Human Resources MGT 340

(2) - Evidence-based HR: demonstrating that HR practices have a positive influence on the company's bottom line or key stakeholders.

( 3) - HR or Workforce Analytics is the practice of using big data from HR databases and other data sources to make evidence-based HR decisions.

Three branches: - Legislative Branch: * House of Representatives; * Senate; - Executive Branch: * President * Regulatory Agencies; - Legislative Branch: * U.S. District Courts, * U.S. Courts of Appeals * Supreme Court

(1) Equal Employment Opportunity, EEO, is the government's attempt to ensure that all individuals have an equal chance for employment, regardless of race, color, religion, sex or national origin

Motivational Approach: - Decision-making autonomy - Task significance - Interdependence

(1) Outcomes of Motivational Approach:

(2) 1. How do our customers see us? 2. What must we excel at? 3. Can we continue to improve and create value? 4. How do we look to shareholders?

(1) Total Quality Management (TQM) 5 Core Values: 1. Methods and processes are designed to meet internal and external customers' needs.

(3) Negative Outcomes: - Lower job satisfaction - Lower motivation

(1) Absence Presence: - Reduced attentive state that one might experience when simultaneously interacting with multiple media. - interruptions can break one's train of thought and derail performance

Customer Service and Quality: - Malcolm Baldrige National Quality Award; - ISO 9000:2000; - Six Sigma Process; - Lean Thinking

(1) Changing Demographics and Workforce Diversity: - Internal labor force: current employees. - External labor market - persons outside the firm actively seeking employment.

(2) - 13th Amendment Abolished Slavery; - 14th Amendment Provides equal protection for all citizens and requires due process in state action

(1) Congressional Legislation: - Civil Rights Acts (1866 and 1871); - Equal Pay Act of 1963; - Title VII of the Civil Rights Act of 1964; - Age Discrimination in Employment Act of 1967

Occupational Information Network, O*NET, uses a common language that generalizes across jobs to describe the abilities, work styles, work activities, and work context required for various occupations that are more broadly defined.

(1) Dynamic Elements of Job Analysis: - Job design is the process of defining how work will be performed and the tasks that will be required in a given job

Possible Negative Effects of Downsizing: - Lower long-term profit, performance and productivity. - Loss of talent. - Disrupts social networks needed for creativity and innovation.

(1) Early Retirement Programs: - The average age of U.S. workforce is increasing.

(3) Authorizes federal government to establish and enforce occupational safety and health standards for all places of employment engaging in interstate commerce. - General Duty Clause

(1) Employee Rights Under OSHA Employees have the right to: 1. Request an inspection. 2. Have a representative present at an inspection. 3. Have dangerous substances identified.

(2) - Employee privacy rights, intellectual property rights and social media - Federal health care legislation - Companies that employ unlawful immigrants or abuse laborers

(1) Ethical Issues: - Ethics: fundamental principles of right and wrong by which employees and companies interact

(2) - Leading Indicators: An objective measure that accurately predicts future labor demand.

(1) Forecasting Stage of HR Planning: - Determine labor demand: * Derived from product/service demands external in nature

Overview of the Human Resource Planning Process: - forecast of labor demand - forecast of labor supply - forecasts of labor surplus or shortage - goal setting and strategic planning - program implementation and evaluation

(1) Forecasting and Leading Indicators: - Forecasting: The attempts to determine the supply of and demand for various types of human resources to predict areas within the organization where there will be future labor short-ages or surpluses .

(2) "What is HR doing to ensure that the right people with the right skills are doing the right things in the jobs that are important for executing the business strategy?"

(1) HR - Playing a Strategic Role in the Business:

Four reasons to outsource HR: - Cost savings - Improve HR quality - Recruit and manage talent - Protect from lawsuits

(1) HR's Strategic Role: The bottom line question for evaluatingthe relationship between HRM and the business strategy is:

(4) 6. What should HR do to improve our marketplace position? 7. What's the best change to prepare for the future? 8. Do we react to business problems or anticipate them in advance?

(1) How is the HRM Function Changing? HR can engage in evidence-based HR

The Sustainability Challenge: Stakeholders include shareholders, the community, customers and all other parties that have an interest in seeing that the company succeeds.

(1) Increased Value: Intangible Assets & Human Capital

(3) * Tying pay to performance can elicit specific activities and levels of performance from employees.

(1) Labor and Employee Relations: - Companies can choose to treat employees as an asset or as an expense;

(2) * Average age of workforce will increase. * Increased workforce diversity * Immigration will affect size and diversity * Generational difference with five generations. * Gender and racial composition of the workforce.

(1) Legal Issues: - Employment laws and regulations; - Eliminating discrimination and harassment; - Workplace safety; - Data security practices and protecting; intellectual property; - Electronic monitoring; also

(2) 4. Be promptly informed about exposure to hazards and be given access to accurate records regarding exposures. 5. Have employer violations posted at the work site.

