C202
labor relations strategic plan
helps both the organization and the union to identify the goals desired individually or jointly and focus on the best ways to accomplish those goals.
A recruiter providing different information about his/her organization to different types of recruits
helps the organization maximize its appeal
An annual total compensation statement
helps to clearly communicate the value of benefits to employees.
The degree to which some employees have formal authority over others
hierchy
high performance work systems
high involvement or high committment organizations
similar - to - me effect
high ratings are given to someone because they are perceived as being similar to the rater
leniency error
high ratings given to all employees regardless of their performance
outsourcing
hiring an external vender to do work rather than doing it internally
job analysis
identifies the type of person best suited for a position
The Process of Staffing
identify nature of job identify potential recruits attract potential recruits entice chosen candidates retain successful employees and move them throughout the organization as needed
replacement cards
identifying, developing, and tracking employees to enable them to eventually assume higher level positions
Standard metrics that can be used for data - driven decision making
include absence rate, cost per hire and etc.
organizational culture
norms, values, and assumptions of organizational members that guide member's attitudes and behaviors
creative benefits
not legally required
disability insurance
not legally required
domestic partner benefit
not legally required
flexible spending account
not legally required
life insurance
not legally required
retirement plan
not legally required
unemployment insurance
not legally required
work/life benefits
not legally required
workout facilities
not legally required
semi - passive job seeker
not looking but updates online resume periodically
30 days
number of days to file alleged discrimination complaint
8 hours
number of hours must notify OSHA of workplace fatality or when 3 or more workers hospitalized
errors of ommission
occur when an employee receives an undeserved reward, when an employee who deserves a reward does not receive one
Creative benefits
offers sabbaticals, free food, onsite massages, and paid internships with nonprofit groups
horns effect
one negative factor infuences assessments of other areas of behavior or performance resulting in an inappropriately low overall performance rating
Halo effect
one positive factor influences assessments of other areas of behavior or performance resulting in an inappropriately high overall perfomance rating
What is the risk associated with HRM affecting the speed and effectiveness of talent acquisition?
operational risk
organizational growth
organic if growth happens as the organization expands from within by opening new factories or stores.
taxonomy of psychomotor learning
orientation adapttion complex overt response mechanism guided response set perception
career planning
part of the training and development function of human resources management
time to productivity
recommended strategic recruiting metrics
Relies on interpersonal and communication skills that convert leads into applicants and new hires.
recruiting
The activities that affect either the number or type of people willing to apply for and accept job offers.
recruiting
The goal of ergonomics
reduce environmental distractions
Benchmark jobs
refer to jobs that tend to exist across departments and across diverse organizations, allowing them to be used as a basis for compensation comparisons.
consideration
refers to the bargained-for exchange between the contract parties—something of value that must pass from one party to the other.
interractional fairness
reflects perceptions of the degree of respect and the quality of the interpersonal treatment received during the decision-making process.
collaboration strategy
relies havily on labor relations to pursue an interest - based approach to problem - solving
compliance strategy
relies heavily on the application of labor to enforce the rights and obligations created by statute and by contract
COBRA health coverage
required by law
FMLA leave
required by law
worker's compensation
required by law
agency shop
requires unionized workers to pay a fee to the union for its services in negotiating their contracts
Performance appraisal
results
ROI analysis
results
The specific subgoals for each unit that will be the focus of the performance management process
results
competitive advantage
results from a firm's ability to leverage its resources and capabilities that derive in part from its talent.
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
Fair Labor (FLSA)
a federal law which establishes minimum wage, overtime pay eligibility, recordkeeping, and child labor standards affecting full-time and part-time workers in the private sector and in federal, state, and local governments.
Scanlon plan
a group incentive plan that is based on implementing employee suggestions for lowering the cost per unit produced
Procedures for layoff, recall, discharge, and discipline
a mandatory bargaining subject and needs to be negotiated under a collective bargaining agreement
variable pay plan
a pay for performance plan that puts a small amount of base pay at risk, in exchange for the opportunity to earn additional pay if performance meets or exceeds a standard.
Presenteeism
a phenomenon where an employee physically comes to work but does not function at their full potential.
affective commitment
a positive emotional attachment to the organization and strong identification with its values and goals
Negotiation
a process in which two or more parties make offers, counteroffers, and concessions in order to reach an agreement.
collaborating
a situation in which the parties to a conflict each desire to satisfy fully the concerns of all parties
accommodating
a strategy for managing conflict that involves giving in to the other party's needs and desires while subordinating one's own
affective commitment
a strong emotional attachment to the organization and a willingness to exert considerable effort in behalf of it
a brand
a symbolic picture of all the information connected to a company or a product, including its image.
talent philosophy
a system of beliefs about how an organiztion's employees should be treated
Talent Philosophy
a system of beliefs about how its employees should be treated
a performance improvement plan
a tool to monitor and measure an employee's deficient work products, processes and/or behaviors to improve performance or modify behavior.
