BUS 2010 Human Resources

personnel selection

The process through which organizations make decisions about who will or will not be invited to join the organization. (ch 6 pg 89)

relationship with other persons (PAQ)

The relationship with other people required in performing the job

Job Structure

The relative pay for different jobs within the organization.

Role

The set of behaviors that people expect of a person in a particular job.

Industrial Engineering

The study of jobs to find the simplest way to structure work in order to maximize efficiency.

Personal days

days off the employees may schedule according to their personal need, with supervisors approval.

Incentive pay is ________________ because the amount paid is linked to certain predefined behaviors or outcomes.

influential (ch 13 pg 205)

Diversity, Equity and Inclusion competency (falls into which four clusters of competencies: technical, interpersonal, business, and leadership.)

leadership

commissions

Incentive pay calculated as a percentage of sales.

May industrial accidents are a product of unsafe behaviors, ____ unsafe working conditions.

not

About 9 out of 10 US worker are covered by state workers compensation laws, with the level of coverage varying from state to state. The benefits fall into four major categories:

1. Disability income 2. medical care 3. death benefits 4. rehabilitative services - Some states have a single state fund. Most states allow employers to purchase coverage from private insurance companies. Most alos permit self-funding by employers. - The cost of compensation also depends on the occupational type.

Usually, task analysis is conducted along with _______________ _________________.

person analysis.

Remaining areas of analysis:

person and task.

When individuals believe they have been discriminated against, they may file a complaint with the EEOC (or similar state agency). They must file the complaint within ____ days of the incident.

180

Fair Labor Standards Act (FLSA)

Federal law that establishes a minimum wage and requirements for overtime pay and child labor.

Straight Piecework Plan

Incentive pay in which the employer pays the same rate per piece, no matter how much the worker produces.

At most organizations (not all), selection includes these steps:

1. screening applications and resumes 2. testing and reviewing work samples 3. interviewing candidates 4. checking references and background 5. making a selection

A model that shows how to make jobs more motivating is the job characteristics model, developed by Richard Hackman and Greg Oldham. This model describes jobs in terms of five characteristics:

1. skill variety 2. task identity 3. task significance 4. autonomy 5. feedback

The NLRB has two major functions:

- to conduct and certify representation elections - and to prevent unfair labor practices. (it does not initiate either of these actions but responds to requests for action.)

Age distribution of U.S labor workforce, 2018 and 2028:

2018: 64% = 25-54, 23% = 55 and older, 13% = 16-24 2028: percentages will change to 63.3, 25.2, and 11.5

To counter older worker discrimination, congress in 1967 passed the-

Age discrimination in employment act (ADEA)

Compentecy

An area of personal capability that enables employees to perform their work successfully.

recruting

Any activity carried on by the organization with the primary purpose of identifying and attracting potential employees.

Employees Benefits

Compensation in forms other than cash.

inclusion

Creating a work environment in which individuals are treated fairly and with mutual respect and have equal access to opportunities and resources so that they can contribute fully to the organization's success.

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.

Ethics -

Establishes fundamental principles for behavior, such as honesty and fairness.

job extension

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

National Labor Relations Board (NLRB)

Federal government agency that enforces the NLRA by conducting and certifying representation elections and investigating unfair labor practices.

One of the most creative developments in HRIS is the-

HR dashboard

As technology advances, __ ________ is more sought out.

HR expertise

What does HRIS stand for?

Human Resource Information System

Name All three branches of the U.S government -

Legislative, executive and judicial (Ch 3 pg 44)

HR professionals who keep up with change are well positioned to help create:

high-performance work systems

The right people are a key element of-

high-performance work systems

Enforcement of the NLRA rests with the-

National Labor Relations Board (NLRB)

Employee performance as a process:

Organization's goals, + individuals skills and abilities + individuals behavior's + objective results = situations (organizational culture, economy.) (ch 9, pg 139, figure 9.3)

internship

On-the-job learning sponsored by an educational institution as a component of an academic program.

right of free consent

People have the right to be treated only as they knowingly and willingly consent to be treated. (Being told the nature of your job, employer should not deceive)

contributory plans

Retirement plan funded by contributions from the employer and employee.

noncontributory plans

Retirement plan funded entirely by contributions from the employer.