(1) OSHA Inspections, Citations and Penalties - OSHA inspections are conducted by compliance officers, specially trained Department of Labor agents.

Mechanistic Approach: - Specialization - Skill variety - Work methods autonomy

(1) Outcomes of Mechanistic Approach:

(3) sustainability, which is an important part of many companies' business strategy.

(1) To identify HR related critical indicators or metrics, ask:

(3) Failing to design effective organizations and jobs has important implications for competitiveness.

(1) Work-flow Design and Organization Structure

(1) Dimensions of PAQ:

(2) - Decision/communication /general responsibilities - Clerical/related activities - Technical/related activities - Service/related activities - Regular day schedule versus other work schedules

(1) Strategic Role of the HRM Function: - Time spent on administrative tasks is decreasing. - HR roles as a strategic business partner, change agent and employee advocate are increasing. - Shared service model

(2) - HR is challenged to shift focus from current operations to future strategies and prepare non-HR managers to develop and implement HR practices. - This shift presents two challenges: * Self-service * Outsourcing

(1) Strategy Formulation: - Mission - Goals - External Analysis - Strategic Choice - Internal Analysis

(2) - Inwardly: Strength & Opportunities - Outwardly: Weaknesses & Threats (PP2, slide 10

(1) HRM Practice Options: - Job Analysis/Design; - Training/Development; - Labor-Employee Relations

(2) - Recruitment/Selection; - Pay Structure/ Incentives/Benefits; - Performance Management

(1) HR's Role - Strategic Competitive Advantage:

(2) - Strategic Competitive Advantage: * Emergent Strategies * Enhancing Competitiveness

(1) Employing Temporary Workers: - Temporary workers free a company from administrative tasks and financial burdens.

(2) - Temporary workers are often times tested and trained by a temporary agency. - Many temporary workers brings an objective perspective and experience

(1) Vertical Alignment: - HR practices and processes address the strategic needs of the business;

(2) - Through recruitment, selection and placement, training and development and career management, HRM secures the proper number of people with the levels, knowledge and skills required in the strategic plan;

(1) Job Analysis Methods: - Job analysis is the process of getting detailed information about a job.

(2) - Two recognized methods: *Position Analysis Questionnaire (PAQ) *Occupational Information Network (O*NET)

(1) Work-Flow Analysis is useful in providing a means for managers to understand all tasks required to produce a high-quality product and the skills necessary to perform those tasks:

(2) - Work output - Work processes - Work input

(1) 3 Competitive Challenges Influencing HRM:

(2) - technology, - sustainability, - globalization

(1) Four Principles of Ethical Companies: 1. Emphasize mutual benefits in customer, vendor, client and community relationships. 2. Employees take responsibility for company actions.

(2) 3. Sense of purpose or vision valued and used by employees. 4. Emphasize fairness in treatment of employees, customers, vendors and clients.

(1) Options for Reducing Expected Labor Surplus: 1. Overtime, Temporary employees, Outsourcing -speed: fast, revocability: high: 2. Retrained transfers - speed: slow, revocability: high

(2) 3. Turnover reductions - speed: slow, revocability: moderate 4. Technological Innovation - speed: slow, revocability: low

(1) Pay Structure, Incentives, and Benefits: - Pay has an important role in strategies:

(2) * High pay and/or benefits relative to competitors can help company attract and retain high-quality employees, but might have a negative impact on overall labor costs.

(1) Types of Personnel Policies: - Internal versus external recruiting - Extrinsic versus intrinsic rewards - Employment-at-will policies: * Either party can terminate the relationship

(2) - Due process policies: * Employee takes steps to appeal a termination: - Image advertising: * :Promote company as a good place to work

(1) HRIS, Cloud Computing, and HR Dashboards:

(2) - HR Information Systems (HRIS) ; - Advances in technology have increased: * HR Dashboard Metrics * Cloud Computing

(PP2) (1) - Goal of strategic management is to deploy and allocate resources for a competitive advantage.

(2) - HRM function must be integrally involved in the company's strategic management process.

(1) Dimensions of HRM Practices: - Managing environmental factors allows employees to make a greater contribution to company productivity and competitiveness;

(2) - HRM measures performance, creates an employment relationship and mutually beneficial work environment and designs pay, benefit and reward systems; and

(1) Sarbanes-Oxley Act of 2002: - Sets strict rules for corporate behavior and sets heavy fines and prison terms for noncompliance, as well as

(2) - Imposes criminal penalties for corporate governing and accounting lapses including retaliation against whistle-blowers reporting violations of Security and Exchange Commission rules.

(1) Balanced Scorecard and Social Responsibility: Balanced scorecard provides a view of the company from the perspective of internal and external customers, employees and shareholders and is used to:

(2) - Link HRM activities to company's business strategy. - Evaluate extent HR helps meet company's strategic objectives.

