Human Resource Management Midterm

Executive and Managerial recruitment

-Appointed executives at federal and state levels -Local governments and nonprofits often select executives through search committees *Recruitment firms may be used -It is more difficult to describe the job components of executive level positions -For executive selection to be successful, organizations must invest the time and effort to recognize the interrelationships among individual behaviors, managerial effectiveness, and organizational success, and they must plan the search process accordingly

What is competency modeling?

-Competencies are observable and measurable behaviors of the incumbent in the performance of their job -Competency-based job modeling is a means of describing the job in terms of measurable, observable, behavioral competencies that an employee doing that job must exhibit -A competency model incorporates a set of competencies that are necessary for effective performance, and it typically covers a broader range of jobs than traditional job analysis

Why are hiring decisions so challenging?

-Cost of a bad selection ranges from 2-5 times the salary. -The interview should not be the only factor in choosing a candidate

Laws addressing religious discrimniation

-Employers are obligated to accommodate their employees' or prospective employees' religious practices (Section 701(j) of Title VII). -Nonprofits that are governed by religious institutions are exempt from the law (Section 702 of the Civil Rights Act (CRA) of 1964) -Educational institutions that are owned, supported, controlled or managed by a religious organization or teach within a specific religious context are exempt from the law 703(3)(2) of CRA of 1964) -Faith Based Initiatives: Encourages participation in federal programs by faith based organizations

What is strategic planning?

-External forces that may be identified: workforce patterns, economic conditions, competition, regulation, social values & technological developments -Internal assessment of incumbents should include: current workforce skills, retirement patterns, demographic profiles, and employee capabilities. -strategic planning drives the workforce plan: 1. forecasting *may include current functions *may indicate additional skills and activities needed

What is an SHRM audit?

-Identifies strengths and weaknesses -Current practices, policies & procedures are reviewed

What is the importance of interviews?

-Interviews are often the deciding factor in who gets hired for a position, but they are subjective and often do not ask questions that differentiate employees -Successful interviews require planning & structure -Focus should be on KSAOCs required for the job *What questions are legal? -The interview should be considered with other factors of selection since not all competent people interview well

Immigration reform and control act of 1986, as revised in 1990

-It is illegal for employers to discriminate in respect to hiring, firing, or recruitment or referral for a fee, based on an individual's citizenship or immigration status, unless required to do so by law, regulation or government contract -Prohibits employers from preferring to hire temporary visa holders or undocumented workers over qualified U. S. citizens or other protected individuals, such as refugees or individuals granted asylum -Requires employers to verify the identity and employment eligibility of all employees by completing the Employment Verification (I-9) Form, and reviewing documents showing the employee's identity and employment authorization

Age discrimination employment act

-Prohibit discrimination in employment because of age in matters pertaining to selection, job retention, compensation, and other terms and conditions of employment -Protects workers over the age of 40 -Compulsory retirement for most jobs is illegal -Applies to employers with 20+ employees, unions of 25+ members, employment agencies, and federal, state & local governments -Exemptions 1. BFOQ; Differentiation is based on reasonable factors other than age (RFOA); To observe terms of seniority system or insurance plan; where employee is discharged for good cause

What is the Rehabilitation Act of 1973?

-Prohibits discrimination on the basis of physical or mental disability -A disabled person is defined as one who has an impairment that affects a major life activity, has a history of such an impairment, or is considered as having one -Executive Order 13548 - Intent to Increase Federal Employment of Individuals with Disabilities

Civil Rights Act of 1991

-Provides additional remedies to protect against and deter unlawful discrimination and harassment in employment and to restore the strength of federal antidiscrimination laws that many felt had been weakened by several Supreme Court decisions -Amends five civil rights statutes: Title VII of the Civil Rights Act of 1964, the Americans with Disabilities Act of 1990, the Age Discrimination Act of 1967, the Civil Rights Act of 1866, and the Civil Rights Attorney's Fee Awards Act of 1976. -3 new laws were created: Section 1981A of Title 42 of the U.S. Code, the Glass Ceiling Act of 1991, and the Government Employee Rights Act of 1991. -Compensatory and punitive damages were made available to the victims of private and nonprofit employers. Public employees are now entitled to only compensatory damages

What are the main points of recruitment and selection?

-Recruitment and selection should be conducted within organizational strategy and future needs -Agencies should record their recruitment and selection process to be evaluated for successes and failures in the process -Future recruitment and selection strategies should be based on the procedures that attracted the most qualified applicants and the screening techniques that best predicted successful on-the-job performance

What is diversity management?