Piecework Rate

Rate of pay per unit produced. The amount paid per unit is set at a level that rewards employees for above-average production volume.

E-learning

Receiving training via the Internet or the organization's intranet.

Summary Plan Description (SPD)

Report that describes a pension plan's funding, eligibility requirements, risks, and other details.

Concurrent validation

Research that consists of administering a test to people who currently hold a job, then comparing their scores to existing measures of job performance.

stock options

Rights to buy a certain number of shares of stock at a specified price. (Purchasing the stock is called exercising the option)

other characteristics (PAQ)

The activities, conditions, and characteristics other than those previously described that are relevant to the job.

Teh major law regulating equal employment opportunity in the United States is -

Title VII of the civil rights Act of 1964

Business strategy : issues affecting HRM

Total Quality Management Mergers and Acquisitions Reengineering International Expansion Downsizing Outsourcing (ch 2 pg 31, figure 2.4)

role ambiguity

Uncertainty about what the organization expects from the employee in terms of what to do or how to do it.

An affirmative action plan must include three basic components-

Utilization analysis, goals and timetables, and action steps

Output

What product, information, or service is provided? How id the output measured?

Thirteenth Amendment - (did what?)

abolished slavery

employee turnover

employees leaving an organization

Options for reducing a labor surplus cause differing amount of-

human suffering

One way to define the responsibilities of HR departments is to think of HR as a business within the company with three product lines:

(1) Administrative services and transactions (2) business partner services (3) strategic partner

For human resource practices to be considered ethical, they must satisfy the three basic standards:

(1) HRM practices must result in the greatest good for the largest number of people. (2) employment practices must respect basic human rights of privacy, due process, consent, and free speech (3) managers must treat employees and customers equitably and fair. (ch 1 pg 16, figure 1.5)

supervisors' involvement in HRM - common areas of involvement include:

(1) help define jobs (2) forecast HR needs (3) provide training (4) interview (and select) candidates (5) appraise performance (6) recommend pay increases and promotions (7) communicate policies (8) motivate, with support from pay, benefits, and other rewards. (ch 1 pg 15, figure 1.4)

Ethical, successful companies act accordingly to four principles:

(1) in their relationships with customers, vendors, and clients, ethical and successful companies emphasize mutual benefits, (2) employees assume responsibility for the actions of the company (3) such companies have a sense of purpose or vision the employees value and use in their day-to-day work. (4) the emphasize fairness; that is, another Persons's interests count as mush as their own.

Temporary employee agency's may:

- Already pay for workers benefits - Handle some tasks associated with hiring - Some also train employees before sending them to employers

Person analysis involves answering several questions:

- Do performance deficiencies result from a lack of knowledge, skill, or ability (If so, training is appropriate if not, other solutions are more relevant) - Who need training? - Are these employees ready for training? (The answers to these questions help the manager identify whether training is appropriate and which employees needs training.)

Common group incentives include:

- Gainsharing - Bonuses - Team Awards

several personnel policies that are especially relevant to recruitment:

- Internal versus external recruiting - Lead-the-market pay strategies - Employment-at-will practices (includes employment at will and due-process policies) - Social presence and reputation

customer-oriented perspective of human resource management: (who are our customer?/ What do our customers need? / How do we meet customer needs? )

- Line managers/committed employees/qualified staffing - strategic planners/ competent employees/performance management - Employees/ - / rewards training and development (table 9.2)

Alternatives to Work Stoppages (three common alternatives rely on a neutral third party, usually provided by the Federal Mediation and Conciliation Service (FMCS)).