(1) Global Challenges: - Offshoring: exporting jobs from less developed countries +

(2) - Reshoring: moving jobs from overseas to U.S. =

(1) High-Performance Work Systems: - Work teams, virtual teams and partners; - Changes in skill requirements, new technology, company structure and reporting relationships;

(2) - Support high-performance work systems through staffing, work design, training, compensation and performance management.

(1) Social Responsibility and Sustainability: - social responsibility can help boost a company's image with customers, gain access to new markets, and help attract and retain talented employees;

(2) - companies try to meet shareholder and general public demands that they be more socially, ethically and environmentally responsible; - helping to protect the planet can also save money;

(1) Importance of Job Analysis to Line Managers: 1. Managers must have detailed information about all the jobs in their work group to understand work-flow process.

(2) 2. Managers need to understand job requirements to make intelligent hiring decisions. 3. Managers must clearly understand tasks required in every job.

(1) Outsourcing is the practice of having another company ((a vendor, consultant or third-party) provide services to save money, spend more time on strategic business issues, increase ability to recruit

(2) and manage talent, improve HR service quality, and protect the company from potential lawsuits by standardizing processes such as selection and recruitment.

(1) Employee Engagement Themes: - Pride in employer; - Satisfaction with employer; - Satisfaction with the job; - Opportunity to perform challenging work; - Recognition and positive feedback; also

(2) - Personal support from manager; - Effort above and beyond the minimum; - Understand link between one's job and company's mission; - Prospects for future growth with the company; - Intention to stay with the company.

(1) Developing a Work-Unit Activity Analysis:

(2) - Raw Inputs: What materials, data, and information are needed? - Equipment: What special equipment, facilities, and systems are needed? - Human Resources: What knowledge, skills, and abilities are needed by those performing the tasks?

(1) Sustainability includes the ability to: - succeed in a dynamic competitive environment; - deliver a return to shareholders; deliver a return to shareholders; - increased value placed on intangible assets, also

(2) - increased value placed on human capital, social and environmental responsibility; - adapt to changing characteristics and expectations of the labor force; - address legal and ethical issues; - effectively use new work arrangements

(1) 9 Competencies for HR Professionals:

(2) 1. Business Acumen, 2. Critical Evaluation, 3. Technical Expertise and Practice, 4. Ethical Practice, 5. Global and Cultural Effectiveness, 6. Relationship Management, 7. Communications, 8. Organizational Leadership and Navigation, 9. Consultation

(1) Talent management is the systematic planned strategic effort to use bundles of HRM practices acquiring and assessing employees, learning and development, performance management and compensation to attract, retain, develop and motivate highly-skilled employees and managers.

(2) Alternative work arrangements include independent contractors, on-call workers, temporary workers, and contract company workers.

(1) Meeting Competitive Challenges Through HRM:

(2) Dimensions of HRM Practices: - Managing the HR environment; - Acquiring and preparing HR; - Assessment and development of HR; Compensating HR

(1) Downsizing planned elimination of large numbers of personnel to enhance organizational competitiveness.

(2) Four reasons for downsizing: - Reduce labor costs - Technological changes reduce need for labor - Mergers and acquisitions reduce bureaucratic overhead - Organizations change location of where they do business

(1) Structural Configuration:

(2) Functional: - functional departmentalization - high level of centralization - high efficiency - inflexible - insensitive to differences across products, regions and clients

(1) Job Analysis Information: Job description: - list of tasks, duties and responsibilities, - (TDRs) tasks, duties and responsibilities

(2) Job specification: - list of skills, knowledge, abilities and other characteristics, - (KSAOs) knowledge, skills, abilities and other characteristics

(1) Lean Production vs. Batch Work Methods:

(2) Lean Production refers to processes that emphasize manufacturing goods with minimum amount of time, materials, money and people to leverage technology and flexible, well-trained and skilled personnel to produce more custom products for less

(1) Empowering - Giving employees responsibility and authority to make decisions.

(2) Learning Organization - A culture of lifelong learning in which employees are continually trying to learn new things.

(1) Employee Safety is regulated by both federal and state governments. - BP refinery in Texas City, Texas

(2) Occupational Safety and Health Act (OSHA)

(1) No "one best way" to design jobs and structure organizations

(2) Organizations need to create a fit between environment, competitive strategy, philosophy and jobs and organizational design.

(1) Outsourcing, Offshoring, and Immigration:

(2) Outsourcing uses an outside organization for a broad set of services: - Choose an established, large outsourcing vendor. - Jobs that are proprietary or require tight security should not be outsourced. - Start small and monitor constantly

(1) Outcomes of Biological Approach:

(2) Positive Outcomes: - Less physical effort - Less physical fatigue - Fewer health complaints - Fewer medical incidences - Lower absenteeism - Higher job satisfaction

(1) Outcomes of Perceptual-Motor Approach:

(2) Positive Outcomes: - Lower likelihood of error - Lower likelihood of accidents - Less chance of mental overload and stress - Lower training time - Higher utilization levels

(1) What is Strategic Management?

