Human Resource Management Test 1

multinational corporation

a corporation that has facilities and other assets in at least one country other than its home country

What is human resource management?

a formal system in an organization designed to manage human talent for accomplishing organizational goals

balanced scorecard

a framework used to report a diverse set of performance measures

benchmarking

comparing the business results to industry standards

HR management challenges

competition, cost pressures, and restructuring, globalization, a changing workforce, and human resource and technology

affirmative action plan (AAP)

document reporting on the composition of an employer's workforce, required for federal contractors

organizational restructuring

eliminating layers of management and changing reporting relationships as well as cutting staff through downsizing, layoffs, and early retirement buyout programs

status blind

emphasizes that differences among people should be ignored and everyone should be treated equally

pay equity

idea that pay for jobs requiting comparable levels of knowledge, skill, and ability should be similar even if actual duties differ significantly

advantages of technology

improves efficiency of the administrative HR functions and reduces costs, helps in strategic planning, supports recruitment selection and training, contributes to organizational performance through collection and analysis of HR related data

skill shortage

inadequate supply of workers with the skills needed to perform the emerging new jobs

managing a talent shortage

increase employee work hours through overtime, outsource to a third party, implement alternative work arrangements, use contingent workers, reduce employee turnover

burden of proof

individuals who file suit against employers must establish that illegal discrimination has occurred; through either factual or statistical evidence, prima facie case- sufficient evidence provided to the court to support the case and allow the plantiff to continue with the claim

globalization

integration of global operations, management, and strategic alliances

diversity training components

legal awareness, cultural awareness, and sensitivity training for all employees

glass walls (glass elevators)

limits that keep women from progressing only in certain fields

Civil Rights Act of 1964, Title VII

made it illegal for employers to fail or refuse to hire or discharge any individual, discriminate with respect to compensation, terms, conditions, or privileges of employment because of race, color, religion, sex, or national origin

aligning HR activities

making HR efforts consistent with organizational efforts to improve productivity. includes ensuring that staffing, training and development, performance management, compensation, and other activities are not working to offset productivity

unlawful discrimination

making employment decisions in the basis of protected characteristics

ethnocentric policy

managers from headquarters staff key positions, eases transfer of policies from headquarters to subsidiary; moving current managers to the new location/different country

globalization- legal and political factors

many nations function under turbulent and varied legal and political systems; role of HR professionals- conducting comprehensive reviews of the political environment and employment laws before beginning operations in a country

productivity

measure of the quantity and quality of work done, considering the cost of the resources used

disparate treatment

members of a group are treated differently from others (basically discrimination): different standards used to judge different people, same standard is used, but it is not related to the individuals' jobs, and is overt and international

disparate impact

members of a protected category are substantially underrepresented as a result of employment decisions that work to their disadvantage. picking candidates in a way that is discriminations, but the tracks are beings hidden somewhat

reasonable accommodation

modification to a job or work environment that gives a qualified individual an equal employment opportunity to perform

common means of reasonable accommodation

modified work schedules, special equipment, job restructuring, job reassignment, employer-provided assistance, additional training time

HR issues in smaller organizations

not having qualified workers, rapidly increasing costs of employee benefits, payroll taxes, and compliance w/government regulations

contingent workers

temporary workers who represent about one-fourth of the US workforce

disabled person

someone who has a physical or mental impairment that substantially limits major life activities, has a record of such an impairment, and is regarded as having such an impairment

HR metrics

specific measures tied to HR performance indicators

HR functions

strategy and planning, equal employment opportunity, staffing, talent management, rewards, risk management and worker protection, and employee and labor relations

challenges for global HR

strategy: How will we do this?, people: send some of our people and higher new, complexity: what are the local needs? cost of distant centers? increase of expenses, risk: unfamiliar risk that may be difficult to analyze

Islamaphobia

hatred or fear of muslims

COBRA Act

Consolidated Omnibus Budget Reconciliation Act, displaced workers can retain their group medical coverage for up to 18 months for themselves, and for up to 36 months for their dependents, if they pay the premiums themselves

langue issues

EEOC issued guidelines stating that employers may require workers to speak only english at certain times or in certain situations, but the business necessity of the requirements must be justified