-Should include management processes to create a supportive environment -To manage diversity, employers must first understand and then manage their organizational cultures -Management must balance two conflicting goals: get employees to accept the dominant values and encourage acceptance of differences -Valuing diversity means recognizing and appreciating that individuals are different, that diversity can be an advantage if it is well managed, and that diversity should be encouraged

What is internal recruitment?

-Some public and nonprofit agencies give preference to existing employees -Track KSAOCs of current employees to look for qualified internal candidates -Administrators have opportunity to review and evaluate candidates prior to selection & recoup costs of training and developing current employees -Should consider if specialized skills need to brought in externally, or if there is a need for more diversity

What is external recruitment?

-The agency will recruit from the relevant labor market (local, regional, or national) depending on the skills required for the position -E-recruitment 1. USAJobs (http://www.usajobs.gov) 2. Social Networking Sites 3. Other online sites

Transgendered

-Transgendered people are individuals of any age or sex whose appearance, personal characteristics, or behaviors differ from stereotypes about how men and women are "supposed to be" -Social scientists use the term sex to refer to a person's biological or anatomical identity as male or female and gender for the collection of characteristics that are culturally associated with maleness or femaleness -A number of state and local governments, as well as private organizations, offer employee protections to transgendered individuals -In Macy v. Bureau of Alcohol, Tobacco, Firearms and Explosives (2012) the EEOC concluded that when an employer discriminates against an individual because the person is transgendered, the employer has engaged in disparate treatment related to the sex of the victim.

What is demand forecast?

-anticipates the workforce that will be needed to accomplish future functional requirements and carry out the mission of the organization -identifies the type of competencies, numbers, and locations of employees needed in the future

What questions cant be asked in an interview?

1. "how old are you?"-age discrimination act 2. anything concerning family issues "do you have any children at home?" "have you ever been married?" 3. anything about your religion--religious discrimination 4. any questions that get at marital status or age--age discrimination act 5. any medical questions--hippa violations

What are the values that may not be found in the private sector?

1. Accountability to the public & elected officials 2. Responsiveness to the law & government authorities 3. Strict ethical standards 4. Conducting public affairs with the goals of fairness, equal treatment, social equity, and impartiality

What are the FEEOC laws?

1. Civil Rights Act of 1866 -Based on 13th Amendment -Prohibits racial discrimination in the making and enforcement of contracts, which includes hiring and promotion decisions -Applies to Nonprofit & private employers, unions, and employment agencies 2. Civil Rights Act of 1871 -Based on 14th Amendment -Prohibits the deprivation of equal employment rights under state laws -Applies to state and local governments 3. Title VII of the Civil Rights Act of 1964 -Prohibits discrimination based on race, color, religion, sex, or national origin -Applies to all employers with 15 or more employees except private clubs, religious organizations, and places of employment connected to an Indian reservation -In 1972 extended coverage to state and local governments and educational institutions -Created the Equal Employment Opportunity Commission to investigate complaints and try to resolve disputes through conciliation -Bona-fide occupational qualification (BFOQ) exception ex: should a women lead a rape nonprofit organization? as in be the CEO? -yes * a counselor can be determined as just a woman *a company can say they wants a woman as the CEO and it is a BFOQ

Why is diversity important?

1. Diversity may lead to greater service effectiveness, efficiency and productivity 2. Diversity can lead to more creative alternatives and higher quality ideas, primarily from the introduction of different and opposing ideas and viewpoints 3. Diversity helps to increase one's understanding of the community and the marketplace, and also increases the quality of team problem solving

What are the uses of HR information systems (HRIS)

1. HR planning and analysis 2. compensation and benefits 3. health, safety and security 4. equal employment 5. HR development 6. staffing 7. employee and labor relations

What are the methods of collecting a job analysis?

1. Interview 2. Questionnaire - (Organizational Assessment) 3. Structured Task Checklist (Board Matrix) 4. Observation 5. Diary or Log 6. Critical Incident Technique 7. Internet-based Data Collection (O-Net) 8. Combination of All Methods

Pregnancy Discrimination Act of 1978

1. Prohibits employment practices that discriminate on the basis of pregnancy, childbirth, or related medical conditions 2. A pregnant woman cannot be forced to take a leave of absence as long as she is able to work 3. Pregnancy must be treated as a disability by employers 4. States may pass laws granting additional benefits

What are the two forms of Sexual Harassment?

1. Quid Pro Quo: When the employer places sexual demands on the employee as a condition of that person's receiving employee benefits 2. Hostile Environment: Unwelcome contact that is sufficiently severe or pervasive to alter the conditions of the employee's employment and create an abusive work environment

How is a job analysis used?