(2) Strategic HRM is the pattern of planned HR activities and deployments intended to enable an organization to achieve its goals

(1) HR salaries vary according to position, experience, education, training, location and firm size.

(2) The primary HRM professional organization is the Society for Human Resource Management (SHRM)

(1) Affirmative Action Planning:

(2) Workforce utilization review is a comparison of the proportion of workers in protected subgroups with the proportion that each subgroup represents. - used to determine whether any subgroups may be underutilized

(1) Six Sections of Position Analysis Questionnaire, PAQ:

(2): - Information input - Mental processes - Work output - Relationships with other persons - Job context - Other characteristics

(2) - Determine labor supply: * Internal movements caused by transfers, promotions, turnover, retirements, etc. * Transitional matrices identify employee movements in different job categories over time

(3) - Determine labor surplus or shortage: * Compare forecasts and demand

(2) - HRM must make choices about how much employees participation in decision making, what rights employees have, and what company's responsibility is to them;

(3) - The approach a company takes in making these decisions can result in it either successfully achieving its short and long-term goals or ceasing to exist.

(2) 1. What is HR doing to provide value-added services to internal clients? 2. Do the actions of HR support and align with business priorities?

(3) 3. How are you measuring the effectiveness of HR? 4. How can we reinvest in employees? 5. What HR strategy will get business from point A to B?

(2) 2. Every employee receives training in quality. 3. Promote cooperation with vendors, suppliers and customers.

(3) 4. Managers measure progress with feedback based on data. 5. Quality is designed into a product or service so that errors are prevented rather than being detected and corrected.

(2) Positive Outcomes: - Higher job satisfaction - Higher motivation - Greater job involvement - Lower absenteeism

(3) Negative Outcomes: - Increased training time - Lower utilization levels - Greater likelihood of error - Greater chance of mental overload and stress

(2) Positive Outcomes: - Decreased training time - Higher utilization levels - Lower likelihood of error - Less chance of mental overload and stress

(3) Negative Outcomes: - Lower job satisfaction - Lower motivation - Higher absenteeism

(2) - Ethical HR practices must: * Result in greatest good for largest number of people; * Respect basic human rights of privacy, due process, consent and free speech; as well as

(3) * Managers must treat employees and customers equitably and fairly and develop and distribute a Code of Ethics, policy, process and procedures, audit and train employees

(2) - Baby boomers are not retiring early due to: * improved health * fear that Social Security will be cut * mandatory retirement is outlawed * collapse of the financial and housing markets made it * economically unviable to retire

(3) - Many employers try voluntary attrition among older workers through early retirement incentive programs.

(2) Intangible Assets: A type of company asset including human capital, customer capital, social capital, and intellectual capital.

(3) Knowledge Workers: Employees who own the intellectual means of producing a product or service.

(2) Work-Flow Design is the process of analyzing tasks necessary for production of a product or service, prior to assigning tasks to a particular job category or person

(3) Organization Structure refers to the stable and formal network of vertical and horizontal interconnections among jobs that constitute the organization

(3) - Routine/repetitive work activities - Environmental awareness - General physical activities -Supervising/coordinating other personnel - Public/customer/related contact activities

(4) - Unpleasant/hazardous /demanding environment - Non-typical work schedules

(3) Change - adoption of a new idea or behavior by a company

(4) Employee Engagement - degree to which employees are fully involved in their work and the strength of their job and company commitment.

One recent study of 115 strategic business units within Fortune 500 corporations found that between 49 and 69% of the companies had some link between HRM and the strategic planning process

(PP1) (1) Competitiveness is a company's ability to maintain and gain market share, related to its effectiveness, which is determined by whether the company satisfies the needs of stakeholders.

(2) Human resource management (HRM) - the policies, practices, and systems that influence employees' behavior, attitudes and performance

(PP1, slide 4) (1) Human resources Management Practices: - Analysis and Design of work - HR planning - Recruitment - Selection - Training and Development

HRM has a profound impact on strategic plan implementation by developing and aligning HRM practices that ensure the company has motivated employees with necessary skills.

(PP3) U.S. Legal System consists of Three branches: - Legislative Branch, - Executive Branch; - Legislative Branch

The Plaintiff's Burden: Plaintiff has the burden of proving that the defendant committed an illegal act; the idea of a "prima facie" case. Plaintiff meets prima facie burden by showing four things:

1. Plaintiff belongs to a protected group. 2. Plaintiff applied for and was qualified for the job. 3. Despite possessing qualifications, plaintiff was rejected.

