WGU C232: Introduction to Human Resource Management-ALL

Champion for change

What strategic role is an Hr dept showing by working on increasing diversity within the organization?

Control and Evaluation (Step 4 in HRP)

Controlling and evaluating HR plans and programs to show effectiveness

Define external factors impacting business strategies.

* changing technology * economy * competition * Globalization * Legislation

Besides feedback what else does a PA do.

1. Ensure company goals are aligned to job anlaysis. 2. Set work standards to clarify performance expectations. 3. Create metrics documenting standards. 4. Assess employee's actual performance relative to stated standards. 5. Provide motivating feedback to do better or doing well.

List the Development use of Performance Appraisals (PA)/Evaluations.

1. Identify training needs 2. Motivate employee improvement 3. Provide feedback 4. Counsel employees 5. Spot performance deficiencies 6. Identify/Acknowledge strengths

What other areas of HR does performance management impact?

1. Job Analysis 2. Compensation 3. Train (current job) & Develop (future KSAs)

In what ways is the PA an agreeemnt b/w the company and employee?

1. Productivity improvement 2. Management development 3. Peformance measurement 4. Feedback 5. HRP 6. Legal compliance 7. Communication b/w Rater & Ratee 8. Supervisory awareness of job

List the Administrative use of Performance Appraisals (PA)/Evaluations.

1. Salary in-/de-creases 2. Demotions 3. Layoff 4. Promotions/transfers 5. Terminations

What are the various Perf. Appraisal methods?

1. Straight Ranking 2. Alternative Ranking 3. Paired Comparison 4. Forced Distribution Method 5. Narrative Essay 6. Conventional Rating

Who conducts Perf Appraisals?

1. Supervisory PA 2. [Employee] Self PA 3. Peer PA 4. Subordinate PA 5. Customer PA 6. Computer Monitoring PA

Color

A black firefighter is asked to take his bed when changing stations because no white firefighter would sleep in it. What type of discrimination under Title VII is this?

Strengths

A company's core competencies, abilities, and capacities that give it an advantage when meeting the needs of target customers.

Equal Pay Act of 1963 (EPA)

A federal law requiring that employers provide equal pay for men and women who do similar work in the same workplace.

Americans with Disabilities Act of 1990 (ADA)

A federal law that prohibits discrimination on the basis of disability and ensures equal opportunity for individuals with disabilities in all aspects of employment as well as in other public services.

Genetic Information Nondiscrimination Act of 2008 (GINA)

A federal law that prohibits the use of genetic information in employment decisions and restricts employers from requesting, requiring, or purchasing genetic information.

Nominal Grouping Technique - Judgmental Forecasting

A group process involving problem identification, solution generation, and decision-making.

Job Rotation

A job design technique in which employees are moved between two or more jobs in a planned manner. The objective is to expose employees to different experiences and a wider variety of skills for cross-training and enhanced job satisfaction.

Straight Ranking Appraisal

A performance-evaluation method in which a superior lists the subordinates in order, from best to worst, usually on the basis of overall performance.

KSAs

A person's knowledge, skills, and abilities. Knowledge is a theoretical or practical understanding of a subject. Skills are proficiencies developed through experience. Abilities are qualities that a person has to perform a certain task.

Promotion-within Policy

A policy in which the employer states a commitment to consider current employees for new or replacement job opportunities before hiring candidates from outside the organization.

Simple Linear Regression - Statistical Forecasting

A projection of future demand is based on a past relationship between the organization's employment level and a variable related to employment, such as sales and shows how these measures are connected.

Utilitarian Theories

A theory of ethics that evaluates the rightness or wrongness of an action based on the consequences of that action.

Gender discrimination

A woman turned down for a higher-paying position because the manager believes men perform the duties better than women is what kind of discrimination?

HR Programming (Step 3 in HRP)

Actions plans to increase or decrease supply of employees

Training

Activities or actions directed toward employees' improvement on the current job.

Development

Activities or actions that help an employee prepare for future jobs.

Describe the dis/advantages of using Straight Ranking method?

Advantage - 1) easiest method; 2) ranks from best to worst; 3) ranks specifc criterion; Disdvantage - 1) best only with small # of incumbents; 2) difficulty in discerning differences in ranking

What are the dis/advantages of using Computer Monitoring appraisal?

Advantage - 1) fast method; 2) alignment with strategic goals and company culture; Disdvantage - ethical issues on employee privacy

What are the dis/advantages of using Self-appraisal?