1. Recruitment & Selection -Identifies KSAOCs required for each position -Identifies the skills of the people the agency must recruit & hire 2. Developing Compensation Systems -Provides a standardized procedure for systematically determining pay and other benefits across the organization 3. HR Planning, Career Development, & Training -Helps employers design training and career development programs by identifying the skills required for different jobs 5. Performance Evaluation -Identifies tasks and responsibilities that can be translated to areas of accountability & evaluation (Board of Directors????) -Risk Management -Identifies job hazards 6. Job Design -Identifies changes in tasks over time

What are the steps for recruiting for local government and nonprofits?

1. Review competencies and skill levels of the positions that need to be filled 2. Develop a recruitment plan that target the appropriate labor market 3. Open positions posted on website Office of Federal Contract Compliance Programs Internet Applicant Record Keeping Rules 4. Advertising should be accurate and realistic 5. Include compliance for ADA and EEO 6. Ensure job postings are available to all appropriate audiences - Veterans, Disabled, etc.

What is today's context for HRM?

1. The Legal Environment -Compliance with federal, state and local laws regarding employment 2. Social and Cultural Changes -Policies regarding social media -Workforce Diversity 3. Generational Challenges -Different work related behaviors -Workforce & Succession Planning 4. Educational Challenges 5. Violence in the Workplace & Workplace Bullying -Organizations must have plans & protocols in place to protect employees and to avoid litigation

Why do you screen applicants?

1. To narrow applicant pool: -Eliminate applicants who do not meet minimum requirements of job -Eliminate applicants who do not have requisite experience 2. For administrative or professional positions: -Have pre-established screening criteria -A checklist may be used to screen resumes 3. Background Investigations 4. Consumer Reports 5. The Internet can be used as an informal screening tool

What has to happen before recuitment begins?

1. Understand if future organizational needs requiring hiring individuals with KSAOCs that are different from incumbents 2. Review qualifications for the position 3. Identify career patterns that fit within the department or agency's framework

What are the economic challenges of the public sector?

1. When times are tough, demand for public service grows 2. Governments must provide more service with less money 3. Changes to public employee benefits to meet financial constraints 4. Greater use of contract employees

What are the structures of the nonprofit administrative

1. bylaws 2. board of directors 3. human resources committee

What are the challenges facing the public and nonprofit sector?

1. economic 2. legal 3. social 4. cultural 5. generational 6. technological 7. educational

What do people in HR do?

1. hire/recruiment/selection 2. fire 3. benefits adminstration/compensation (paid) 4. handle grievances 5. policy (organization) 6. HRIS 7. training (offered at the company) and development (offered of the employee) 8. job analysis -KSAOC: used to classify peoples skillsets 9. benchmarking: a way to determine how much employees get paid 10. evaluation and promotion 11. labor management relations -they design formal systems to do all of this

What are the big issues from a HR perspective?

1. hostile work environment -sexual harassment 2. social media policies 3. diversity in the workplace 4. generational issues 5. succession planning -people leaving and getting replaced ( old to new) 6. violence in the workplace

What does HRM do?

1. recruitment 2. selection 3. training 4. development 5. compensation 6. benefits 7. retention 8. evaluation 9. promotion of employees 10. labor-management relations within an organization

What does it take to be classified as a nonprofit?

1. the organization must be designated as a nonprofit when organized 2. profits may not be divided as corporate dividends 3. the organization may only pursue purposes allowed by law for this type of organization

What is cultural competency?

A set of congruent behaviors, attitudes, and policies that come together in a system, agency, or among professionals that enables effective work in cross-cultural situations

What questions can be asked in an interview?

ANYTHING DEALING WITH KSAOC'S -or dealing with previous employers

What is HR Benchmarking?

Comparing specific measures of performance against data on those measures in other organizations known for their best practices

What is the changing role of HRM?

Critical components to prepare for change: 1. Leadership: Are leaders engaged & supportive of HR activities? 2. Culture: Is talent development and sharing of talent supported? 3. Strategic Alignment: Are talent management & workforce planning strategies being utilized? 4. Talent Assessment: Are important skills assessed and competencies tracked? 5. Learning & Development: Are processes used for employee growth and to eliminate competency gaps? 6. Performance Management: Is performance effectively measured, providing useful feedback? 6. Human Resource Capability: Is HR a valued function? 7. HR Analytics: Are HR tasks & responsibilities linked to business outcomes? -many HRM departments have focused on compliance, rules and regulations, and lack competencies to be a strategic partner

Family and Medical Leave Act of 1993

Eligible employees may take up to 12 workweeks of unpaid, job-protected leave with continuation of health insurance for: 1. Birth and care of a child within 1 year of birth 2. To care for an adopted or foster child within the first year of placement 3. To care for the employee's spouse, child, or parent who has a serious health condition 4. A serious health condition where the employee cannot perform essential function of position 5. For a qualifying exigency related to a spouse, son, daughter, or parent on "covered active duty" 6. For military caregiver leave

What is complying with laws?