- Mediation - Fact Finder - Arbitration

If the NLRB find the election was not conducted fairly, it may set aside the results and call for a new election. This may happen when:

- Threats of loss of job of benefits by an employer or union to influence votes or organizing activities - A grant of benefits or a promise of benefits as a means of influencing votes or organizing activities - campaign speeches by management or union representatives to assembled groups of employees on company time less than 24 hours before an election - The actual use or threat of physical force or violence to influence or organizing activities

The benefits of computer based training:

- Users often can control aspects of the presentation (rewinding) - Many of these materials are interactive, so participants can answer questions and try out techniques, with course materials adjusted according to participants responses - May allow trainees to submit questions via e-mail and to participate in online discussions - Provide sounds, images, and video presentation, along with text - Easier to customize computer-based training for individual learners

Reliability answers one important question - But ignores another question -

- Whether you are measuring something accurately? - ignores, are you measuring something that matters? Example: Favoring the most likeable candidates, but does being likable really translate into effective teamwork and creative problem solving?

Organizations hire host-country nationals to fill most of their foreign positions. A key reason is that-

- a host country national can more easily understand the values and customs of the local workforce than someone from another part of the world can. - Employee may be reluctant to take a foreign assignment because of the difficulty of moving overseas (ch 16 pg 259)

Union organizing strategies

- call or visit employees at home to talk about issues like pay and job security - reaching out through email and keeping employees informed through social media - encouraging workers to sign authorization cards - offer workers associate union membership - conduct cooperate campaigns - negotiate employer neutrality and card-check provisions into a contract.

Employment applications include areas for applicants to provide several types of information:

- contact information - Work experience - Educations background - Applicants signature (promising all provided information is true)

Countries are no identical and differ in terms of many factors. We focus on four major factors:

- culture - Education - Economic systems - political-legal systems ( ch 16 pg 257)

A major downside of overtime:

- employers must pay non-management employees one-and-a-half times their normal wages for work done overtime (But it's better than hiring new employees, which would cost more)

The benefits of simulations:

- enables trainees to see the impact of their decisions in an artificial, risk-free environment

Manager can improve employee satisfaction with feedback process by letting employees voice their opinions and discuss performance goals. Example questions:

- what have you learned? - what skills would you like to develop? - what do you think the next step should be

The types of action called for depends on what the employees lacks:

-ability - motivation - both - neither

Rating Attributes, 2 ways to measure:

-graphic rating scale -mixed standard scale

Measures for Protecting Employees' Privacy

1- Ensure that information is relevant 2- Publicize information-gathering policies and consequences 3- Request consent before gathering information 4- Treat employees consistently 5- Conduct searches discreetly 6- Share information only with those who need it

Labor relations involves three levels of decisions:

1. Labor relations strategy 2. negotiating contracts 3. administering contracts

For a number of reason, discharging employees can be very difficult-

1. the decision has legal aspects that can affect the organization. Even with the employment-at-will doctrine, employees who have been terminated sometimes sue their employers for wrongful discharge. With these suits, the employee tries to establish that the discharge violated either an implied agreement of public policy. The cost to defend them and negotiate a settlement can be significant. 2. There are issues of personal safety. Employees who react to a termination decision with violence is a problem. The 'Nothing else to lose' aspect of an employees dismissal makes the situation dangerous.

fleishmen job analysis system survey is based on-

52 categories of abilities, the results provide a picture of the ability requirements of a job.

virtual reality

A computer-based technology that provides an interactive, three-dimensional learning experience.

Disparate Impact

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

Progressive Discipline

A formal discipline process in which the consequences become more serious if the employee repeats the offense.

Preferred Provider Organization (PPO)

A health care plan that contracts with health care professionals to provide services at a reduced fee and gives patients financial incentives to use network providers.

procedural justice

A judgment that fair methods were used to determine the consequences an employee receives.

outcome fairness

A judgment that the consequences given to employees are just.

citerion-related validity

A measure of validity based on showing a substantial correlation between test scores and job performance scores.

exit interview

A meeting of a departing employee with the employee's supervisor and/or a human resource specialist to discuss the employee's reasons for leaving.

