HRM Exam one
Selection
Finding qualified candidates for each position.
technology and hr issues
staffing training and development ethics and employee rights compensation communication telecommunicating competitiveness
Progressive Discipline
A formal discipline process in which the consequences become more serious if the employee repeats the offense.
Executive Order 11478
Added that employment practices of the federal government must be based on merit and prohibit discrimination .
Religious discrimination is based on religious beliefs and how they are practiced:
All religions are covered. •Absence of religion is covered too •Protected beliefs must be sincerely held. •Employer must be notified.
Equal Pay Act (1963)
As long as jobs are substantially equal, pay should be equal. •Lilly Ledbetter Fair Pay Act (2009) ▪Allows workers to file pay discrimination claims within 180 days of any discriminatory paycheck.
Family and Medical Leave Act of 1993 (FMLA) Allows employees to take up to 12 weeks of unpaid leave in a 12 month period for:
Birth or adoption of a child or placement of foster child. ▪Personal or family member illness. ▪Care of family member with serious injury or illness who is member of armed services. ▪Situations rising from active military duty of spouse, child or parent.
Maintenance
Caring for employees' well-being has a big effect on their commitment. •Communications and employee relations keep employees well-informed of company doings, and provide a means of venting frustration
Explain regulation and legislation issues relevant to HRM
Compliance with state ad federal employment is an HRM responsibility. Equal employment, employee rights, compensation, benefits, unions, and employee safety are concerns.
diversity and inclusion hrs challenges
Create a culture that welcomes diverse groups of people by addressing different lifestyles, family needs, and work styles attract and maintain a work force that is reflective of the diversity in the general population increased sensitivity to group differences accommodate different values, needs, and interests, and expectations of employees
Sexual Harassment
Creates intimidating, offensive or hostile environment. •Unreasonably interferes with individual's work. •Adversely affects an individual's employment opportunities
information technology
Creating and maintaining technology infrastructure
Job analysis
Determine the knowledge, skills and abilities needed for each job and define essential functions.
To qualify for FMLA leave:
Employer must have at least 50 employees within a 75 mile radius. •Employee must have worked at least 12 months and have worked 1,250 hours within the last 12 months. A few challenges FMLA presents for HR: determining eligibility for leave, staffing problems, timing of leave notification, keeping position open for employee to return.
Pregnancy Discrimination Act
Employment decisions may not be based on an individual's pregnancy. ▪Hiring ▪Insurance ▪Leaves ▪Working conditions •Must treat pregnancy as any other short-term disability. ▪FMLA allows leave with similar job upon return.
The Equal Employment Opportunity Act (EEOA)
Enforced the 1964 Civil Rights Act .▪Established the Equal Employment Opportunity Commission (EEOC). ▪Expanded scope of civil rights protection to employees of state and local governments, education, and labor unions.
essential job functions
Fundamental job duties of the employment position that an individual with a disability holds or desires.
explain how hrm aligns human resource management processes and practices with organizational strategy
HR assists decision makers in evaluating where the organization currently stands, deciding where the organization wants to be in the future, developing a plan to achieve those goals, implementing the plan, and checking progress towards the goas. Strategic human resource activities support organizational strategy through human capital related areas such as building, developing, and maintaining a production and talented workforce that has skills necessary to accomplish organizational goals.
Describe how human resource mangers use technology
Human resource managers use technology for staffing, training, and development, monitoring employees, providing equitable compensation polices, and improved communication among other uses. Technological changes also require HRM to examine issues such as telecommunicating and employee privacy.
Major Life Activities
Include caring for oneself, performing manual tasks, walking, seeing, hearing, speaking, breathing, learning, and working
Employer steps to create workplace free of intimidation and harassment
Issue a sexual harassment policy describing what constitutes harassment and what inappropriate behavior is. ▪Institute a procedure to investigate harassment charges. ▪Inform all employees of the sexual harassment policy ▪Train management personnel in how to deal with harassment charges and in what responsibility they have to the individual and the organization .▪Investigate all harassment charges immediately. ▪Take corrective action as necessary. ▪Continue to follow up on the matter to ensure that no further harassment occurs or that retaliation does not occur. ▪Periodically review turnover records to determine if a potential problem may be arising. ▪Don't forget to privately recognize individuals who bring these matters forward.