Equal employment opportunity and affirmative actions are legal requirements designed to bring women and minorities into the workforce

What is job analyses?

Identifies the minimum knowledge, skills, abilities, and other characteristics necessary for effective performance

What is the nonprofit hiring delema?

It is people who deliver the programs and services that public and nonprofit stakeholders expect: therefore, planning for and selecting qualified and competent employees must be done with strategic purposes. -no greater decision

What are the ethical standards for HRM?

Most frequently listed in professional HR codes of ethics 1. Integrity 2. Legality 3. Proficiency 4. Professional Loyalty 5. Confidentiality

sexual orientation

No federal laws presently exist that prohibit discrimination on the basis of sexual orientation -Federal employees are protected by the Civil Service Reform Act of 1978, which prohibits job discrimination for any non-job-related issue.

Why are employment tests used?

Organizations that need to distinguish among a large pool of applicants must develop formal, objective methods of screening, grouping, and selecting applicants. -Employment tests that measure cognitive ability skills are controversial because they often result in adverse impact on protected-class members -State and local governments have found themselves mired in controversy over paper-and-pencil tests and adverse impact

What is Data inventories?

Provide summary information about positions and employees to prepare for shifts in workforce due to changes such as promotions or retirement

What are the additional protections for employees?

Public and nonprofit employees may also have additional workplace protections that prohibit arbitrary and unfair treatment from employers through local, state, or federal statutes 1. Whistle-Blower Protection 2. Employment at Will -Public policy exception -Implied contract exception -Good faith and fair dealing exception

What are the constitutional rights of public sector employees rights and privileges?

Public sector employees' rights and privileges to work are to some extent protected by a broad umbrella of laws that either prohibit a government activity or create an individual right 1. Expressive Rights 2. Freedom of Association 3. Equal Protection of the Law 4. Privacy Rights 5. Due Process Rights 6. Limits on Political Participation/The Hatch Act

What are the reasons why organizations dont implement SHRM?

Reasons why organizations do not implement SHRM: 1. Lack of flexibility to initiate changes in organizational structure 2. Lack of finances available to update systems and train employees 3. Managers do not have the time 4. Managers have a limited ability to assess & select candidates 5. Managers have challenges with workforce forecasting -Effective HR departments have an integrated HRIS system, use metrics and analytics for decision-making, and participate in strategic activities

What is the sticky-floor?

Situations when women and minorities who are excellent in staff positions or as lower level managers are denied promotions

Sexual Harrassment

The Equal Employment Opportunity Commission (1989, p. 197) has defined sexual harassment as unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when 1. Submission to such conduct is made either explicitly or implicitly a term or condition of an individual's employment, 2. Submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such an individual, or 3. Such conduct has the purpose or effect of unreasonably interfering with an individual's work performance or creating an intimidating, hostile, or offensive working environment. -Sexual harassment is considered to be a form of sex discrimination, falling within the protections the Civil Rights Act of 1964, Title VII

What is the Glass Ceiling?

The artificial barriers that block the advancement of women and minorities to upper-level managerial and executive positions within organizations

What are the values of the public sector?

The values are similar to those of the private sector 1. efficiency 2. effectiveness 3. timeliness 4. reliability

What is the Glass Elevator?

Used to understand the different workplace rewards that men and women receive when they work in predominantly female occupations

What is Return on Investment?

Using data to demonstrate the connections between progressive HR practices and agency performance

What is Glass Walls?

When individuals are in staff positions and find it difficult to move into positions that require supervisory responsibility

if the turnover rate is high is that a leadership issue?