Bona Fide Occupational Qualification (BFOQ)

A necessary (not merely preferred) qualification for performing a job.

organizational behavior modification (OBM)

A plan for managing the behavior of employees through a formal system of feedback and reinforcement.

medical insurance

A policy that (typically) covers three basic medical expenses: hospital, surgical, and visits to the physician. May also include dental care, vision care, birthing centers, and prescription drug programs.

benchmarking

A procedure in which an organization compares its own practices against those of successful competitors.

Instructional Design

A process of systematically developing training to meet specified needs.

employee assistance programs (EAP)

A referral service that employees can use to seek professional treatment for emotional problems or substance abuse. - Employees can also refer themselves when necessary

Flextime

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

job

A set of related duties.

role overload

A state in which too many expectations or demands are placed on a person.

simulation

A training method that represents a real-life situation, with trainees making decisions resulting in outcomes that mirror what would happen on the job. - They are used for teaching production and process skills as well as management and interpersonal skills

job sharing

A work option in which two part-time employees carry out the tasks associated with a single job. (Such arrangements can enable an organization to attract or retain valued employees who want more time to attend school or to care for family members)

apprenticeship

A work-study training method that teaches job skills through a combination of on-the-job training and classroom training.

Defamation

Act of harming or ruining another's reputation by making statement that cannot be proved as truthful.

Another form of group building is __________ ___________.

Action learning

Equal Employment Opportunity Commission (EEOC)

Agency of the Department of Justice charged with enforcing Title VII of the Civil Rights Act of 1964 and other antidiscrimination laws.

role conflict

An employee's recognition that demands of the job are incompatible or contradictory.

Individual members participate in local unions in various ways.

At meeting, they elect officials and vote on resolutions to strike.

realistic job previews

Background information about a job's positive and negative qualities.

Drawbacks of adventure learning:

Because these programs are usually physically demanding and often require participants to touch each other, companies face certain risks. - Some employees may be injured or may feel they were sexually harassed or that their privacy was invaded - also, the Americans with disabilities act (ADA) raises questions about requiring employees with disabilities to participate in physically demanding training experiences

corporate campaigns

Bringing public, financial, or political pressure on employers during union organization and contract negotiation.

Book: Summary of major EEO laws and regulations

Ch 3 pg 45, table 3.1 will lists ACT's below, includes requirements, who it covers and the agency that enforces the ACT)

Replacing labor with technology (downsizing)

Closing outdated factories, automating, or introducing other technological changes reduces the need for labor. Often, the labor savings outweigh the cost of the new technology.

construct validity

Consistency between a high score on a test and high level of a construct such as intelligence or leadership ability, as well as between mastery of this construct and successful performance of the job. - This involves establishing that test really do measure intelligence, leadership ability, or other such 'constructs', as well as showing that mastery of this construct id associated with successful performance of the job.

content validity

Consistency between the test items or problems and the kinds of situations or problems that occur on the job. - a test this is 'content valid' exposes the job applicant to situations that are likely to occur on the job. - The usual basis for deciding that a test has content validity is through expert judgment

trend analysis

Constructing and applying statistical models that predict labor demand for the next year, given relatively objective statistics from the previous year. - these statistics are called leading indicators

Checkoff Provision

Contract provision under which the employer, on behalf of the union, automatically deducts union dues from employees' paychecks.

(Alternatives to temporary and contract employees) Outsourcing-

Contracting with another organization (vendor, third-party provider, or consultant) to provide services.

Who is covered by social security?

Cover over 90% of os US employees. - Worker who meet eligibility requirements receive the retirement benefits according to their age and earning history. If they elect to begin receiving benefits at age 62, they receive benefits at a permanently reduced level. The full retirement age rises with birth year: 1940, 65 years - 1960, 67 years. The government increases the payments each year according to the growth in the consumer price index.

