Chapter 12-Managing Human Resources

Quid Pro Quo

"this for that" sexual harassment

*Equal Pay Act year*

1963

Age Discrimination in Employment Act (ADEA) year

1967

*Occupational Safety and Health Act (OSHA) year*

1970

Vocational Rehabilitation Act year

1973

*Americans with Disabilities Act year*

1990

*Civil Rights Act year*

1991

Family and Medical Leave Act year

1993

Health Insurance Portability Accountability Act (HIPPA) year

1996

Patient Protection and Affordable Care Act (PPACA) year

2010

A __________ is a process that uses multiple raters, including self-rating, to assess employee performance and guide development.

360-degree feedback

It is estimated that up to ______% of Americans are in part-time, contact, or other type of nonstandard jobs

40

The steps, in order, or recruiting

HR planning Choose recruiting sources Select the candidate Welcome the new employee

What was the first state to pass a law making it illegal to ask job applicants for their social networking passwords?

Maryland

Job description

a clear and concise summary of the specific tasks, duties, and responsibilities

Job analysis

a systematic process of gathering and interpreting information about essential duties, tasks, and responsibilities of a job, as well as about the context

Characteristics of employee contributions

ability, education and experience, creativity, commitment, expertise and knowledge

Recruiting

activities or practices that define the characteristics of applicants to whom selection procedures are ultimately applied

Compensation

all monetary payments and all goods or commodities used in lieu of money to reward employees

What was the Patient Protection and Affordable Care Act (PPACA)?

allows employees to switch health insurance plans when changing jobs and get the new coverage regardless of preexisting health conditions; prohibits group plans from dropping a sick employee

What was the Health Insurance Portability Accountability Act (HIPPA)?

allows employees to switch health insurance plans when changing jobs and get the new coverage regardless of preexisting health conditions; prohibits group plans from dropping a sick employee

Internship

an arrangement whereby an intern exchanges free or low-cost labor for the opportunity to explore whether a particular career is appealing or to gain valuable work experience in a particular field

Most frequently used selection devices are....

application form, interview, and employment test

Characteristics of selecting the candidate

application, interview, tests

Cabinets and Bins is a new storage furniture company that is in the process of recruiting staff. The CEO of the company wants to market his company as an environment that is highly creative and encourages staff to think critically. How can the CEO attract and recruit the right kind of workers?

by developing a strong employer brand

Exit interviews

can be used to learn about dissatisfaction and reason for departure

Sadia recently submitted a resume and cover letter to a small marketing firm and is invited for an interview. At her interview; however, the company representative is short with her and does not give her ample time to respond to his questions. Sadia suspects that she is being discriminated against because she is Muslim and is wearing a hijab. Which of the following laws will protect Sadia in the event she decides to press charges against the firm?

civil Rights Act, Title VII

Another name for skill-based pay

competency-based pay

Which federal regulation requires continued health insurance coverage (paid by employee) following termination?

consolidated Omnibus Budget Reconciliation Act

Temporary workers, contract employees, or leased employees are all examples of __________ workers.

contingent

Behaviorally anchored rating scale (BARS)

developed from critical incidents pertaining to job performance

In the matching model, company's needs would be matched with what?

employee contributions

In the matching model, company inducements would be matched with what?

employee's needs

Skill-based pay

employees with higher skill levels receive higher pay than those with lower skill levels

Selection process

employers assess applicants' characteristics in an attempt to determine the "fit" between the job and applicant characteristics

*What was the Occupational Safety and Health Act (OSHA)?*

establishes mandatory safety and health standards in organizations

3 parts to company strategy

find the right people, maintain an effective workforce, and manage talent

Realistic job previews (RJPs)

give applicants all pertinent and realistic information-positive and negative- about the job and the organization

__________ refers to the design and application of formal systems in an organization to assure the effective and efficient use of human talent to accomplish organizational goals.

human resource management

Another name for pay-for-performance

incentive pay

Employment tests

include cognitive ability tests, physical ability tests, personality tests, and brainteasers.

Suppose that after forecasting the needs of the company, the president and human resource managers at Stagecoach decide to restructure the organization and to develop two high-level positions: one to oversee marketing and the other to oversee the expansion of the company in other European countries. They are looking for individuals who understand the organization's mission and values. Which of the following would be most advantageous for Stagecoach?

internal recruiting

Job-based pay

linking compensation to the specific tasks an employee performs

Contingent workers keep costs _______.

low

Strategic role of HRM

must drive organizational performance; it's competitive advantage

Stereotyping

occurs when a rater places an employee into a class or category based on one or few traits or characteristics

Discrimination

occurs when hiring and promotion decisions are made based on criteria that are not job-relevant

Jon was hired as a new manager and worked closely with Christine, a supervisor who had worked for the company for over a decade. For the first few weeks, Jon shadowed Christine and learned company policies and procedures through hands-on experiences. At the end of his first three months, Jon received a performance appraisal interview from Christine. He recalls feeling defeated after his evaluation because Christine gave him poor scores in most of the areas. He believes that Christine ranked him poorly because he was young and was just learning how to adjust to his new position. Identify the training method employed here, as well as Christine's performance evaluation error.