Profit sharing
a type of short- term incentive program where organizational revenues are distributed to all employees
OSHA standards
rules describing the methods employers must legally follow to protect their workers from hazards
Performance management directs and motivates employees, work groups, and business units to accomplish organizational goals by
setting specific goals to guide future behavior in the organization.
Hari is disturbed by the sexually offensive language generally used by his colleagues at his workplace.
sexual harassment - hostile work environment (recognized by the EEOC)
Lena is irritated and hurt because her colleague constantly tells her how inferior women are at sticking to deadlines.
sexual harassment - hostile work environment (recognized by the EEOC)
Ashcroft Lehman is demoted after complaining to the HR department about unwanted physical contact from his manager.
sexual harassment - quid pro quo harassment (recognized by the EEOC)
Mike is denied an almost definite promotion because he refused the advances of his supervisor.
sexual harassment - quid pro quo harassment (recognized by the EEOC)
Chein Hsu was once teased lightly about having a boyfriend by her colleagues.
sexual material in the work environment
Nicole is disturbed by the sexual content of an e-mail she accidently received from her co-worker.
sexual material in the work environment
When preparing an AAP
should be customized to reflect an employer's organizaional structure , policies, practices, programs and data.
Measurements and metrics
should be tied to business goals, drive employee behaviors and rewards
cumulative trauma disorders
skeletal and muscle injuries that occur when the same muscles are used to perform tasks repeatedly
A company rewards its associates with a higher pay based on their competency and the depth of their knowledge associated with the job
skill-based pay
The process of identifying qualified individuals and labor markets from which future employees may be hired.
sourcing
Uses analytical skills to generate recruiting leads
sourcing
The number of people reporting directly to an individual
span of control
codes of conduct
specifies expected and prohibited actions in the workplace and gives examples of appropriate behavior
What are core HRM functions in an organization? (What does HRM do?)
staffing
What are the primary HRM functions?
stafing health and safetly employee mgmt relations rewards and benefits training and development performance mgmt
continuance commitment
staying with an organization because of perceived high economic and/or social costs involved with leaving
job classification method
subjectively classifies jobs into an exiting hierarchy of grades and categories
Staffing
the function that involves planning, acquiring, deploying, and retaining employees to meet the organization's talent needs.
Job pricing
the generation of salary structures and pay levels for each job based on the job evaluation data.
Interest-based bargaining is used to resolve disputes which focuses attention on the problem, not the parties
an advantage of a collaboration strategy for labor relations
Can an employee quit without notice?
an at-will employee, is free to quit job whenever he/she wishes, for any reason, with/without notice. However, employment contracts for something other than at-will employment means must abide by terms of agreement.
Hostile environment harassment
an employee has a wallpaper of a nude woman in a provocative pose on his PC
adverse impact
an employment practice has a disproportionate effect on a protected group, regardless of its intent
independent contractor
an individual or business that provides services to another individual or business that controls or directs only the result of the work
Workplace violence
any act or threat of physical brutality, harassment, intimidation, or other threatening disruptive behavior that occurs at the workplace.
The National Labor Relations Act of 1935
approved by Congress to encourage a healthy relationship between private-sector workers and their employers
The negative spillover effects caused by lower-skilled front line recruiters
are NOT negligible
fixed rewards
are all types of pre-determined compensation, including salary and benefits.
Scanon plans
are gain sharing programs based on implementing employee suggestions for lowering the cost per unit produced
preventable turnover
avoidable
Occupational Safety and Health Administration (OSHA)
created by the Occupational Safety and Health Act to set and enoce protective workplace safety and health standards
employer brand
created to manage internal and external perceptions of what it is like to work in a company and summarizes what an employer offers to employees.
Goals, coaching, and feedback
critical to successful performance management
barriers in the terms and conditions of employment
employer policies that are not family friendly
sourcing
finds the sources of potential applicants who will best meet the firm's staffing goals.
performance culture
focuses on hiring, retaining, developing, motivating, and making work assignments based on performance data and results
performance management
focuses on improving both organizational and individual performance through "relating" organizational performance objectives (which tend to be different from performance management objectives) to individual employee performance objectives.
The degree to which organizational rules, procedures and communications are documented
formalization
vaccination
function of an RJP manages employee expectations and allows them to develop coping mechanisms to deal with unpleasant features of the job.
the departure of a poor performer that could benefit the organization
functional
The most important part of the performance management process is
the ongoing communication between the supervisor and the subordinate about measurements.
Human resource management
the organizational function responsible for attracting, hiring, developing, rewarding, and retaining talent
Fairness perceptions are strongly related to
the perceived accuracy of the ratings received
distributive fairness
the perceived fairness of the outcomes received.
Check My Work Consolidated Omnibus Budget Reconciliation Act (COBRA) of 1986:
gives workers and their families who lose their health benefits the right to choose to continue group health plan benefits
Fairness in employment practices centers on
giving people equal rewards for accomplishing the same tasks.
