MIE 330 Exam 1 Study Guide

Reengineering

A complete review of the organization's major work processes to make them more efficient and able to deliver higher quality

HR Information System (HRIS)

A computer system used to acquire, store, manipulate, analyze, retrieve, and distribute information related to an organization's human resources.

Disparate Impact

A condition in which employment practices are seemingly neutral yet disproportionately exclude a protected group from employment opportunities.

Job Description

A list of tasks, duties, and responsibilities (TDRs) that a particular job entails.

Bona Fide Occupational Qualification (BFOQ)

A necessary (not merely preferred) qualification for performing a job. Supreme Court has ruled that BFOQ's are limited to policies directly related to a worker's ability to do the job.

Training Employees

A planned effort to enable employees to learn job-related knowledge, skills, and behavior.

Flextime

A scheduling policy in which full-time employees may choose starting and ending times within guidelines.

Job Sharing

A work option in which two part-time employees carry out tasks associated with a single job.

Development

Acquisition of knowledge, skills, and behaviors that improve an employee's ability to meet changes in job requirements and in customer demands

Providing Reasonable Accommodation

An employer's obligation to do something to enable an otherwise qualified person to perform a job. ♣ Companies should recognize needs based on individuals' religion or disabilities. ♣ Employers may need to make such accommodations as adjusting work schedules or dress codes, making the workplace more accessible, or restructuring jobs.

HRM and Sustainable Competitive Advantage

An organization can succeed if it has sustainable competitive advantage

High-Performance Work System

An organization in which technology, organizational structure, people, and processes all work together to give an organization a competitive advantage.

Internal Labor Force

An organization's workers includes its employees and people who have contracts to work at the organization

Occupational Safety and Health Act

Authorizes federal government to establish and enforce occupational safety and health standards for all places of employment engaging in interstate commerce.

Job Enlargement

Broadening types of tasks performed in a job

Job Analysis

Careful job analysis makes it possible to define what a person in a certain position does and what qualifications are needed for the job. Firefighters use specific equipment to extinguish fires, require physical strength to do their jobs, and must possess the ability to make decisions under pressure.

Change Model

Change = D x V x F

Evidence-based HR

Collecting and using data to show that human resource practices have a positive influence on the company's bottom line or key stakeholders.

Legal Immigrants - H1B Visa's

Company sponsors Immigrants for hire.

Strategic partner

Contributing to the company's strategy through an understanding of its existing and needed human resources and ways HR practices can give the company a competitive advantage. For strategic ideas to be effective, HR must understand the business, its industry, and its competitors.

Business partner services

Developing effective HR systems that help the organization meet its goals for attracting, keeping, and developing people with the skills it needs. To be effective, HR people must understand the business so it can understand what the business needs.

Disparate Treatment

Differing treatment of individuals based on the individuals' race, color, religion, sex, national origin, age, or disability status.

HR dashboards...

Display HR metrics

D =

Dissatisfaction with the current state

Job Extension

Enlarging jobs by combining several relatively simple jobs to form a job with a wider range of tasks

Job Rotation

Enlarging jobs by moving employees among several different jobs

F =

First Steps

Employee Engagement

Full involvement in one's work and commitment to one's job and company.

Employee Empowerment

Giving employees responsibility and authority to make decisions regarding all aspects of product development or customer service.

Administrative services and transactions

Handling administrative tasks (for example, hiring employees and answering questions about benefits) efficiently and with a commitment to quality.

Declining Union Membership

Has been declining since the 1980s

Self-Managing Work Teams

Have authority for an entire work process or segment

External Labor Market

Individuals who are actively seeking employment

Job Specification

List of knowledge, skills, abilities, and other characteristics (KSAO needed to perform a particular job.

In an organization, who should be concerned with HRM?

Managers, supervisors and HR

Work Flow Design

Process of analyzing tasks necessary for production of a product or service.

Job Design

Process of defining the way work will be performed and the tasks that a given job requires.

Job Analysis

Process of getting detailed information about jobs.

What Keeps HR Leaders Awake at Night?

Rising health care costs and no solutions in sight!

Four-Fifths Rule

Rule of thumb that finds evidence of discrimination if an organization's hiring rate for a minority group is less than four-fifths the hiring rate for the majority group. Compares rates of hiring, not numbers of employees hired.

Position

Set of job duties performed by a particular person.

Job

Set of related duties.

Self-Service

System in which employees have online access to information about HR issues and go online to enroll themselves in programs and provide feedback through surveys

Total Quality Management (TQM)

TQM is a companywide effort to continuously improve the ways people, machines, and systems accomplish work

Teamwork

The assignment of work to groups of employees with various skills who interact to assemble a product or provide a service.

Telework

The broad term for doing one's work away from a centrally located office.

Human Resource Management (HRM)

The policies, practices, and systems that influence employees o Behavior o Attitudes o Performance

Outsourcing

The practice of having another company, such as a vendor, third-party provider, or consultant, provide services.

