiring and training to compensation. Court cases demonstrate that it is sometimes legal to provide special employment (affirmative action) 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.

affirmative action

Employment activities designed to "right past wrongs" by increasing opportunities for minorities and women.

Title VII or the Civil Rights Act of 1964

Established EEOC; prohibited employment discrimination on the basis of race, color, religion, national origin, or sex`

Fair Labor Standards Act of 1938

Established a minimum wage and overtime pay for working more than 40 hours a week for employees who are not otherwise exempt (i.e., salaried employees earning above a certain amount and those who perform exempt duties such as managers). Amendments expanded the classes of workers covered, raised the minimum wage, redefined regular-time work, raised overtime payments, and equalized pay scales for men and women.

National Labor Relations Act of 1935

Established collective bargaining in labor-management relations and limited management interference in the right of employees to have a collective bargaining agent.

Vocational Rehabilitation Act of 1973

Extended protection to people with any physical or mental disability.

offboarding

Facilitates employee departure from the company by assisting the completion of exit tasks, including exit interviews, forms completion, the return of company property, and ensuring that employees receive the appropriate extended benefits.

Civil Rights Act of 1964

For firms with 15 or more employees, outlawed discrimination in employment based on sex, race, color, religion, or national origin.

Civil Rights Act of 1991

For firms with over 15 employees, extends the right to a jury trial and punitive damages to victims of intentional job discrimination.

Why is job analysis necessary and what is the result

It's necessary in order to recruit and train employees with the necessary skills to do the job. The results of job analysis are two written statements: job descriptions and job specifications.

Age Discrimination in Employment Act of 1967

Outlawed employment practices that discriminate against people 40 and older. An amendment outlaws requiring retirement by a specific age.

Americans with Disabilities Act of 1990

Prohibits employers from discriminating against qualified individuals with disabilities in hiring, advancement, or compensation and requires them to adapt the workplace if necessary.

Older Workers Benefit Protection Act of 1990

Protects older people from signing away their rights to pensions and protection from illegal age discrimination.

Americans with Disabilities Amendment Act of 2008

Provides broader protection for workers with disabilities and reverses Supreme Court decisions deemed too restrictive. Adds disabilities such as epilepsy and cancer to ADA coverage.

Occupational Safety and Health Act

Regulates safety and health conditions in most private industries and some public-sector organizations.

Immigration Reform and Control Act of 1986

Required employers to verify employment eligibility of all new hires including U.S. citizens.

Why is recruitment difficult

Some organizations have policies that demand promotions from within, operate under union regulations, or offer low wages, which makes recruiting and keeping employees difficult or subject to outside influence and restrictions.14 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.

Equal Pay Act of 1963

Specified that men and women doing equal jobs must be paid the same wage.

Equal Employment Opportunity Act of 1972

Strengthened the Equal Employment Opportunity Commission (EEOC) and authorized the EEOC to set guidelines for human resource management.

recruitment

The set of activities for obtaining the right number of qualified people at the right time.

HR inventory:

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.

Job Analysis

a study of what is done by employees who hold various job titles

job specifications

a written summary of the minimum qualifications required of workers to do a particular job

reverse discrimination

discriminating against whites or when hiring or promoting

golden handshake

early retirement benefit to entice older employees to leave

Office of Federal Contract Compliance Programs (OFCCP)

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

These are some of the challenges and opportunities in human resources

ny 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 new levels of productivity—in other words, on people with good ideas. These are some of the challenges and opportunities in human resources:2 Uncertainty in global politics 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 Zers are entering the workforce and many baby boomers are delaying retirement (discussed in more detail later in the chapter). Shortages of trained workers in 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. Underemployed workers 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. 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. Page 270 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. A shift in employee attitudes toward work. Leisure time has become a much higher priority, as have flextime and a shorter workweek. An increased demand for temporary and part-time workers. A challenge 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, child care, drug testing, workplace violence, and opportunities for people with disabilities. Changes created by the Affordable Care Act (ObamaCare) that have added a large number of regulations that employers have to implement and track. Changes or replacement of ObamaCare will require learning new/different regulations, and so on. A decreased sense of employee loyalty, which increases employee turnover and the cost of replacing lost workers. Implementing human resource information systems (technology that helps manage HR activities such as payroll, benefits, training, recruiting, and so forth.

ban-the-box rule

prohibits asking questions about convictions on job applications and initial interviews

Comprehensive Employment and Training Act of 1973 (CETA)

provided funds for training unemployed workers

Manpower Development and Training Act

provided the training and retraining of unemployed workers

Employee Retirement Income Security Act of 1974 (ERISA).

regulated and insured company retirement plans

Things that impacted HR

significant changes in laws covering hiring, safety, unionization, equal pay, and affirmative action have also had a major influence.

HRIS (Human Resource Information System) is

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

Human Resource Management

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

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

accommodations for disabilities means

treating everyone according to their needs