Three Conditions for Sexual Harassment Cases:

1. Plaintiff cannot have "invited or incited" the advances 2. Harassment must have been severe 3. Court must determine the liability of the organization for actions of its employees

Four Steps to Ensure a Workplace Free of Sexual Harassment:

1. Policy Statement 2. Training 3. Reporting mechanism 4. Prompt disciplinary action

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 of employment decisions affecting such individual, or

Strategic management is a process, an approach to addressing the competitive challenges an organization faces. It can be thought of as managing the "pattern or plan that integrates an organization's major goals, policies, and action sequences into a cohesive whole."

5. These strategies can be either the generic approach to competing or the specific adjustments and actions taken to deal with a particular situation.

First, business organizations engage in generic strategies that often fit into some strategic type. One example is "cost, differentiation, or focus." 6. Another is "defender, analyzer, prospector, or reactor."

7. Different organizations within the same industry often have different generic strategies. These generic strategy types describe the consistent way the company attempts to position itself relative to competitors.

Strategic Human Resource Management (SHRM) can be thought of as "the pattern of planned human resource deployments and activities intended to enable an organization to achieve its goals."

8. For example, many firms have developed integrated manufacturing systems such as advanced manufacturing technology, just-in-time inventory control, and total quality management in an effort to increase their competitive position.

However, these systems must be run by people. SHRM in these cases entails assessing the employee skills required to run these systems and engaging in HRM practices, such as selection and training, that develop these skills in employees.

9. To take a strategic approach to HRM, we must first understand the role of HRM in the strategic management process.

In an alternative dispute resolution program (ADR), the concerned employee and supervisor have finished the peer review stage and have not reached a settlement. Which of the following is most likely the next stage in the ADR process?

A neutral third party from outside the organization will hear the case via a nonbinding process.

(2) - Vocational Rehabilitation Act of 1973; - Vietnam Era Veteran's Readjustment Act of 1974; - Pregnancy Discrimination Act; - Civil Rights Act of 1991; - Americans with Disabilities Act of 1990

According to EEOC, a disability is a physical or mental impairment that "substantially limits one or more major life activity; a record or past history of such an impairment; and/or being 'regarded as' having a disability by an employer whether you have one or not, usually in terms or hiring, firing or demotion."

In which level of linkage does a company's strategic business planning function exist without any input from the HRM department?

Administrative linkage

Which of the following purposes does performance management information serve when factors such as salary (pay raises), promotions, terminations, and recognition of individual performance are considered?

Administrative purpose

Affirmative Action and Reverse Discrimination:

Affirmative Action was conceived as a way of taking extra effort to attract and retain minority employees:

In two-way linkage, HRM executives then analyze the human resource implications of the various strategies, presenting the results of this analysis to the strategic planning team.

After the strategic decision has been made, the strategic plan is passed on to the HRM executive, who develops programs to implement it. The strategic planning function and the HRM function are interdependent in two-way linkage.

Which of the following acts never has a case for reverse discrimination?

Age Discrimination in Employment Act of 1967

(3) Offshoring is outsourcing where jobs leave one country and go to another.

Altering Pay and Hours: - Garner more hours from current employees - Cut salaries - Reduce contributions to 401(k) plans - Reduce number of hours of all workers

- Imposed quota program; - Debate over affirmative action continues to evoke attention

Americans with Disabilities Act (ADA)

Job Characteristics Model: Jobs described in terms of five characteristics: - Skill variety - task identity - autonomy - feedback - task significance

Biological Approach: - Physical demand - Ergonomics - Work conditions

Disparate Treatment: exists when individuals in similar situations are treated differently based upon race, color, religion, sex, national origin, age, or disability status.

Bona fide occupational qualification (BFOQ): is a job qualification based on race, sex, religion, etc. that an employer asserts is a necessary qualification for the job.

Strategy implementation consists of structuring the organization, allocating resources, ensuring that the firm has skilled employees in place, and developing reward systems that align employee behavior with the organization's strategic goals.

Both of these strategic management phases must be performed effectively. It is important to note that this process does not happen sequentially.

(3) - A business model is how the firm will create value for customers profitably.

Business Model Accounting Concepts: - Fixed Costs; - Variable Costs; - Margins; - Gross Margin

Which of the following is true of the generalizability of several personal selection methods?

Cognitive ability tests have high generalizability.

Which of the following strategies focuses on increasing market share, reducing costs, or creating and maintaining a market niche for products and services?

Concentration

Under ADA, a firm must make "reasonable accommodation" to a physically or mentally disabled individual unless doing so would impose "undue hardship."

Consequences of ADA: - Increased litigation Cases being filed do not reflect Congressional intent; - Act was passed to protect people with major disabilities - The law has not resulted in a major increase in the proportion of people with disabilities who are working.