Selection

The process by which the organization attempts to identify applicants with the necessary knowledge, skills, abilities, and other characteristics that will help the organization achieve its goals.

Job Design

The process of defining how work will be performed and what tasks will be required in a given job.

Performance Management

The process of ensuring that employees' activities and outputs match the organization's goals.

Recruitment

The process through which the organization seeks applicants for potential employment.

The Platinum Rule

Treat others the way THEY want to be treated.

The Golden Rule

Treat others the way YOU would want to be treated

V =

Vision for the Future

Ability

a general enduring capability that an individual possesses.

Talent Management

a systematic, planned effort to attract, retain, develop, and motivate highly skilled employees and managers.

Skill

an individual's level of proficiency at performing a particular task.

Occupational Information Network (O*NET)

an online job description database developed by the Labor Department

Team members motivated by...

autonomy, skill variety, and task identity.

Equal employment opportunity (EEO)

condition in which all individuals have an equal chance for employment, regardless of their race, color, religion, sex, age, disability, or national origin.

Knowledge:

factual or procedural information necessary for successfully performing a task.

Managers depend on HR professionals to...

help them keep track of these requirements.

HR give organizations advantages because...

human resources are valuable, cannot be imitated, have no good substitutes and with needed skills and knowledge are sometimes rare.

HR planning

identifying the numbers and types of employees the organization will require to meet its objectives.

Outsourcing gives the company access to...

in-depth expertise and is often more economical as well.

OSHA is responsible for...

inspecting businesses, applying safety and health standards, and levying fines for violations.

Other Characteristics:

job-related licensing, certifications, or personality traits.

Number and kinds of people in external labor market determine...

kinds of human resources available to an organization.

OSHA regulations prohibit...

notifying employers of inspections in advance.

Job Redesign

o A similar process that involves changing an existing job design. To design jobs effectively, a person must thoroughly understand: ♣ job itself (through job analysis) and ♣ Its place in the units work flow (work flow analysis)

HRM must support company's strategy

o Align HRM policies and practices o Support decisions about quality improvement programs, mergers and acquisitions, restructuring

Today's Workforce

o Baby Boomers (born between 1946 and 1964)) o Generation X (born between 1965-1980) o Millennials (born from 1981 to 1995) o What should we call you? Digital Natives? (born after 1995)

Civil Rights Acts (1866 & 1871)

o Civil Rights Act of 1866 granted all persons same property rights as white citizens. o Civil Rights Act of 1871 granted all citizens right to sue in federal court if they feel they have been deprived of some civil right.

Pregnancy Discrimination Act (1978)

o Defines discrimination on the basis of pregnancy, childbirth, or related form of medical condition to be a form of illegal sex discrimination. o Benefits, including health insurance, should cover pregnancy and related medical conditions in the same way as other medical conditions.

Organizations can prevent sexual harassment by:

o Developing and communicating a policy that defines and forbids it o Training employees to recognize and avoid this behavior o Providing a means for employees to complain and be protected

Cost Control

o Downsizing o Reengineering o Outsourcing

A Psychological Contract

o Employer and employee both contribute to the relationship o Employees expected to take more responsibility in their training, etc., but expect the company to offer them more flexibility, better training

Job Enrichment

o Empowering workers by adding more decision-making authority to jobs. o Based on Herzberg's theory of motivation. o Individuals motivated more by intrinsic aspects of work.

Ensuring Compliance with Labor Laws

o Government requirements include: ♣ filing reports and displaying posters ♣ avoiding unlawful behavior

HR Implications of an Aging Workforce

o HRM spends much time on retirement planning, retraining and motivating workers. o Organizations struggle to control rising costs of health care and benefits o Managers will supervise older employees. o Organizations must find ways to prepare youth labor force.

LEGISLATIVE BRANCH

o Has enacted a number of laws governing HR activities.

Planning Pay & Benefits

o How much salary, wages bonuses, commissions, and other performance-related pay to offer o Which benefits to offer and how much of the cost will be shared by employees

Established (OSHA). Responsible for:

o Inspecting employers o Applying safety and health standards o Levying fines for violation

JUDICIAL BRANCH

o Interprets the law. o The Supreme Court is the court of final appeal. o Its decisions are binding.

Key components

o Job Title o Brief description of the TDRs o List of the essential duties with detailed specifications of the tasks involved in carrying out each duty

The process of getting detailed information about jobs:

o Job analysis o Job descriptions o Job specifications

Importance of Job Analysis

o Job analysis is so important to HR managers that it has been called the building block of all HRM functions. o Almost every HRM program requires some type of information determined by job analysis.

Maintaining Positive Employee Relations

o Preparing and distributing employee handbooks and company publications o Dealing with and responding to communications from employees' questions o Negotiating union contracts and maintaining communication with union representatives

Age Discrimination in Employment Act (ADEA)

o Prohibits discrimination against workers who are over the age of 40. o Age discrimination complaints make up a large percentage of complaints filed with EEOC.