The Weingarten rights
granted to the employees by the U.S Supreme Court to guarantee employees the right to union representation during investigatory interviews by the employer
succession planning
graphical representation showing current job holders, possible successors, and each successors readiness to assume the job
Back injuries
greatest percentage of costs for permanent disability claims.
protected classes
groups underrepresented in employment
WEINGARTEN rights
guarantee employees the right to union representation during investigatory interviews by the employer.
ethics
the standards of moral behavior that define socially accepted behaviors that are right as opposed to wrong
total rewards
the sum of all the rewards employees receive in exchange for their time, efforts, and performance
Upward reviews
the target employee is reviewed by one or more subordinates
Recruitment spillover effects
the unintended consequences of recruiting activities
fair discrimination
when only objective, merit - based and job - related characteristics are used to determine employment - related decisions
When is external hiring better suited to an organization than internal hiring
when the organization wants to break new ground with product development.
a type of insurance that replaces wages and medical benefits for employees injured on the job in exchange for relinquishing the employee's right to sue the employer for negligence.
workers compensation
It focuses on incremental changes to existing processes.
workflow analysis
avoiding
A conflict-resolution technique that occurs when one party refuses to talk anymore about the issue and physically leaves. This is an example of a lose-lose conflict-resolution technique. This technique is also known as withdrawal.
progressive discipline plan
A formal discipline process in which the consequences become more serious if the employee repeats the offense.
an advancement and promotion barrier identified by the EEOC
A lack of universal employee access to informal employee networks
requires an offer, acceptance of that offer, and sufficient "consideration " to make the contract valid
A legally binding and enforceable employment contract
Pregnancy Discrimination Act
Act that prohibits discrimination on the basis of pregnancy, childbirth, or related medical conditions.
essay appraisal system
Advantage: rater broad latitude in what areas of performance are covered Disadvantage: Legnthy and difficult to compare employees
ACA
Affordable Care Act
ADEA
Age Discrimination Employment Act; forbids discrimination against any person aged 40+ in hiring, firing, promotion, or other aspect of employment
human resource planning
Aligning the organization's human resources to effectively and efficiently accomplish the organization's strategic goals
Section 503 of the Rehabilitation Act
An equal employment opportunity program that applies to federal contractors and subcontractors administered and enforced by The Office of Federal Contract Compliance Programs
IRCA.
(1986) Immigration Reform and Control Act -offered amnesty to approx. 3.7 million undocumented immigrants who continuously resided in U.S. before Jan. 1, 1982; made it illegal for employers to knowingly hire undocumented workers
overtime pay under the FLSA
If an employee works unauthorized overtime, it must be paid
USERRA
Uniformed Services Employment and Reemployment Rights Act of 1994. Prohibits employment discrimination against a person on the basis of past military service, current military obligations, or intent to serve
Why have the rates of unionization in the U.S. fallen over the past few decades?
Unionized companies raise wages and benefits for their workers, which puts them at a cost disadvantage
the Civil Rights Law of 1991
United States labor law, passed in response to United States Supreme Court decisions that limited the rights of employees who had sued their employers for discrimination.
drawbacks of stock options as incentives
They may compensate employees for reasons unrelated to employee performance
Mergers and Acquisitions
Two companies with distinct cultures are merged to form a new culture.
at - will employment
U.S. labor law for contractual relationships in which an employee can be dismissed by an employer for any reason (without "just cause" for termination), and without warning.
A bona fide occupational qualification refers to
a characteristic that is essential to the successful performance of a relevant job function
workplace tort
a civil wrong in which an employer violates a duty owed to its customers or employees
negligent hiring
a company is considered responsible for the damaging actions of its employees if it failed to exercise reasonable care in hiring the employee who caused the harm
professional employer organization
a company that leases employees to companies that need them
code of ethics
a decision making guide that describes the highest values to which an organization aspires
competing
a desire to satisfy one's interests, regardless of the impact on the other party to the conflict
Lower level management may believe that upper management has "sold out" to the union
a disadvantage of a collaboration labor relations strategy
Americans with Disabilities Act of 1990
Employers are prohibited from asking applicants about their physical disablements or medical history before offering employment
FMLA
Family Medical Leave Act Allows at least 12 weeks of unpaid family or medical leave at organizations with 50+ employees
A pregnant woman seeking leave from her company is protected from losing her job by two employment-related acts.
Family and Medical Leave Act and Pregnancy Discrimination Act
Identifying the reasons for the merger or acquisition
HR issue associated with the precombination stage of a merger or acquisition
What HR management activity is designed for optimum efficiency and performance?