Job Analysis Process
Job analysis defines and documents the duties, responsibilities, and accountabilities of a job and the conditions under which a job is performed. ▪Job descriptions state what the job includes, created using information gained from the job analysis.
Glass Ceiling:
Lack of women and minorities at top levels
outline emerging challenges facing HRM
Local and global economics, sustainability, mergers, labor unions, ethical concerns, and sustainability are among the merging challenges facing hrm.
ADA Amendments Act of 2008 (ADAAA)
Makes it easier for employees to prove disability such as: ▪Cancer ▪Diabetes ▪Bipolar disorder ▪Immune system function ▪Epilepsy
legal compliance
Making sure that all legal requirements involved in employment are met.
Resonable Accomodation
Modifications to the work environment that allow a qualified individual to work. •Relevant to size of organization. •May include wider doorways, ramps, adaptive software, modified work schedules and many others.
Occupational Information Network
O*NET is an online job information database
Training and Development
Orientation •Teach the rules, regulations, goals, and culture of the company. ▪Employee training •Help employees acquire better skills for the job. Employee development •Prepare employee for future position(s) in the company. ▪Organizational development •Help employees adapt to the company's changing strategic directions. ▪Career development •Provide necessary information
The 1964 Civil Rights Act
Outlawed racial segregation and discrimination in employment, public facilities, and education .•Title VII covers hiring, promotion, dismissal, benefits, compensation or any other terms, conditions, or privileges based on: ▪Race ▪Religion ▪Color ▪Gender ▪National origin
transactional work
Payroll and benefits
Examples of discrimination include differences in treatment that involve:
Procedures or standards •Leaves of absence •Dress codes •Job categories •Training opportunities •Wages and benefits
Genetic Information Nondiscrimination Act of 2008 (GINA)
Prohibits discrimination based on genetic information such as a family history of a genetic disease such as breast cancer or Alzheimer's Disease. •Includes hiring decisions, insurance coverage and participation in wellness programs.
Americans with Disabilities Act (ADA) of 1990
Prohibits employment discrimination on the basis of disability •Individuals with a disability: ▪Has a physical or mental impairment that substantially limits one or more life activities ▪Has a history or record of such impairment ▪Is perceived by others as having such impairment •Must be qualified and able to perform the essential functions of the job with or without reasonable accommodations.
Executive Order 11246
Prohibits federal contractors and subcontractors from discriminating based on race, color, religion, sex, or national origin.
Sexual Harassment takes two forms
Quid pro quo harassment ▪Sexual behavior is expected as a condition of employment. •Hostile environment harassment ▪Workplace environment is offensive enough to interfere with the ability to work.
The Civil Rights Act of 1991
Reinforced the 1964 Act which had been weakened by a number of Supreme Court cases. •Returned burden of proof that discrimination did not occur back to the employer. •Includes the Glass Ceiling Act and established the Glass Ceiling Commission to study management practices. •First law to allow individuals to sue for punitive damages.
Race and Color discrimination is based on personal characteristics related to race such as:
Skin color •Hair texture •Facial features •Name •Attire •Accent •Marriage to a minority
Disciplinary actions:
Should be corrective rather than punitive. •Objective should be to correct the employee's behavior.
Job Enrichment motivates employees by providing:
Skill variety •Task identity •Task significance •Autonomy •Feedback from job itself
Uniformed Services Employment and Reemployment Rights Act of 1994 (USERRA)
Strengthens rights of veterans of the Reserves or National Guard to return to private sector jobs. •Prohibits employers from discriminating against applicants with prior military service.