_____ is the degree to which work units are grouped based on functional similarity or similarity of work flow.

Departmentalization

4. After plaintiff was rejected, position remained open and employer continued to seek applicants with similar qualifications, or position was filled by someone with similar qualifications.

Disparate Impact: Occurs when a neutral employment practice disproportionately excludes a protected group from employment opportunities

Opposition refers to expressing to someone through proper channels that you believe that an illegal employment act has taken place or is taking place.

Diversity and EEO Issues: Sexual harassment; Affirmative action and reverse discrimination; Outcomes of Americans with Disabilities Act.

The strategic management process has two distinct yet interdependent phases: strategy formulation and strategy implementation.

During strategy formulation the strategic planning groups decide on a strategic direction by defining the company's mission and goals, its external opportunities and threats, and its internal strengths and weaknesses.

During strategy formulation, they then generate various strategic alternatives and compare those alternatives' ability to achieve the company's mission and goals.

During strategy implementation, the organization follows through on the chosen strategy.

_____ is concerned with examining the interface between individuals' physiological characteristics and the physical work environment.

Ergonomics

Executive Order 11246 Prohibits government contractors from discrimination.

Executive Order 11478 Government employment policies based on merit and fitness.

_____ specifically impose higher taxes on employers with high rates of unemployment or workers' compensation claims.

Experience ratings

Porter's Strategies: Cost -> <- Differentiation

Five Categories of Directional Strategies: - Concentration; - Internal Growth; -External Growth; - Downsizings; - Mergers & Acquisitions

(2) - Job redesign refers to changing the tasks or the way work is performed in an existing job.

Four Approaches to Job Design: - Mechanistic - Motivational - Biological - Perceptual

One of HRM's major challenges is the legal constraints imposed by the government

HR and line managers need to understand legal requirements and prohibitions to manage in ways that are financially and ethically sound, and in so doing create a competitive advantage

(2) - Compensations - Performance Management - Employee Relations ->> Company performance

HR as a Business with 3 Product Lines: - Human Relations * Administrative Services and Transactions * Business Partner Services * Strategic Partner

(3) - Customers needs for new products or services influence the number and type of employees needed. HRM determines employee requirements and training

HR helps companies deal with sustainability, globalization, and technology challenges and should be evidence-based.

HR has three product lines: administrative, business partner and strategic services.

HR managers need credibility, understanding of business, technology and business strategy, and ability to deliver HR services.

This kind of strategic approach should be emphasized in human resource management.

HR managers should be trained to identify the competitive issues the company faces with regard to human resources and think strategically about how to respond.

HR - most important asset and single largest most controllable cost within the business model

HR professionals must develop business, professional-technical, change management and integration competencies.

HR planning uses labor supply and demand forecasts to anticipate labor shortages and surpluses to enhance organization's success and reduce human suffering.

HR recruiting creates an applicant pool should a labor shortage occur.

Strategy Implementation Variables: - Types of Information; - Organizational Structure; - Task Design; - Select, Train, Develop People; - Reward Systems

HRM's Three Implemplementation Variables: Task -> People -> Reward Systems

Which of the following is true of employee health care organizations?

Health maintenance organizations focus on preventive care.

A firm's strategic management decision-making process usually takes place at its top levels, with a strategic planning group consisting of the chief executive officer, the chief financial officer, the president, and various vice presidents.

However, each component of the process involves people-related business issues. Therefore, the HRM function needs to be involved in each of those components.

(3) Divisional: _ workflow departmentalization - low level of centralization - semi-autonomous - flexible and innovative - sensitive to differences across products, regions and clients

Importance of Job Analysis: - Work Redesign - HR Planning - Selection - Training - Performance Appraisal - Career Planning - Job Evaluation

In administrative linkage, the lowest level of integration, the HRM function's attention is focused on day-to-day activities. The HRM executive has no time or opportunity to take a strategic outlook toward HRM issues.

In administrative linkage, the company's strategic business planning function exists without any input from the HRM department. Thus, in this level of integration, the HRM department is completely divorced from any component of the strategic management process.

In administrative linkage, the department simply engages in administrative work unrelated to the company's core business needs.

In one-way linkage, the firm's strategic business planning function develops the strategic plan and then informs the HRM function of the plan.

Statistical disparities between composition of some group within the company compared to some other relevant group;

Individual acts of intentional discrimination that suggest statistical disparity is a function of the larger culture;

In which of the following integration levels is a company's HRM functions built right into the strategy formulation and implementation processes?

Integrative linkage

Which of the following best describes the marginal tax rate?

It is the percentage of additional earnings that goes to taxes.

Many authors have noted that in today's competitive market, organizations must engage in strategic planning to survive and prosper. Strategy comes from the Greek word stra-tegos, which has its roots in military language.

It refers to a general's grand design behind a war or battle. In fact, Webster's New American Dictionary defines strategy as the "skillful employment and coordination of tactics" and as "artful planning and management."