HR planning
employee engagement
HRM metric used to estimate the level of employee satisfaction with the company
Procedure for layoff
MANDATORY subject applicable to the bargaining issues of a collective bargaining agreement
Seniority
MANDATORY subject applicable to the bargaining issues of a collective bargaining agreement
overtime
MANDATORY subject applicable to the bargaining issues of a collective bargaining agreement
7 calendar days
-loss of consciousness -death -restricted work activity / job transfer -medical treatment beyond first aid -formal diagnosis - chronic irreversible disease, punctured eardrum, -fractured or cracked bone
perspectives measured by the balanced scorecard performance management system?
1. Learning and growth outcomes 2. Customer outcomes
Steps in the Performance Management Process
1. Link short/ long-term goals to mission and business strategy 2. Identify subgoals 3. Communicate goals 4. Create work processes and assign resources 5. Measure progress 6. Regularly assess performance 7. Regularly give feedback 8. Identify and overcome obstacles 9, Reward
Under which two circumstances is high goal committment achieved under Kirkpatrick's Training Evaluation Model
1. Performer is convinced that the goal is important 2. Performer is convinced that the goal is attainable
management rights in typical labor agreements negotiated by collective bargaining
1. The right to identify the business objectives of the company 2. The right to take disciplinary action against an employee for cause 3. The right to determine the uses to which the company's material assets will be devoted
why the rates of unionization in the U.S. have fallen over the past few decades?
1. Unionized companies raise wages and benefits for their workers, which puts them at a cost disadvantage 2. In an increasingly globalized, very fast-moving world, unionized companies may not be able to adjust as quickly.
5 step to effective training
1. needs assessment 2.learning objectives 3.training program 4.implementation 5. evaluation
Ethical Dilemma Resolution approaches
1. utilitarian - consequence 2. rights standard - HRBAP 3. fairness standard - Just 4. common good - Benefit 5. virtue standard - Moral
Equal Pay Act
1963 law that required both men and women to receive equal pay for equal work
5 characteristics identified by J. Richard Hackman and Greg Oldham which together determine a job's motivating potential
A - Skill variety, B - Task identity, C - Task significance, D - Autonomy, E - Task feedback
vision
A company's long term goals regarding what the organization wants to become and accomplish, describing its image of an ideal future
affirmative action
A policy designed to redress past discrimination against women and minority groups through measures to improve their economic and educational opportunities
OSHA INSPECTIONS
ARE conducted onsite or via telephone by highly trained compliance officers and always initiated with advance notice.
relies heavily on labor relations to pursue an interest-based approach to problem solving
Collaboration strategy
second step in a continuous performance appraisal
Communication
fallout of unethical behavior
Competitive advantage is achieved by sourcing employees from competitors.
a top drivers of employee attraction to join an organization
Competitive health care benefits
What risk is posed by legal ramifications arising from employee actions particularly in the areas of diversity, health and safety, union relations, whistleblowers, and harassment?
Compliance risk
exempted from the FLSA minimum wage and overtime pay requirements?
Creative professionals
3% × years of service × Average Financial Compensation (AFC)
Defined benefit retirement plan
Concept of four - level training evaluation (reaction, learning, behavior and results) is given by
Donald Kirkpatrick
How can HRM create the foundation for the success of a merger or acquisition?
Due - diligence. Spotting risks, assessing cultural fitnesss/vision of new company, HR alignment, education, evaluating impact of learning and development. Meld, maintain staus quo or effect change
forced ranking method
Each employee given a specific rank
A self-funding form of organizational incentive
Employee stock ownership plan
cafeteria plan
Flexible benefits plan
To provide the most effectual feedback
Focus on the specific behavior or performance Be supportive and provide feedback
violation of the OSHA record keeping rule
Having safety incentives that dissuade workers from reporting injuries
HIPPA
Health Insurance Portability and Accountability Act - 1996- written to protect the privacy of health info.
Wagner act
Hours, wages, and other terms and conditions of employment are areas of mandatory collective bargaining between management and unions
How does HRM support organizational leadership?
Human resource compliance, balancing policy an legal requirements, and keeping employees engaged , motivated and productive.
Allowing workers to refuse to handle goods produced by non-union companies Union shop clauses in right-to-work states
ILLEGAL subject applicable to the bargaining issues of a collective bargaining agreement
employer's responsibility under OSHA
Inform employees about chemical hazards through training, labels, alarms, and other methods
a fundamental principle of integrative negotiation
Insist on objective fairness criteria for the negotiated agreement (win - win)
a win-win negotiation
Integrative negotiation
workers' compensation
Is an insurance program that provides income for workers who are injured or develop a disability or disease as a result of their job.
the critical incident appraisal method
It cannot be easily used to compare employees.
domestic partner benefits
It does not require the domestic partner to be legally married to the employee.
progressive discipline method
It generally uses increasingly severe measures to correct an employee.
an advantage of a collaboration strategy for labor relations
It makes it easier to implement decisions as both parties have a hand in decision-making Interest-based bargaining is used to resolve disputes which focuses attention on the problem, not the parties
a disadvantage of collaboration labor relations strategy
It takes longer duration than traditional bargaining.
reasonable accommodation
Modifications or adjustments to a job or job application process that accommodate persons with disabilities but do not impose a disproportionate or undue burden on the employer.