Outline the components and the goals of the staffing, training, and development, motivation, and maintenance functions of human resource management
The staffing function includes strategic human resource planning, recruiting, and selection. The goal of staffing function is to locate and secure competent employees. The training and development function includes orientation, employee training, employee development, organization development, and career development. The goal of the development function is to adapt competent workers to the organization and help them obtain up to date skills, knowledge, and abilities for their job responsibilities. The components of the motivation function include motivation theories, appropriate job designs, reward and incentive systems, compensation, and benefits. The goal of the motivation function is to provide competent, adapted employees encourages them to exert high energy level. The components of the maintenance function include safety and health issues and employee communications. The goal of maintenance function is to help these employees maintain their commitment and loyalty to the organization.
workforce diversity
The varied personal characteristics that make the workforce heterogeneous.
qualified individuals
Under ADA, those who can carry out the essential functions of the job
Talent Management
Using HRM best practices to recruit and retain talented employees in order to achieve organizational objectives
dashboards
Visual displays of HR metrics that can be quickly accessed and interpreted on a computer or tablet.
Mission Statement
a statement of the organization's purpose - what it wants to accomplish in the larger environment
explain the structure of a typical hrm department
a typical nonunion hrm department usually includes four distinct areas: employment, training and development, compensation/ benefits, and employee relations. The components of staffing training and development, motivation, and maintenance functions are divided between the four areas.
labor unions
acts on behalf of its members to secure wages, hours, and other terms and conditions of employment
Executive Order 11375
added sex based criteria to 11246
strategic work
aligning HR functions to support goals and strategy
Strategic Management Process
analyzes the environment and creates strategies to achieve organizational goals
compensation
annual salary increase salaries as a percentage of operating expense target bonus for executives target bonus for no executives
planning and strategy help organizations react quickly to changes in the external environment and actions of competitors and gain a
competitive advantage
strategy formulation
corporate level business level functional units marketing finance operations human resource management
seniority system
decisions such as promotions, pay and layoffs are made on the basis of an employee's seniority
human resource information systems automate many hr tasks
employee access to payroll and benefits applicant tracking, orientation, training, and development performance management software as a service
Strategic Management
establishes long term goals and provides direction for an organization
Key HR Metrics
hr to employee rstio hr expense to operating hr expense to fte ratio
Bona Fide Occupational Qualification (BFOQ)
job requirement that compels discrimination against a protected class
Mergers
joining ownership of two organizations
explain how hrm supports diversity and inclusion in the workplace
laws and cultures have also expanded the definition and protection of diversity. Many organizations choose to create a culture of inclusion that allows everyone, regardless of personal characteristics, to feel that they are valued, respected, and have equal access to all organizations opportunities. Supporting work-life balance programs help diverse employee groups to balance career and personal responsibilities
benchmarks
metrics that are compared to figures from industry or internal standards that have proved accurate and useful for forecasting and evaluating performance over time
employment
number of positions filled time to fill cost per hire annual turnover rate
tactical work
performance coaching conflict resolution
competitive advantage
something unique or special that a firm does or possesses that provides an advantage over its competitors
Metrics
quantifiable measurements that are compared against organizational objectives to gauge overall performance
Legal compliance is a major HR responsibility that includes
recordkeeping reporting safety monitoring communicating employee rights
staffing function
recruiting attracting a pool of qualified applicants that is representative of all groups in the labor marker
Software as a Service (SaaS)
software delivered on the internet on a subscription basis
human resource information systems
systems used to gather, store, analyze information regarding an organization's human resources.
Discuss talent management and how it benefits organizations
talent management is an integrated approach to get and keep the best talent by using hrm best practices and using technology to support those practices and track effectiveness
Controlling
the management function of monitoring performance and making needed changes
strategy implementation
the process of putting strategies into action
mission
the reason for the existence of an organization
knowledge workers
use technology to acquire and apply information technology skills are required in a wide variety of jobs, making it difficult to find a career area that doesn't require technology skills social media policies need to spell out rights and responsibilities when employees use social media, blogs or any other public online forum
information systems
use technology to enhance organizational decision making create organizational efficiencies and competitive advantage
Inclusion
valuing all people regardless of their differences
Progressive discipline steps have increasingly severe consequences:
verbal warnings written warnings suspension dismissal
Job Enlargement:
•Adds related tasks to a position. •Intended to make jobs more interesting and provide motivation. •Often is seen as just more work.