Paid time off

Days in which the employer pools personal days. sick days, and vacation days for employees to use as they choose. - This removes the need to keep records of why employees are absent- sick, on vacation, or on personal business.

Disparate treament

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

External Recruiting Sources include:

Direct applicants, referrals, job search and networking platforms, help-wanted advertising, public employment agencies, private employment agencies, and colleges and universities (direct applicants and referrals, websites, advertisements, employment agencies, and schools. - see ch 5 pg 77, figure 5.3 for the measurability of the most successful sources)

2 ways to show evidence of discrimination are....

Disparate treatment and Disparate impact

continous learning

Each employee's and each group's ongoing efforts to gather information and apply the information to their decisions in a learning organization.

Expatriates

Employees assigned to work in another country.

host-country nationals

Employees who are citizens of the host country

employement at will

Employment principle that if there is no specific employment contract saying otherwise, the employer or employee may end an employment relationship at any time, regardless of cause.

National labor relations ACT (NRLA)

Federal law that supports collective bargaining and sets out the rights of employees to form unions.

labor relations

Field that emphasizes skills that managers and union leaders can use to minimize costly forms of conflict (such as strikes) and seek win-win solutions to disagreements.

If organization expects that its labor shortage will be temporary, and they don't want to utilize temporary workers and outsourcing, it may prefer an arrangement that is simpler and less costly-

Garner more hours from the existing labor force, asking them to go from part-time to full-time status or to work overtime. (overtime and expanded hours)

employee empowerment

Giving employees responsibility and authority to make decisions regarding all aspects of product development or customer service. - to benefit from employee's knowledge, organizations need a management style that focuses on developing and empowering employees. - employees can also be involved in innovation that will better improve companies processes

Labor relations; societal goals

Goals: - Driving the laws and regulations that affect labor relations. - Ensure that workers have a voice in how they are treated by their employers concerns: - Whether unions infringe on individual rights when they require membership and/or dues

High Deductable Health Plan (H.D.H.P.)

Health care plans that provide incentives for employees to make decisions that help lower health care costs.

Human resources are valuable -

High-quality employees provide a needed service as they perform many critical functions.

Each of the major sources from which organizations draw recruits:

Internal sources and external sources

Organizations with facilities in more than one country, human resource management takes place on an-

International scale (ch 16 pg 255)

critical-incident method

Method of performance measurement based on managers' records of specific examples of the employee acting in ways that are either effective or ineffective. (advantage: manager can relate how the employee is helping the company achieve its goals) (Drawbacks: keeping incident records require significant effort - incident may be unique, so may not support comparisons among employees)

paired-comparison method

Method of performance measurement that compares each employee with each other employee to establish rankings. (benefits: counteracts the tendency to avoid controversy by rating everyone favorably or near the center of the scale. - Helps decide pay raises or layoffs - easy to use.) (drawbacks: ranking often not related to organizations goals - ranking is open to interpretation - not helpful for employee development and may hurt morale.)

graphic rating scale

Method of performance measurement that lists traits and provides a rating scale for each trait; the employer uses the scale to indicate the extent to which an employee displays each trait. (drawback: based on how the manager interprets the scale - low reliability because managers are likely to arrive at different judgements. To get around these drawback company's can instead use mixed-standard scales)

Mixed-Standard Scales

Method of performance measurement that uses several statements describing each trait to produce a final score for that trait. - The manager scores the employee in terms of how the employee compares to each statement. (this is the most popular way to measure performance. Drawbacks: employees can be defensive about receiving a mere numerical rating on some attribute. The number might seem arbitrary, and doesn't tell you how to improve.)

leading indicators

Objective measures that accurately predict future labor demand.

Colleges and Universities

On-campus interviewing is the most important source of recruits for entry level professional and managerial vacancies. Organizations tend to focus especially on colleges that have strong reputations in areas for which they have critical needs.

transfer of training

On-the-job use of knowledge, skills, and behaviors learned in training.