What states are NOT at - will?
Montana
OSHA
Occupation Safety and Health Administration: Mission is to assure safety and health of America's workers by setting and enforcing standards; providing training, outreach, and education; establishing partnerships, and encouraging continual improvement in workplace safety and health.
disparate treatment
Occurs when protected classes are intentionally treated differently from other employees or are evaluated by different standards.
Pre-employment drug testing Unfair labor practices Pension benefits
PERMISSIVE Mandatory subject applicable to the bargaining issues of a collective bargaining agreement
forced distributive method
Percentages used to discriminate employees
used to compare employee performance to a set of standards to identify a number or letter that represents the employee's productivity levels
Performance rating methods
a function of RJPs
Presenting candidates an honest and objective picture of a job
unemployment compensation
Provides temporary and partial wage replacement to involuntarily unemployed workers who were recently employed through state and federal payroll taxes
BFOQ
Race and color can never be considered a Bona Fide Occupational Qualification
performance feedback for employees
Ratings from non-supervisors are generally used only for employee development and performance evaluations
an advantage associated with being a pay follower
Reduced salary expenses
unlawful employment practices
Refers to employment decisions that violate a federal, state, or local employment law, for example by unfairly discriminating against people with legally protected characteristics including pregnancy, religion, or age.
fair discrimination
Refers to employment related decisions made using only objective, merit-based, and job-related characteristics.
unfair discrimination
Refers to employment-related decisions and actions that are not job-related, objective, or merit-based.
Staffing functions
Separations due to poor performance, layoffs, or restructuring as well as employees quitting
General duty clause
Statement in Occupational Safety and Health Act that requires employers subject to OSHA to provide employees with a safe and healthy work environment.
the continuous performance appraisal process
Support is offered to the employee to achieve his/her goals A meeting is conducted and the employee is allowed to express his/her views
Mediation
The act or process of using an intermediary to effect an agreement or reconciliation.
core values
The enduring beliefs and principles that guide an organization's decisions and goals.
equal employment opportunity
The equal right of all citizens to the opportunity to obtain employment regardless of their gender, age, race, country of origin, religion, or disabilities.
mission
The organization's basic purpose and the scope of its operations.
why organizations tie pay to performance
To improve productivity
Taking a strong position on an issue
acceptable under law regarding collective bargaining
A company rewards its sale persons on commission-only basis to increase sales
achieving set financial targets through selling
critical incident appraisal method
advantage: helps to communicate specific behavioral examples disadvantage: time-consuming to record specific incidents and can not be used to compare employees
graphics rating system
advantage: reliable disadvantage: employer and rater disagreement over appropriate rating
forced - choice rating system
advantage; reduced bias due to score knowledge disadvantage: raters don't feel trusted and dislike method
"A substantially different rate of selection in hiring, promotion, or other employment decision which works to the disadvantage of members of a race, sex, or ethnic group."
adverse impact / disparate impact
Jurisdictional strikes
affirm members' rights to certain job assignments.
HRM professional
align the talent philosophy and HRM strategy with the business strategy and company values
indirect financial compensation
all tangible and financially valued rewards that are not included in direct compensation, including free meals, vacation time, and health insurance
union shop
all workers are unionized in a unionized workpace and forced to pay dues
A web-based multi-source feedback system
allows employees to contribute information to their colleagues' reviews
A company uses employee reward programs in which employees can thank their coworkers. The company also provides employees other incentives such as flexitime and telecommuting
alternative reward
task aquantance
amount and type of work contact an evaluator has with the person being assessed.
a performance measurement system that translates the organization's strategy into financial, business process, learning and growth, and customer outcomes.
balanced scorecard
Long-term observation
behavior
stereotype
believing that everyone in a particular group shares certain characteristics or abilities or will behave in the same way
Integrative negotiation
beneficial in collective bargaining as it helps to build long-term relationships and minimizes bad feelings between the parties.
What is the impact of HRM on business strategy?
biggest influence on organizational performance when they are aligned
It involves a redesign of business processes to achieve large improvements in speed, service, cost, or quality.
business process reengineering
It starts with a clean slate in identifying the best processes for the company's needs.
business process reengineering
corporate social responsibility
businesses showing concern or the common good and valuing human dignity
How does HRM strategy support organizational change?
by carrying out its 6 functions: compensation management benefits evaluation and administration recruitment/talent acquisition performance appraisal and management, employee and labor relations training and development
The earnings on Roth contributions
can be withdrawn tax free as long as the distribution occurs at least 5 after the first Roth contribution and the individual is at least 59 1/2 1/2 years old.
The labor market during the time of an employee's hire
can result in differing pay for employees in the same job.
errors of commission
can undermine the motivation of coworkers of the employee erroneously receiving an award, particularly high performing employees who actually deserved the award.