HR specialist

a person who has in depth knowledge and expertise in a limited area of HR

HR generalist

a person who has responsibility for performing a variety of HR activities

effectiveness

ability to produce a specific desired effect or result that can be measured

characteristics of HR metrics and analytics

accurate data, measures linked to strategic and operational objectives, clearly understood calculations, measures provide information valued by executives, results can be compared both internally and externally, measurement data drive HR management efforts

sexual harassment

actions that are sexually directed, are unwanted, and subject the workers to adverse employment conditions or create a hostile work environment

strategic role of HR management

address business realities, focus on future business needs, fit between human capital and business plans and needs

HR activities during mergers and acquisitions DURING INTEGRATION

address key HR processes, retain key talent, recognize cultural differences

roles of HR management

administrative, operational and employee advocate, and strategic

customer service and quality linked to HR

affects organizational effectiveness and can be the focus for a core competency. Can contribute to achieving organizational goals and maintaining a competitive advantage

older workers benefit protection act

an amendment to the ADEA, protects employees when they sign liability waivers for age discrimination in exchange for severance packages

HR analytics

an evidence-based approach to making HR decisions on the basis of quantitative tools and models

American with Disabilities Act(ADA)- Enforce by EEOC

applies to private employers, employment agencies, and labor unions with 15 or more employees

protected characteristics

attribute about an individual that is protected under EEO laws and regulations: age and color, disability (mental included), genetic information and marital status, and military status or experience

job shifts

caused to reduce the number of existing employees while attracting and retaining employees with different capabilities

managing religious diversity

changing an employee's job tasks, making an exception to dress and grooming rules, accommodations relating to payment of union dues or agency feeds, accommodation prayer, proselytizing, and other forms of religious expression

compliance audit

checks record keeping on state and federal paperwork requirements

third-country national

citizen of one country who is working in a second country and employed by an organization headquartered in a third country

expatriate

citizen of one country who is working in a second country and employed by an organization headquartered in the first country

host-country national

citizen of one country who is working in that country and employed by an organization headquartered in a second country

human (intellectual) capital

collective value of the capabilities, knowledge, skills, life experiences, and motivation of an organization workforce. called intellectual to reflect thinking, knowledge, creativity, and devision making that people contribute in organizations

due diligence

comprehensive assessment of all aspects of the business being acquired. each function determines the assets and liabilities of the target company to ascertain whether there are serious risks to the buyer

unit labor cost

computed by dividing the average cost of workers by their average levels of output

HR activities during mergers and acquisitions BEFORE THE DEAL

conduct due diligence, assess risks, identify possible conflicts

operational and employee advocate role of HR management

cooperate with managers and supervisors, identify and implement needed programs and policies in organization

estimating internal labor supply for a given unit

current staffing level- projected outflows this year + projected inflows this year = internal supply for next years

positive views of HR departments

deal with the huge number of government regulations, protects corporate assets against the many legal issues

efficiency

degree to which operations are done in an economical manner

glass ceiling

discriminatory practices that have prevented women and minorities from advancing to executive-level jobs

phased retirement

employees gradually reduce their workloads and pay level

Equal Employment Opportunities

employment that is not affected by illegal discrimination: national origin, pregnancy, race and religion, and sexual orientation

ADA Amendments Act

establishes a very low threshold for establishing whether an individual is disabled

strategic approaches to international staffing

ethnocentric policy and polycentric policy

long range plans

extend beyond 3 years

source of inflows of $$$

external hires, internal transfers, promotions, recalls

administrative role of HR management

focus on administration and record-keeping; major shifts- technology and outsourcing

short range planning

forecast for the immediate HR needs of an organization

HR audit

formal research effort to assess the current state of HR practices

essential job functions

fundamental job duties

family and medical leave act

giving up to 12 weeks of unpaid family leave and allowing the individual to return to job

redesigning work

having fewer employees who perform multiple job tasks. can involve replacing workers with capital equipment or making them more efficient by use of technology or new processes