Advantage - 1) incumbent involvement; 2) feedback on incumbent role; 3) combined with supervisory PA Disdvantage - employee subject to systemic biases, gap b/w self and others

Describe the dis/advantages of using an Alternative Ranking method?

Advantage - 1) ranks best to worst on overall performance rating; 2) great for supervisory and subordinate use

What are the dis/advantages of using Subordinate appraisal?

Advantage - 1) rater feedback on effectiveness thru ratee perspective Disdvantage - 1) personality vs performance feedback; 2) inflate evaluation if threatened by supervisor

What are the dis/advantages of using Peer appraisal?

Advantage - 1) rater lack access to ratee performance; 2) great with self-managed team; 3) great with participatory company culture; Disdvantage validity reduced when - 1) competitive reward system; 2) low trust among team members

Describe the dis/advantages of using Conventional Rating method?

Advantage - 1) widely used b/c easy to develop and compare across departments; 2) can vary in performance criterion like traits ands output indicators Disadvantage - 1) raters subject to PA errors; 2) trait descriptors meaning change from rater to rater

What are the dis/advantages of using supervisory appraisal?

Advantage - immediate boss most familiar with subordinate work Disadvantages are 1) supervisor lacks PA delivery; 2) subordinate may feel threatened by power; 3) subordinate alienated

Describe the dis/advantages of using Paired Comparison method?

Advantage - one criterion at time comparison with all employees one at time Disadvantage - time resource hog for large company

SWOT Analysis

An acronym for strengths, weaknesses, opportunities, and threats. This analysis provides the firm actionable direction for competing in the marketplace.

Pregnancy Discrimination Act of 1978

An amendment to Title VII of the Civil Rights Act of 1964, this Act makes it illegal to discriminate against a woman because of pregnancy, childbirth, or related medical conditions.

Multiple Linear Regression - Statistical Forecasting

An extension of simple linear regression analysis. However, instead of relating employment to just one variable, multiple variables are used.

HR functions

Attracting selecting retaining and motivate employees

Draws attention to diversity commitment

Benefit to promoting organization's efforts to increase diversity on the company website?

Internal environment

But is that the organizations Controls such as mission and strategy

Focused on knowledge development across the firm

Characteristic of a learning organization

Threats

Conditions, trends, or barriers in the external environment that hinder firm performance.

Reference Checks

Contacting previous employers of a job applicant to determine his or her job history which may also include checking with school(s) or college(s) attended by the applicant to verify educational qualifications.

Developing Data (Step 1 in HRP)

Determine corporate objectives, policies and plans, as well as other HR objectives and policies

Deontological theories

Evaluate the rightness or wrongness of action based on how well that action conforms to some rule or principle regardless of consequences

Sold trade secrets to competitor

Example of ethical violation

Implied contract

Exception to the doctrine of employment-at-will

Internal Environment

Factors that organizations control as they interact in the global marketplace, such as culture, product development, and strategy.

Enforcing federal anti-discrimination statuses

Function of Equal Employment Opportunity Commission (EEOC)?

Illegal to discriminate against individuals vase on their protected classes

Goal of Title VII of Civil Rights Act of 1964?

Redundancy Planning

HR planning associated with the process of laying off employees who are no longer needed.

Cost of selection will increase due to the need to review and assess a high value of applicants

How does recruiting that creates excessively large applicant pool affect employee selection?

Holding monthly training sessions on integrity

How should HR encourage high ethical standard of conduct in the workplace?

Strategy

How the organizing is going to compete

Internships

How to develop potential job candidates before offering them permanent positions?

4 implicit objectives

Improve productivity improve quality of work life ensure legal compliance foster ethical behavior

Define internal factors impacting business strategies.

Internal business strategies are: * company strategy & culture * company structure * company size * top management * company HR perceptions * internal technology available

Human Resource Planning (HRP)

Involves forecasting the human resource needs of an organization and planning whatever is necessary to meet those needs.

Human Resource Management (HRM)

Is responsible for the recruitment, selection, training, and motivation of the organization's employees and is therefore concerned with the fundamental task of defining and analyzing jobs in organizations.

Establishes and maintains accurate budgets

Job duties for marketing coordinator includes: planning international trade shows by identifying, assembling, and coordinating requirements; establishing contacts; developing schedules and assignments; coordinating mail listings....and?