Spouses that are covered under the COBRA health coverage plan
cannot avail domestic partner benefits
The degree to which power and decision-making authority concentrated at higher levels of the organization rather than distributed
centralization
shared service center
centralizes routine, transaction - based HRM activities
A shared service provider
centralizes the routine, transaction-based HRM activities including payroll, benefits administration, and employee exit surveys.
bona fide occupational qualification
characteristic that is essential to the successful performance of a relevant job function
succession management
common internal recruiting source
If the assembly engineers and sales executives at Roller Auto Corp. are deemed to have jobs of equal importance, their pay should be the same
comparable worth
ranking method
compares jobs to each other based on their overall worth to the organization or their relative difficulty to rank them from most to east valuable
race norming
comparing an applicant's scores only to his or her own racial subgroup and setting separate passing or cutoff scores for each subgroup
any characteristic used to provide a basis for judging a job's value
compensable factor
direct financial compensation
compensation received in the form of salary, wages, commissions, stock options, or bonuses
Rewards
compensation, praise, and recognition
employee associations
composed of professional employees
trade union
composed of skilled employees in a single trade
industrial unions
composed primarily of semiskilled employees in the manufacturing profession
compromising
conflict management by negotiating or bargaining; seeking a middle way
stakeholder perspective
considering the interests and opinion of all people, groups, organizations, or systems that affect or could be affected by the organization's actions
Problem-focused
coping strategies deal directly with the cause of stress.
the first step in a typical progressive discipline plan
counseling
talent inventories
database summarizing employee's competencies, qualifications, languages spoken, etc.
business strategy
defines and is an outline detailing how an organization will compete in a particular marketplace.
performance plan
describes desired goals and results, how results will be measured and weighted, and what standards will be used to evaluate employee results
affirmative action plan
describes in detail the actions to be taken, procedures to be followed and standards to be met when establishing an affirmative action program
recruiting
determines the characteristics, abilities, and motivations of future employees, thereby creating an impact on training, compensation, and performance management systems.
advancement and promotion barriers
different performance standards for different classes of employee
bonuses
direct compensation
salary
direct compensation required by law
The degree to which employees specialize
division of labor
open shop
does not discriminate based on union membership in employing or keeping workers
competitive advantage
doing something differently from the competition that leads to outperformance and success
the departure of a successful employee who the company would have liked to retain
dysfunctional
the departure of effective performers the company would have liked to retain.
dysfunctional turnover
For ratings to be effective
employees must accept the rating process and believe that it is fair
Worker Adjustment and Retraining Notification Act (WARN) of 1988
employers with 100+ employees must give at least 60-day notice to workers of plant closings or mass layoffs of 50+ (excludes PT workrs)
Immigration Reform and Control Act of 1986
employers with 4+ employees must verify employment eligibility of all hired; only US citizens, nationals of US and alien authorized to work in US eligible for employment
Consoidated Omnibus Budget Reconciliation Act (COBRA) of 1986
employers with group health plans and 20+ employees in prior year must offer continued health care and dental insurance coverage to terminated employees for limited periods of time
The Title VII of the Civil Rights Act of 1964
employment discrimination based on race, color, religion, sex, or national origin
preferential treatment
employment preference given to a member of a protected group
Benefits derived from social responsibility include
enhanced organizational efficiency and attracting people who want to work for the firm
The goal of performance management is to
ensure that all employees perform at least to set standards.
Codetermination
ensures that workers interests are considered at the strategic level of the firm.
Wagner
entitles employees to get rid of their union through a decertification election.
4 types of organizational culture
entreprenueral burocratic consensual competitive
Personality and values assessments
evaluative assessment method
Unstructured interview
evaluative assessment method
inclusion
everyone feels respected and listened to, and everyone contributes to his or her fullest potential
Restaurant chain Cracker Barrel put interactive features on its website to expose potential applicants to its culture and give them insights into their fit with the company
example of a realistic job preview
An assessment of how much a manager is satisfied with the hiring process
example of strategic recruiting metrics
closed shop
exclusively employs people already union members
employee
execute HRM strategies and policies using the tools provided by HRM department
incentive plans for special situations
executive sales incenting innovation
A sales director receives bonuses based on incremental revenue growth turnover apart from his base salary and other incentive such as interest free loans and holiday packages
executive incentive
Internal equity
exists when employees perceive their pay to be fair relative to the pay of other jobs in the organization
mobility barriers
factors that make it harder for an employee to leave an organization
recruiting barriers
failing to advertise widely in order to attract diverse applicants
termination and downsizing barriers
failing to provide counseling, job placement assistance, and training to laid-off employees
successful job performer
false negative
In a high-risk job like, for example, the production and containment of an extremely hazardous substance, which selection error is most problematic
false positive
Fair Labor Standards Act
federal laws sets benchmarks for minimum wages, overtime pay, and equal pay for men and women performing the same jobs
normative commitment
feeling obliged to stay with an organization for moral or ethical reasons
medical insurance
indirect compensation
social security
indirect compensation
transportation allowances
indirect compensation
tuition reimbursement
indirect compensation
workers compensation insurance
indirect compensation
An organization should use an incentive strategy with a high level reward differentiation
individually by employees in a relatively independent work environment consisting of both high and low performers
An electrical workers union that consists of all workers employed in the electrical goods manufacturing companies irrespective of their occupation
industrial union
First impression bias
initial judgements influence later assessments
Employee wellness programs
initiatives designed to increase company performance or employee performance or morale through improved employee health.