on-the-job training, stereotyping

New social contract between organization and employee

open market, employees come and go; looking for the next opportunity

Job specification

outlines the knowledge, skills, education, physical abilities, and other characteristics needed to perform the job adequately

Old social contract between organization and employee

passive but with job security

Characteristics of company inducements

pay and benefits, meaningful work, advancement, training, challenge

Myra's company recently decided that in order to cut costs, they needed to change their compensation structure. Currently, full-time staff persons are paid a salary biweekly and are given a bonus every year. The company president wants to continue paying biweekly salaries but also wants to figure out a different structure for paying bonuses. What can the president implement to better manage his company?

pay-for-performance

Contingent workers

people who work for an organization, but not on a permanent or full-time basis

What was the Age Discrimination in Employment Act (ADEA)?

prohibits age discrimination and restricts mandatory retirement

*What was the Americans with Disabilities Act?*

prohibits discrimination against qualified individuals by employers on the basis of disability and demands "reasonable accommodations" be provided for the disabled to allow performance of duties

What was the Vocational Rehabilitation Act?

prohibits discrimination based on physical or mental disability and requires that employees be informed about affirmative action plans

*What was the Equal Pay Act?*

prohibits sex differences in pay for substantially equal work

*What was the Civil Rights Act?*

provides for possible compensatory and punitive damages, plus traditional back pay, for cases of intentional discrimination brought under Title VII of the 1964 Civil Rights Act. Also shifts the burden of proof by the employer

Rightsizing

reducing the company's workforce intentionally to the point where the number of employees is deemed to be right for the company's current situation

Performance appraisal

refers to observing and assessing employee performance, recording the assessment, and providing feedback to the employee

Human Resource Management (HRM)

refers to the design and application of formal systems in an organization to ensure the effective and efficient use of human talent to accomplish organizational goals

Human capital

refers to the economic value of the combined knowledge, experience, skills, and capabilities of employees

Job evaluation

refers to the process of determining the value or worth of jobs within an organization through an examination of job content

What was the Consolidated Omnibus Budget Reconciliation Act (COBRA)?

requires continued health insurance coverage (paid by employee) following termination

What was the Family and Medical Leave Act?

requires employers to provide up to 12 weeks unpaid leave for childbirth, adoption, or family emergencies

Affirmative action

requires that an employer take positive steps to guarantee equal employment opportunities for people within protected groups

Characteristics of HR planning

retirements, growth, resignations

Which of the following is an example of compensation?

salary, vacation days, and health insurance,

Darius works for a technology company that has recently had to outsource some jobs because of a competitive market and less than ideal economy. Consequently, leaders at the company are considering laying off employees, but also want them to continue to stay connected to the company. Identify the strategy that best illustrates that company leaders are committed to the new social contract.

set up alumni networks, provide ongoing professional development, and connect them with potential job opportunities

Employer brand

similar to a product brand, except that rather than promoting a specific product, its aim is to make the organization seem like a highly desirable place to work

What pay system is increasingly popular in both large and small companies?

skill-based pay

Characteristics of employee's needs

stage of career, personal values, promotion aspirations, outside interests, family concerns

Characteristics of company's needs

strategic goals, current and future competencies, market changes, employee turnover, corporate culture

Recruiting is sometimes referred to as __________________.

talent acquisition

Stagecoach is the name of a company that operates bus and rail services in the United Kingdom. Which of the following is an external factor that could influence work forecasting for Stagecoach?

the availability of applicants who can drive for the company

Panel interview

the candidate meets with several interviewers who take turns asking questions

Human resource planning

the forecasting of HR needs and projected matching of individuals with expected vacancies

Nondirective interview

the interviewer asks broad, open-ended questions and permits the applicant to talk freely, with minimal interruption

Matching model

the organization and the individual attempt to match the needs, interests, and values that they offer each other

One of the major concerns of employees who work in HRM is to develop human capital. What is one of the best ways a manager can develop human capital?

train unskilled workers so they can efficiently perform their tasks.

Elements of the new social contract include a focus on the worker's future employability, as well as on the worker's sense of personal responsibility.

true

Pay-for-performance

trying at least part of compensation to employee effort and performance, whether it be through merit-based pay, bonuses, team incentives, or various gain-sharing or profit-sharing plans

Structured interviews

use a set of standardized questions that are asked of every applicant so that comparisons can be easily made

Application form

used to collect information about the applicant's education, previous job experience, and other background characteristics

Characteristics of choosing recruiting sources

want ads, headhunters, internet

What type of questions does human resource planning begin with?

what new technologies are emerging and how will these affect the work system, what is the volume of the business likely to be in the next five to ten years, and what is the turnover rate and how much if any is avoidable?

On-the-job training (OJT)

where an experienced employee is asked to take a new employee "under his or her wing" and show the newcomer how to perform job duties

Halo effect

which a manager gives an employee the same rating on all dimensions, even if his or her performance is good on some dimensions and poor on others