Three Dimensions to Describe Teams: - skill differentiation - authority differentiation - temporal stability

Job analysis and design is a key component for a competitive advantage and strategy

Which of the following disadvantages is an organization with a functional structure most likely to face?

Lack of sensitivity toward subtle differences in products or clients

Enforcement of EEO: Two agencies responsible for enforcement of these laws and executive orders: Equal Employment Opportunity Commission Office of Federal Contract Compliance Programs

Lilly Ledbetter Fair Pay Act Congress passed the act specifying that an "illegal act" occurs when:

Places special obligation on employer to affirmatively do something to accommodate an individual's disability or religion;

Making facilities readily accessible to and usable by individuals with disabilities.

Managers need to understand the entire work-flow process to ensure efficiency and effectiveness and have clear, detailed job information

Managers can redesign jobs so the work unit is able to achieve its goals while individuals benefit from motivation, satisfaction, safety, health and achievement.

(3) - HRM develops "control" systems that ensure that those employees are acting in ways achieve of the goals in the strategic plan.

PP2 - slide 16

Disparate Impact Four-fifths rule; Standard deviation rule; Wards Cove Packing Co. v. Antonio; Griggs vs. Duke Power

Pattern and Practice Plaintiffs attempt to show three things in class action pattern and practice lawsuits:

The _____ requires defined contribution plans holding publicly traded securities to provide employees with the opportunity to divest employer securities.

Pension Protection Act of 2006

(3) Negative Outcomes: - Higher financial costs because of changes in equipment or job environment

Perceptual-Motor Approach: - job complexity - information processing - equipment use

(PP5, slide 14) Organizational Recruitment Process: - Recruiter traits and behavior - Personnel policies - Vacancy characteristics - Job choice - Applicant characteristics - Recruitment sources

Personnel Policies are organizational decisions that affect the nature of the vacancies for which people are recruited: - They impact the organization's ability to recruit. - Characteristics of the vacancy are more important than recruiters or recruiting sources.

Integrative Linkage is dynamic and multifaceted, based on continuing rather than sequential interaction. In most cases the HRM executive is an integral member of the senior management team.

Rather than an iterative process of information exchange, companies with integrative linkage have their HRM functions built right into the strategy formulation and implementation processes. It is this role that we will discuss throughout the rest of this chapter.

Disability and Accommodation:

Readily-accessible facilities; Job restructuring; Reassignment; Alternative testing formats; Readers or reading assistance technology; Interpreters; Allow employees to provide own accommodation.

Promotion and/or pay procedures leave too much discretion to managers, providing the avenue through which unconscious biases can play a part.

Reasonable Accommodation:

Recruitment Sources: - Internal versus External - Direct applicants and - Referrals - Advertising - Electronic Recruiting - Employment Agencies - Colleges and Universities

Recruiters: - Functional Area - Traits - Realism - Impact

Religion and Accommodation: Title VII forbids discrimination on the basis of religion just like race or sex.

Religion also receives special treatment requiring employers to exercise an affirmative duty to accommodate individuals' religious beliefs and practices.

(2) - information processing errors are increased in any context that requires a "handoff" of information from one person to another - technology serves as a source of distraction from the primary task, reducing performance and increasing the opportunities for errors

SBAR: -Situation - Background - Assessment - Recommendation

Shared Service Model: - Organizes HR to control costs and improve business-relevance and timeliness of HR practices. - It includes * centers of expertise or excellence * service centers and * business partners

Self-service gives employees online access to information about HR issues, or apps which provide information such as training, benefits, compensation, and contracts; enroll online in programs and services

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: Quid Pro Quo Bundy v. Jackson > < Hostile Working Environment

_____ training gives job incumbents the ability to better predict, understand, and control events occurring on the job, which in turn increases their ability to make their own decisions.

Skills

Strategy - Decisions about Competition: - Where? - How? - With What? (PP2, slides 7+8)

Strategic Planning and HRM Linkages : - Administrative - One-way - Two-way - Integrative

how to lower production costs, how to raise revenues, what technology to implement, and how many and what types of people to employ. Each of these decisions may present competitive challenges that have to be considered.

Strategic management is more than a collection of strategic types. It is a process for analyzing a company's competitive situation, developing the company's strategic goals, and devising a plan of action and allocation of resources that will increase the likelihood of achieving those goals.

(3) Companies must compete in and develop global markets and prepare employees for global assignments.

Technology Challenge: - Advance Technologies, - Social Networking, - Internet

Which of the following approaches to performance management has high acceptability, usually low validity, and very low specificity and yields low strategic congruence results that require the manager to make the link?

The attribute approach

Often the "with what will we compete" questions present ideal avenues for HRM to influence the strategic management process.