disparate treatment
intentional discrimination
exists when employees perceive their pay to be fair relative to the pay of other jobs in the organization.
internal equity
workflow analysis
investigates how work moves through an organization to identify changes to increase efficiency and better meet customers' needs.
unpreventable turnover
involuntary
multi - source assessments
involve performance feedback from the employee's supervisor as well as other sources that are familiar with an employee's job performance.
Ergonomics
involves designing the work environment to reduce the physical and psychological demands placed on employees.
How does HRM strategy support business strategy?
involves executive leadership teams conferring with human resources experts to develop complementary goals for human resources and the overall business. Also, organizational efficiency, revenue growth, and effective risk management
orientation
involves processing employment-related paperwork, acquiring necessary passwords and identification cards, and establishing relevant technology such as email and telephone numbers.
self - selection
is a function of an RJP which provides a more balanced picture of the job and organization and allows applicants to drop out if the opportunity is not a good match for them.
An organization's talent philosophy
is a system of beliefs about how its employees should be treated, typically shaped by its founders
Preferential treatment
is employment preference given to a member of a protected group
adverse impact
is unintentional discrimination in which there is a substantially different rate of selection in hiring, promotion, or other employment decisions that works to the disadvantage of members of a particular race, sex, age, ethnicity, or protected group.
Why is HRM important to organizational performance?
it creates the system that acquires, motivates, manages, and retains the talent that determines the organization's success.
In change management, when quick and radical change is necessary
it may be appropriate to use coercion
Ranking method
job evaluation technique that subjectively compares jobs to each other based on their overall worth to the organization
manager
keep the HRM system accurate and current with regard to skills and certifications
Wendy feels she should stay with her company even though they cannot afford to promote her because they gave her extended leave with pay during an illness
normative commitment
form 300
law requires department to LOG (DOCUMENT) each injury/illness (WORK RELATED)
organizational culture
learned mindset. The shared social knowledge within an organization regarding the rules, norms, and values that shape the attitudes and behaviors of its employees
Interviews
learning
Pre and post training tests or assessments
learning
Simulations
learning
observation
learning
passive job seeker
least likely to be reached through traditional job advertising methods, and recruiting these people requires the most proactive and strategic sourcing and recruiting effort..
human resource strategy
links the entire human resource funcion with the firm's business strategy
An interviewer is rude in the way he treats the applicant
low interactional fairness
Stan believing that she did not get a promotion because her boss had an implicit favorite
low procedural fairness
golden parachute
lucrative benefits including bonuses and stock options given to executives in the event a company is taken over
National Labor Relations Act of 1935
major federal employment law that prohibits retaliation against employees seeking to unionize
College undergraduates' employer images
malleable and independent of organization's corporate image.
avoidance strategy
management engages in awful or unlawful efforts to prevent a union from forming or seeks the decertification of an existing union
lockout
management keeps employees away from the workplace and uses management staff or replacements to run the business
cannot impose a settlement.
mediator
Point factor
method of job evaluation that uses a set of compensable factors to determine the value of each job.
fraudulent recruitment
misrepresenting the job or organization to a recruit
desirable work attributes that competing employers lack
mobility barrier
extensive training in a company's processes and procedures that are unique to that company
mobility barrier
stock options requiring employees to stay with the company to receive their full financial value
mobility barrier
Business ethics deals primarily with
moral obligation.
Pierre takes a utilitarian viewpoint of ethics. He will therefore judge a business decision to be ethical so long as
more good than bad results from the decision
A company motivates employees to develop different skills so that it is easier for the company to allot and manage work.
multi-crafting
360-degree assessment
multi-source assessment
Unions impact the compensations and benefits of the employees by
negotiating for pay raise policies that avoid merit pay and demanding for a fixed amount of income to the retirees.
collective bargaining
negotiation of wages and other conditions of employment by an organized body of employees.
includes a range of possible pay for a group of jobs
pay grade
Small-business owner Jason is thinking about giving a potential customer an expense paid vacation to Las Vegas for her and her husband. When asked if he is being ethical, Jason replies, "Look whatever works, works." Which ethical principle is Jason most likely using?