Lead-the-market pay strategies (personnel policies)

Pay is an important job characteristic for almost all applicants. - Organizations have a recruiting advantage if their policy is to take a "lead-the-market" approach to pay, that is pay more than the current market wages for a job. Higher pay can also make up for a job's less desirable features , such as working on a night shift or in dangerous conditions. Organizations that compete for applicants based on pay may use other forms of pay besides wages and salary like bonuses, stock options, etc

right of freedom of speech

People have the right to criticize an organization's ethics, if they do so in good conscience and their criticism does not violate the rights of individuals in the organization.

right to privacy

People have the right to do as they wish in their private lives, and they have the right to control what they reveal about private activities.

Managing Performance - this function involves:

Performance management: The process through which managers ensure that employees' activities and outputs contribute to the organization's goals. (Include specifying the tasks and outcomes of a job that contribute to the organizations success) - they may also develop or obtain questionnaires and other devices for measuring performance and/or observable behavior.

360-Degree Performance Appraisal

Performance measurement that combines information from the employee's managers, peers, subordinates, self, and customers.

All companies have to make decisions in three areas of recruiting:

Personnel policies, recruitment sources, and the characteristics and behavior of recruiter. (These effect whom the organization ultimately hires)

due process polices

Policies that formally lay out the steps an employee may take to appeal the employer's decision to terminate that employee.

The role of employee benefits (pros and cons)

Pros: - Benefits contribute to attracting, retaining, and motivating employees Cons: - Benefits packages are more complex than pay structures, so benefits are harder for employees to understand and appreciate, if employee do not understand the value, the cost of the benefits will be largely wasted. (to overcome, employers need to communicate effectively so that the benefits succeed in motivating employees.)

The third area of needs assessment is:

Task analysis

EEO-1 Report

The EEOC's Employer Information Report, which details the number of women and minorities employed in nine different job categories.

Equal Employment Opportunity (EEO)

The condition in which all individuals have an equal chance for employment, regardless of their race, color, religion, sex, age, disability, or national origin. (Ch 3 pg 45)

Review of resumes is most valid when-

The content of the resumes in evaluated in terms of the elements of a job description.

job involvement

The degree to which people identify themselves with their jobs. - employees who withdrawal have no sense of self-concept when they perform poorly

autonomy (job characteristics model)

The degree to which the job allows an individual to make decisions about the way work will be carried out

The occupational safety and health Act divided enforcement responsibilities between - (which two departments?)

The department of labor and the department of health

Psychological Withdrawal (job withdrawal)

The employees is physically at work, but their minds are elsewhere.

Reliability (selection)

The extent to which a measurement is free from random error. - A reliable measurement therefore generates consistent results.

Task and roles (job dissatisfaction)

The nature of the task itself. Many aspects of a task have been linked to job dissatisfaction.

experience rating

The number of employees a company has laid off in the past and the cost of providing them with unemployment benefits. - The more layoffs they more tax. a poor rating could pay tax as high as 5.4% to 15.4%, depending on state. - the rating give employers some control over the costs of unemployment insurance.

pay structure

The pay policy resulting from job structure and pay level decisions.

Work Flow Design

The process of analyzing the tasks necessary for the production of a product or service. (ch 4 pg 60)

job design

The process of defining how work will be performed and what tasks will be required in a given job. (ch 4 pg 62)

cost per hire

The total amount of money spent to fill a vacancy. The number is computed by finding the cost of using a particular recruitment source and dividing that cost by the number of people hired to fill that type of vacancy. (Not simply related to the type of recruiting method. These costs also tend to vary by industry and organization size. Median cost is 4500 per person)

fact finder

Third party to collective bargaining who reports the reasons for a dispute, the views and arguments of both sides, and possibly a recommended settlement, which the parties may decline.

Two amendments to the U.S constitution - The _________ and ________ - have implications for human resource management.

Thirteenth and fourteenth.

Before planning a training program, it is important to be sure that any problem results from a deficiency in knowledge and skills. Otherwise-

Training dollars will be wasted, because the training is unlikely to have mush effect on performance.