SWOT analysis

helps managers to consider both internal and external conditions; strength and weakness (internal) opportunities and threats (external)

polycentric policy

host-country nationals staff key positions, coordination with headquarters may be problematic; hiring people from the new country instead of using current employees

religious discrimination

hostile remarks or refusal to hire individuals from different faiths

HR activities during mergers and acquisitions POST INTEGRATION

optimize workforce, identify and establish new culture

strategic planning process

organizational mission, SWOT analysis, establish goals and objectives, formulate organizational strategy, formulate supporting functional strategies, implement, evaluate and reasses

improving productivity

organizational restructuring, redesigning work, aligning HR activities, and outsourcing analyses

the equal pay act

paying similar wage rates for similar work without regard to gender, differences in pay between men and women are permitted when there is a difference in seniority, performance, working conditions

hostile environment harassment

perpetrated by employee's superior, coworkers, and/or third parties, pervasive unwanted sexual comments, pictures, jokes, and/or other derogatory events create a dysfunctional workplace, company may be liable if it cannot offer an affirmative defense

quid pro qup harassment

perpetrated by employees superior, employment decisions hinge on whether an employee provides sexual favors, company is liable (this can only be from a boss)

Four types of organizational assets

physical, financial, intellectual property, and human

business necessity

practice necessary for safe and efficient organizational operations. ex: manufacturing company says no loose clothing, someone w/headdress refuses to take headdress off , interviewer says they will not be considered

nepotism

practice of allowing relatives to work for the same employer

HR and organizational ethics

primary determinant of ethical behavior is organizational culture. influences how organizational decisions are made

coverage of Civil Rights Act of 1964, Title VII

private employers of 15 or more employees, all educational institutions (public and private), state and local governments, public and private employment agencies, labor unions with 15 or more members, joint labor/management committees for apprenticeships and training

affirmative action

proactive employment practices to make up for discrimination against women and minorities; reactive, not proactive; used to right the wrongs

succession planning

process of identifying a plan for the orderly replacement of key employees

where employees can be a core competency

productivity, customer service and quality, and organizational culture

age discrimination in employment (ADEA)

prohibits discrimination against all individual age 40 or older working for employers having 20 or more workers

intermediate range plans

project 1-3 years into the future

source of outflows of $$$

promotions, turnover, terminations, demotions, retirements, deaths, layoffs

bona fide occupational qualification (BFOO)

provide legitimate reason why an employer can exclude persons on otherwise illegal bases of consideration; stating in ad they will discriminate

rehabilitation act

provided for equal employment opportunity for disabled workers and applicants

retaliation

punitive actions taken by employers against individuals who exercise their legal rights

managing a talent surplus (too many employees)

reduce employee work hours or compensation, attrition (open positions not filled), hiring freezes, voluntary separation programs, workforce downsizing/reduction in force

Sarbanes-Oxley (SOX) Act

reduces likelihood of illegal and unethical behaviors, HR issues- major concerns are linked to executive compensation and benefits, requires companies to: establish ethics code, develop employee complaint systems, and have antiretaliation policies for employees who act as whistle blowers to identify wrongful actions

offshoring

relocation of a business process or operation by a company from one country to another; actual process of moving company operations to a different country

outsourcing analyses

required to conduct cost-benefit analysis to examine the impact of outsourcing

Immigration Reform and Control Act (IRCA)

requires employers to verify the employment status of all employees without any discrimination. Within the first 3 days of employment each employee must complete an Employment Eligibility Verification (I-9) form

Full HR audit

reviews all of the above plus any and all other HR functions

I-9 audit

reviews compliance with immigration regulation and the I-9 form requirement

benefit program audit

reviews regulatory compliance, benefits administration and reporting

specific program audit

reviews specific HR subareas such as compensations, EEO, or training

organizational culture

shared values and beliefs that give members of an organization meaning and provide them with rules for behavior. values are inherent in the ways organizations and their members view themselves, define opportunities, and plan strategies

organizational mission

the guiding force and core reason for existence of the organization and what makes it uniques; explains who you are and why this company exists

aap objective

to have the company's workforce demographics reflect as closely as possible the demographics in the labor market from which workers are recruited; population of where you are should be around % of that company's employee backgrounds

negative views of HR departments

too bureaucratic, detail-oriented, and costly and are comprised of naysayers, more concerned about activities than results, efforts are seen as seldom linking employee, managerial, and business performance

the pregnancy discrimination act (PDA)

treating maternity leave the same as other personal or medical leaves

core competency

unique capability that creates high value in which an organization excels. can differentiate an organization from its competitors, a key determinant of competitive advantages, and the HR department's focus is using people as this.

forecasting

using information from the past and the present to identify expected future conditions