pragmatism
continuous performance appraisal
preparation, communication, and follow through
Unethical behavior is often triggered by
pressure from higher management to achieve goals and/or an organizational atmosphere that condones such behavior
remission error
pressure to make unethical choices
employee handbook
print or online materials that document the organiztion's HRM policies and procedures
How can human resource managers serve as internal consultants for managers?
proactive advisor providing critical input into strategic initiatives and become increasingly involved in implementation of strategies
The Rehabilitation Act of 1973
prohibits descrimination against qualified individuals with a disability
Vietnam Era Veterans' Readjustment Assistance Act of 1974 (VEVRAA)
prohibits discrimination against and requires affirmative action for disabled vets as well as other categories of vets
Title VII of the Civil rights Act
prohibits discrimination in employment based on five criteria: race, color, religion, gender, or national origin
Uniformed Services Employment and Reemployment Rights Act of 1994
prohibits discrimination on the basis of military service; allows people who enter military for up to 5 years to return to their private sector jobs without risking seniority or benefits
National Labor Relations
protects employees from being retaliated against—fired or disciplined
ERISA
protects employees' retirement benefits from mismanagement.
consolidated omnibus budge reconciliation act
provides a continuation of group health coverage for employees and qualified beneficiaries that might otherwise be terminated when an employee experiences a qualifying event.
central tendency
rating all employees in the middle scale regardless of their performance
Participant behaviors
reaction
Surveys
reaction
feedback forms
reaction
Kirpatricks training evaluation model
reaction learning behavior results
Implicit employment contracts
tend to be the norm for a majority of positions in most organizations.
unionization and shared governance
tend to have a LESS influence on organizational performance
Task acquaintance
the amount and type of work contact an evaluator has with the person being assessed
According to Kirkpatrick's training and learning evaluation model
the benefits accrued to the organization from a training program is measured by the results level of training and evaluation.
common law
the body of case - by - case court decisions that determines what is legal and what remedies are appropriate
situational interview
the candidate is asked how he/she might react to hypothetical scenarios
case interview
the candidate is given a business situation, challenge, or problem and asked to give well thought out solution.
functional turnover
the departure of poor performers.
wage differentials
the differences in wages between workers, groups of workers, or workers within a career field
Employment at will
the employment relationship can be legally terminated by either party at any time for just cause, no cause, or even a cause that is morally wrong as long as it is not illegal
utilitarian standard
the ethical action best balances good over harm
virtue standard
the ethical action is consistent with certain ideal virtues inclusing civility, compassion, benevolence, etc.
rights standards
the ethical action is the one that best respects and protects the moral rights of everyone affected by the action
common good standard
the ethical action shows respect and compassion for all others, especially the most vulnerable
fairness standard
the ethical action treats all people equally, or at least fairly, based on some defensible standard
functional
the experience of a manageable level of stress that generates positive emotions including satisfaction, excitement, and enjoyment.
Systematic procedure in which people contribute in organizational goals achievement by acquiring capabilities is classified as
training
Affirmative action plans should be remedial
true
Disparate treatment is caused due to discriminatory actions or policies, whereas disparate impact is caused from facially neutral actions or policies.
true
In some situations a company action can be legal, yet still unethical
true
unsuccessful job performer
true negative
selected applicant
true positive
the employer discharges the employee due to poor performance, misconduct, reorganization , etc
unavoidable
boycott
union members refuse to use or buy firms products to exert economic pressure on management
strike
union members refuse to work halting production or services
quid pro quo harassment
unwanted verbal or physical conduct of a sexual nature made as a term or condition of employment or as a basis for employment and/or advancement decisions
hostile environment harassment
unwanted verbal or pysical conduct of a sexual nature creates a hostile, intimidating or otherwise offensive working environment
sexual harassment
unwelcome sexual advances, requests for favors, and other verbal or physical conduct of a sexual nature
Behaviorally anchored scales
use a set of behavioral statements describing good or bad performance with respect to important work qualities including organizing abilities, adaptability, and relationship building.
chat room postings and blogs
useful sourcing strategies
point factor method
uses a set of compensable factors to determine a job's value
behavioral interniew
uses information about what applicant had sone in the past to predict future actions
position analysis questionnaire
uses statistical determinations of how the labor market is actually valuing worker characteristics
reinforces the competitive advantage of cost efficiency because the pay system helps to control labor costs.
variable pay
unstructured interview
varying questions, no standard for evaluating answers
unlawful employment practices
violations of federal, state, or local employment laws
Type of learners who focus on graphics and process and purpose of training are classified as
visual learners
the employee chooses to leave for personal or professional reasons
voluntary
Wage difference based on performance
wage difference maximizing motivation
Wage differences based on seniority
wage difference maximizing motivation
Wage differences based on tenure
wage difference maximizing motivation
Wage differences based on cultural similarity
wage differential likely to be viewed as inequitable
Wage differences based on gender
wage differential likely to be viewed as inequitable
unfair discrimination
when employment decisions and actions are not job - related, objective, or merit - based