Yes...think Dora

What is employer liability?

employers are generally held liable for the acts of their supervisors and managers, regardless of whether the employer is aware of these peoples acts

Why is a job analysis essential?

essential for the development of compensation systems, identifying job-related competencies that can objectively evaluate employees' performance, restructuring work activities, and assessing risks in the workplace

What is HRIS?

human resource information systems -Maintains basic data, such as the employee's name, age, sex, marital status, address, educational background, salary, job title, date of hire, and date of termination -Can produce a variety of reports such as lists of newly hired employees, terminated employees, leaves of absence, employees classified by job type or educational level, or employee job performance level -Typically designed to provide data necessary for federal and state record keeping requirements

What is SHRM?

identifies the challenges facing the public and nonprofit sector and develops strategies on how to fix them -SHRM refers to the implementation of human resource activities, policies, and practices to make the necessary ongoing changes to support or improve the agency's operational and strategic objectives. -To be effective and able to adapt to changes quickly, agencies need realistic information on the capabilities and talents of their current staff—in essence their human resources.

What is a job description?

identifies the tasks, duties, and responsibilities of a job. -Identification of the job position -General summary -Essential functions and duties -Job specifications

What is the nonprofit sectors economic challenge?

in challenging economic times, nonprofits have a higher demand for service with less funding available

What is involved in the public sector?

individuals work directly for federal, state or local units and are considered to be government employees -in a democracy the government is owned by all of its citizens, and most of the revenues that support government agencies typically come from taxes

What is the purpose of a job analysis?

is a systematic process of collecting data for determining the knowledge, skills, abilities, and other characteristics (KSAOCs) required to successfully perform a job and to make judgments about the nature of a specific job. -This analysis identifies: 1. A job's activities, behaviors, tasks, and performance standards 2. The context in which the job is performed 3. The requirements necessary to perform a job -Each position is also analyzed in terms of its relationship to other positions in the organization -Strategic job analyses recognizes that most jobs will not remain stable but will change to meet future demands

What is KSAOC's

knowledge, skills, abilities, and other charactertistics

What is a job specification?

list the KSAOCs individuals need to possess to perform a job successfully -KSAOCs -Education & Experience -Physical Requirements & Working Conditions

What is disparate treatment?

one cause of alleged discrimination in the workplace -when an employer treats an employee of a protected class (minority applicants, blacks, females) differently from a non protected class ex: port authority was required to hire 80/20 majority, minority...they targeted a portion of the applicants for minorities and specifically passed over the majority

American with Disabilities Act of 1990, as amended in 2008

one has to make reasonable accommodations for people with disabilities -applies to organizations with 15 or more employees, federal employees, federal contractors, and recipients of federal financial assistance and services and programs of federal agencies -An individual must be able to perform the "essential functions of the position" -Employers must provide "reasonable accommodations" that do not place an undue hardship on the organization

What has to happen before decisions can be made on recruitment/selection or training/development objectives?

organizations need to audit the skills and positions of their incumbent employees

Human Resource Outourcing

organizations often find it advantageous to outsource some or all of their HRM functions 1. Benefits consulting 2. Payroll software & service 3. Health benefits 4. Recruiting, staffing & search services 5. Relocation services 6. Screening & workplace security 7. HRIS & Web-based services 8. Incentive Services 9. Information Technology 10. Professional employer organizations & Administrative service organizations 11. Enterprise HRO services

Why are technological innovations important?

technology can be used to provide employees with flexibility and alternative working solutions -key SHRM challenges facing organizations will be the ability to attract and hire qualified applicants and to provide training for incumbent employees so that the benefits of technology can be realized

What is HRM?

the design of formal systems in an organization to ensure the effective use of employees KSAOC's to accomplish organizations goals

What is selection?

the final stage of the recruitment process, when decisions are made as to who will be selected for the vacant positions

What is recruitment?

the process of attracting qualified candidates to apply for vacant positions within an organization

What is the labor participation rate?

the rate of people actively looking for a job

Affirmative Action

used by the federal gov to make the workplace more diverse -Many public and nonprofit organizations have decided to implement voluntary affirmative action programs to redress previous discriminatory employment practices or make their workforce more representative. -Involuntary affirmative action is permitted under the Civil Rights Act of 1964, Section 706(g), which states that if a court finds that an employer has intentionally engaged in an unlawful employment practice, it may order appropriate affirmative action. 1. Conciliation agreement - Employer acknowledges discriminatory practices & agrees to change to meet compliance 2. Consent decree - An agreement between an employer and compliance agency with approval and enforcement of the court 3. Court order - When compliance agency takes employer to court & court ordered remedies may be imposed

Because the nonprofit sector is constantly changing what is key to ensure that your company remains on top of the challenges?

well trained and flexible employees

what is disparate impact?

when an employers policy or practice neutral on its face, has a negative impact on protected class individuals ex: they need to hire 100 secretaries or assistants so they make 100 majority and minority take the test and all they hire is 100 majority applicants