Title VII Civil Rights Act (1964)

o Prohibits employers from discriminating based on: ♣ Race ♣ Color ♣ Religion ♣ Sex ♣ National origin Applies to organizations that employ 15 or more.

Americans with Disabilities Act (ADA) of 1990

o Protects individuals with disabilities from being discriminated against in the workplace. o Prohibits discrimination based on disability in all employment practices. o Employers must take steps to accommodate individuals covered by the act.

Preventing Sexual Harassment

o Refers to unwelcome sexual advances, requests for sexual favors, and other verbal or physical contact of a sexual nature when: ♣ Submission to such conduct is made explicitly or implicitly a term of condition of an individual's employment, ♣ Submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individual, or ♣ Such conduct has the purpose of effect of unreasonably interfering with an individual's work performance or creating an intimidating, hostile, or offensive working environment.

Employees have the right to:

o Request an inspection. o Have a representative present at an inspection. o Have dangerous substances identified. o Be promptly informed about exposure to hazards and be given access to accurate records regarding exposure. o Have employer violations posted at work site.

Equal Employment Opportunity Commission (EEOC)

o Responsible for enforcing most EEO laws. ♣ Investigates and resolves complaints about discrimination ♣ Gathers information ♣ Issues guidelines ♣ Monitors organizations' hiring practices ♣ Complaints must be filed within 180 days of incident. ♣ EEOC has 60 days to investigate complaint.

EXECUTIVE BRANCH

o Responsible for enforcing the laws. o Includes the regulatory agencies that the president oversees.

HR Implications Toward Undocumented or Illegal Immigrants

o Supply of and demand for labor o Need to comply with laws

Administering Pay & Benefits

o Systems for keeping track of employees' earnings and benefits are needed. o Employees need information about their benefits plan. o Extensive record keeping and reporting is needed.

Federal government's efforts in this area include:

o constitutional amendments o legislation o executive orders o court decisions

Establishing and Administering Personnel Policies

o hiring o discipline o promotions o benefits

Employees and customers tend to be more satisfied when...

o the companies tend to... ♣ Be more innovative ♣ Have greater productivity ♣ Develop a more favorable reputation in the community

Equal Pay Act (1963)

oMen and women in an organization doing the same work must be paid equally. oEqual is defined in terms of skill, effort, responsibility, and working conditions.

Acquisitions

one company buys another

Incumbents

people who currently hold the position in the organization.

Dictionary of Occupational Titles (DOT)

published by U.S. Department of Labor

The concept of HRM implies that employees are...

resources of the employer

Internal labor force has been drawn from...

the external labor market.

Mergers

two companies become one

Workforce Analytics

use of quantitative tools and scientific methods to analyze data from human resource databases and other sources to make evidence-based decisions that support business goals.

Especially useful...

with mobile computing devices

If any of these are zero...

you will not get any change

Advantages to employers include:

• Less need for office space • Greater flexibility to implement for managerial, professional, or sales jobs. • Difficult to set up for manufacturing workers. • Flexibility to employees with special needs • Corporate Social Responsibility - fewer cars on the road

Material Safety Data Sheet

• Must be available to employees • Is a form that details the hazards associated with any chemicals that are on site

OSHA Recordables:

• Result in loss of consciousness • Result in transfer to a different job • Result in restriction of motion • Result in a hospital treatment

Careers in Human Resource Management

• Salaries vary depending on education and experience. • Some positions are generalists, some are specialized. • Most positions require a college degree.

Investigating Sexual Harassment

• Try to resolve the issue with the offender first. • If you report the offense to Human Resources, they are obligated to investigate it.

Human capital

• an organization's employees described in terms of their: o Training o Experience o Judgment o Intelligence o Relationships o Insight

Lawsuits will continue to influence HRM practices concerning job security.

♣ Employment at will, age discrimination, etc.

Reengineering affects HRM in two ways:

♣ How HR accomplishes its goals may change. ♣ Change requires HR to help design and implement change so that all employees will be committed to the reengineered organization's success.

This is associated with

♣ higher productivity ♣ better customer service ♣ lower employee turnover

o Employers are looking for skills:

♣ mathematical ♣ verbal ♣ Interpersonal ♣ computer

Organizations seek flexibility in staffing levels through alternatives to traditional employment relationship:

♣ outsourcing, temporary and contract workers ♣ flexible work schedules - including shortened work weeks ♣ moving employees to different jobs to meet changes in demand

Work teams often assume many of the activities traditionally reserved for managers:

♣ selecting new team members ♣ scheduling work ♣ coordinating work with customers and other units of the organization

HRIS can:

♣ support strategic decision making ♣ help the organization avoid lawsuits ♣ provide data for evaluating programs or policies ♣ support day-to-day HR decisions

o Define knowledge and skills associated with success in HRM o Four clusters of categories

♣ technical ♣ interpersonal ♣ business ♣ leadership