Job Design is how a position and its tasks are organized. Every job should:
•Be organized to provide a sense of purpose and accomplishment. •Have a clear relationship to the organizational purpose and mission.
Exceptions that are permitted:
•Business necessity •Bona fide occupational qualifications •Seniority systems
Discipline
•Employees conduct themselves according to organizational rules and standards: ▪They know what is expected. ▪They know meeting those expectations is in the best interest of themselves and the organization.
U.S. Supreme Court Case of NLRB v. J. Weingarten, Inc.
•Employees in a union setting are allowed to have union representative available at disciplinary meetings. •In 2004, the NLRB ruled these rights do not apply outside union settings.
Parts of the job description:
•Identifying information. •Supervisory responsibilities. •Job summary. •Essential functions. •Job specifications. •Disclaimer.
Follow the Hot-Stove rule:
•Immediate response •Advance warning •Consistent action •Impersonal application
Position Analysis Questionnaire (PAQ)
•Jobs are rated on 194 elements, grouped in six major divisions and 28 sections. •The elements represent requirements applicable to all types of jobs. •Its quantitative structure allows many job comparisons, however, it appears to apply to only higher-level jobs.
Comparable Worth:
•Jobs of equal importance to an organization should earn equal pay. •Factors to consider: ▪Skills ▪Responsibilities ▪Working conditions ▪Effort
English Only Laws
•Necessity must be proven. •May violate national origin discrimination protection.
Appearance and Weight
•No federal law protection .•Discrimination may affect pay, hiring and promotions.
Sexual Orientation
•No federal law protection. •21 states, District of Columbia and Federal Government prohibit discrimination based on sexual orientation.
Sources of information:
•Observation ▪Job analyst watches employees directly or reviews film of workers on the job. •Individual interview ▪A team of job incumbents is selected and extensively interviewed. •Group interview ▪Job incumbents are interviewed simultaneously. •Structured questionnaire ▪Workers complete a specifically designed questionnaire . •Technical conference ▪Uses supervisors with an extensive knowledge of the job. •Diary ▪Job incumbents record their daily activities.
Maintaining Job Descriptions
•Review at regular intervals. •Out of date descriptions cause problems
HR managers should consider:
•Seriousness of the problem. •Duration of the problem.• Frequency and nature of the problem. •Extenuating factors. •Degree of socialization. •History of organization's discipline practices. •Management backing.
Job Evaluation
•Specifies value of job to the organization.
Job Analysis -Step by Step
•Understand the purpose of conducting the job analysis. •Understand the role and strategic link of jobs in the organization. •Benchmark positions in relationship to other positions. •Determine how you want to collect job analysis information. •Seek clarification. •Develop the first draft of the job description .•Review draft with the job supervisor.
Uses HRM best practices and technology for:
•Workforce planning •Recruiting •Applicant tracking •Onboarding •Performance management •Compensation •Workforce development •Career and succession planning
Structure of the HR Department
▪Employment •Coordinates hiring efforts .▪Training and Development •Helps employees maximize their potential. ▪Compensation and Benefits •Paying employees fairly, communicating and administering benefits packages. ▪Employee Relations •Promoting effective communication and maintaining culture.
Motivation
▪Environment and well-constructed jobs factor heavily in employee performance. ▪Performance appraisals: •Standards for each employee; must provide feedback .▪Rewards and compensation: •Must be link between compensation and performance. ▪Employee benefits: •Should coordinate with a pay-for-performance plan.
Age Discrimination in Employment Act (ADEA)
▪Protects people 40 and older. ▪Stopped companies from requiring mandatory retirement at any age. ▪Possible discriminatory practices may include:•Fitness requirements not relevant to the position •Different health benefits •Changing job requirements •Layoffs that target older workers