This might be through either limiting strategic options or forcing thoughtfulness among the executive team regarding how and at what cost the firm might gain or develop the human resources (people) necessary for such a strategy to be successful.

An employee is given a formal written warning for an offense he has committed. Despite this, he proceeds to commit another offense. Which of the following is the most likely organizational response if the organization has adopted a progressive discipline program?

Threat of temporary suspension

(2) - Violation results in a citation to the employer. - Criminal and civil penalties can be issued.

Three Components of Safety Awareness Programs: Identify, Reinforce, Promote

(3) - Activity: What tasks are required in the production of the output? - Output: What product, information, or service is provided? How is the output measured?

Three Kinds of Waste - Movement that creates no value - Overburdening of specific people or machines - Inconsistent production that creates excessive inventories

1. a discriminatory compensation decision is adopted; 2. an employee becomes subject to the decision; or 3. an employee is affected by it application, including each time compensation is paid.

Three Major Responsibilities of EEOC: 1. Investigate and resolve discrimination complaints. 2. Gather information. 3. Issue guidelines.

Office of Federal Contract Compliance Programs Three components: Utilization analysis; Goals & Timetables; Action Steps

Three Types of Discrimination 1. Disparate Treatment 2. Disparate Impact 3. Reasonable Accommodation

However, a generic strategy is only a small part of strategic management. The second aspect of strategic management is the process of developing strategies for achieving the company's goals in light of its current environment.

Thus, business organizations engage in generic strategies, but they also make choices about such things as how to scare off competitors, how to keep competitors weaker, how to react to and influence pending legislation, how to deal with various stakeholders and special interest groups, or

Retaliation for Participation and Opposition:

Title VII states that employers cannot retaliate against employees for either "opposing" a perceived illegal employment practice or "participating in a proceeding" related to an alleged illegal employment practice.

(3) Batch Work Methods use large groups of low skilled employees to churn out long runs of identical mass products stored in inventories for later sale

Two Dimensions of Organization Structure: Centralization > < Departmentalization

(3) Strategic management is a process to address the organization's competitive challenges by integrating goals, policies and action sequences into a cohesive whole

Two Phases of Strategic Management: - Strategy Formulation: Strategic planning groups decide on strategy; - Strategy Implementation: Organization follows through on the strategy

Although one-way linkage does recognize the importance of human resources in implementing the strategic plan, it precludes the company from considering human resource issues while formulating the strategic plan. This often leads to strategic plans that the company cannot successfully implement

Two-Way Linkage allows for consideration of human resource issues during the strategy formulation process. This integration occurs in three sequential steps. First, the strategic planning team informs the HRM function of the various strategies the company is considering.

EEOC Definition of Sexual Harassment:

Unwelcome sexual advances, requests for sexual favors, and other verbal or physical contact of a sexual nature constitute sexual harassment when:

_____ is the degree to which the information provided by selection methods enhances the bottom-line effectiveness of the organization.

Utility

Strategy—Decisions about Competition

Where to compete? In what market or markets will we compete? Industries, products, etc?

How to compete? On what criterion or differentiating characteristics will we compete? Cost? Quality? Reliability? Delivery?

With what will we compete? What resources will allow us to beat our competition? How will we acquire, develop, and deploy those resources to compete?

(book, chapter 2) Four levels of integration seem to exist between the HRM function and the strategic management function:

administrative linkage, one-way linkage, two-way linkage, and integrative linkage

The _____ approach to performance management focuses on the extent to which individuals have certain traits believed desirable for the company's success.

attribute

Trey is a high-performing employee. Alex, his supervisor, is biased against Trey. After repeated mistreatment, he fires Trey. As an African American, Trey can charge a wrongful discharge suit filed as a _____.

civil rights infringement

Despite the fact that Priya performs really well in her workplace, she ends up getting only an average performance rating because her peers perform even better. This is an example of _____.

contrast

All of the following personnel selection methods have a low generalizability EXCEPT _____.

drug tests

Just as reliability is necessary but not sufficient for validity, validity is necessary but not sufficient for _____.

generalizability

Peter has been working at Tempest Corp. for a year. His performance during the first few months at his job was very good, and he developed a very good impression with his employers. As a consequence, despite his poor performances, Peter has been receiving good performance ratings due to his overall good image. This is an example of _____.

halo

Financial Accounting Statement (FAS) 106, issued by the Financial Accounting Standards Board, states that

health care benefits provided after retirement should not be funded on a pay-as-you-go basis.

During the strategy _____ phase of the strategic management process, the company follows through on the chosen strategy.

implementation

The new focus on strategic HRM has tended to be primarily on _____ strategies that are the result of the rational decision-making processes used by top managers.

intended

Divisional structures are characterized by

low levels of centralization.

Job complexity, information processing, and equipment use are major elements of the _____ approach to job design.

perceptual

Outcome fairness is judged based on _____.

results relative to those of others