Peer-appraisal

Performance appraisal method can make managers more aware of their impact on employees without feeling threatened?

HR

Often referring to the department charged with overseeing an organization's personnel or human resources.

Empirical Validity ( Or predictive validity)

Only form of validity for making employment decisions (e.g., select, promote) is legally defensible if challenged in court? Describes how closely scores on a test/evaluation correspond (correlate) with behavior as measured in other contexts.

Better sense of inclusion

Outcome of effective diversity management within organizations?

Distinguish Performance Management (PM) and Performance Appraisal (PA)

PM is PROCESS aiding employees to understand job objectives, motivate and train to accomplish goals. It begins with knowing company strategy. PA is FORMAL SYSTEM to measure, evaluate, and influence of employee's job-related attributes, behaviors and outcomes.

Peer Appraisal

Performance Assessment of an employee's performance or future success by his or her work colleagues. Often considered an effective tool when teamwork and participation are part of the organizational culture.

Straight ranking appraisal by a supervisor

Small firm needs to dismiss one worker. Which performance appraisal system should the first use to choose which worker to lay-off in this context?

Construct Validity

Requires demonstrating that a relationship exists between a selection procedure and a psychological trait or measure

Compensation

Rewarding attendance at training class is which kind of performance improvement approach?

Technology

The equipment and knowledge used to produce goods and services. The exact meaning varies widely among industries and fields.

External Environment

The factors that organizations and their managers have no control over, such as legislation, changes in technology, competition, and so on.

Employee handbook

What is recognized by courts in several states as an implied contract that can be legally binding?

Managerial Estimates - Judgmental Forecasting

The most common method of estimating HR demand. These are typically made by top management (a top-down approach).

Predictors

The pieces of information obtained from a job candidate that are used to understand how successfully the candidate will perform in a future job.

Strategy

The plan an organization has to compete in a marketplace. A strategy can consist of products and services, employees, and the organization's goals, among other things.

Selection

The process of gathering information about job applicants to determine who should be hired for an available position.

Orientation

The process of introducing the employee to the work environment.

Quality of Work Life

The quality of life experienced by employees in their work environments.

Business ethics

The value is and.principle that are used to evaluate whether the collective behavior of an organization's members is appropriate

Business Ethics

The values and principles that are used to evaluate whether the collective behavior of an organization's members is appropriate.

Civil Rights Acts of 1866, 1870, and 1871

These acts prohibit employers from discriminating against minorities.

Deontological Theories

These theories of ethics evaluate the rightness or wrongness of an action based on how well that action conforms to some rule or principle, regardless of the consequences.

External environment

Things that cannot be controlled changes in technology regulation competition

Succession Planning

This type of planning tends to be long-term, developmental, and flexible. Although this type of planning is widely practiced, many employers who use it tend to emphasize characteristics of the managers and downplay characteristics of the positions to which the managers may eventually be promoted.

Replacement Planning

This type of planning uses charts that show the names of the current occupants of positions in the organization and the names of likely replacements.

Establishing HR Objectives and Policies (Step 2 in HRP)

Understand the firm's human capital needs (demand) and then determine who is available to fill those needs (supply)

Employee readiness for training

What factor should be considered in selecting the appropriate training media?

Wages

What is a type of direct compensation (i.e.: salary) that plays a strategic role in attracting and retaining qualified applicants?

Increased competition and changed in communication technology

What are two societal trends that are influencing the world of work?

Mandate that managers of federally funded projects work to eliminate bias in employment practices

What was the purpose of the Executive Order 10925 that established affirmative action?

Ensures the right people in the right jobs at the right time

Why is HR planning important?

Colleges offering the relevant degree

Where to locate candidates who have the most up-to-date knowledge of software development tools, but previous work experience not necessary?

Managing succession by creating contingency plans for key employees

Which activity does the strategic hr manager need to be engaged in since orgs survive on adaptation?

Corporate culture

Which factor represents an organization's value system?

Planning

Which hr resource function helps the organization understand the number and type of employees the organization will need in the future?

Generalist

Which hr resource provides a broad range of support to the overall org?

Describe elements of performance measurement.

establishes the employee's work value to company and evaluates employee contributions.

What terms are used to clarify the person being appraised?

subordinate or ratee. Does not mean ratee is lower level, simply a term of clarity.

What terms are used to clarify the person doing the appraising?

superior or rater vs. supervisor or manager.