Voluntary Turnover

Turnover initiated by employees (often when the organization would prefer to keep them).

transnational HRM system

Type of HRM system that makes decisions from a global perspective, includes managers from many countries, and is based on ideas contributed by people representing a variety of cultures.

HR analytics (measures HRM effectiveness)

Type of assessment of HRM effectiveness that involves determining the impact of, or the financial cost and benefits of, a program or practice. (involves measuring a programs success in terms of whether it achieved its objectives and whether it delivered value in an economic sense.)

Agency shop

Union security arrangement that requires the payment of union dues but not union membership. (requires payment of union dues but no union membership.)

lack of ability

When a motivated employee lacks knowledge, skills, or abilities in some area, the manager may offer coaching, training, and more detailed feedback. Sometimes it is appropriate to restructure the job so the employee can handle it.

mergers and acquisitions (downsizing)

When organizations combine, they often need less bureacratic overhead, so they lay off managers and some professional staff members

human resources have no good substitutes -

When people are well trained and highly motivated, they learn, develop their abilities, and care about customers. It is difficult to imagine another resource that can match committed and talented employees

One way the executive branch communicates information about laws is through websites like ________ ________. This site is designed to provide young workers with a safe workplace by making them aware of laws that, for example, restrict the amount of work they can do and the machinery they can operate.

Youth Rules!

Example of Bona Fide Occupational Qualification (BFOQ)

a job that includes handing out towels in a women's locker room. Requiring that employee to be female is a BFOQ. (BFOQs are limited to policies directly related to a worker's ability to do the job)

Accountable Care Organization (ACO)

a network of doctors and hospitals that shares responsibility for managing the quality and cost of care provided to a group of patients - a model supported by the affordable care ACT

A number of organizational systems can promote ethical behavior. These include:

a written code of ethics that the organization distributes to employees and expects them to use in decision making. - (a company should also reinforce ethical behavior by making sure misdeed having consequences, employees have channels where they can ask about ethical questions, provide training in ethical decision making - including training for the supervisors as well.)

Training administration includes-

activities before, during, and after training sessions.

One for of experiential program is called:

adventure learning

The purpose of the ACT, who it protects, and what agency enforces the ACT, ACT: Lilly Ledbetter Fair pay ACT of 2009

allows employees to claim discriminatory compensation within a set time after receiving a discriminatory paycheck; employees covered by title of CRA, Age discrimination in employment Act, and Americans with disabilities Act; EEOC

At various points in the discipline process, the employee or organization might want to bring in someone to help with problem solving. More and more organizations are using-

alternative dispute resolution (ADR)

To compete for talent organizations use ______

benchmarking

The most effective recruiters don't just opt for the most profitable methods bot chose the methods that -

best work together to attract the right candidates for a particular kind of job in a particular kind of company

It is important to keep in mind that eliminating performance review altogether is associated with lower-quality feedback and declining employee engagement. Furthermore, companies that say they are __________ ____ performance appraisal actually tend to be modifying the system, not eliminating it.

blowing up

Industrial engineering provides measurable and practical benefits. However, a focus on efficiency alone can create jobs that are so simple and repetitive that workers get ___________.

bored

job enlargement

broadening the types of tasks performed in a job

consultation competency (falls into which four clusters of competencies: technical, interpersonal, business, and leadership.)

business

When the union deals with several employers, as in the case of a craft union, a ________________________________ performs some of the same functions as a union steward.

business representative

the typical field of study for HRM is:

business. Usually with a degree in social sciences (economics or psychology), the humanities and law programs.

A variation on piece rates and bonuses is the payment of-

commissions

Under genetic information nondiscrimination Act of 2008 requirements -

companies with 15 or more employees may not use genetic information in making decisions related to the term. conditions, or privileges of employment. (Decisions to hire, promote, or lay off a worker)

the pros and cons of employees stock ownership plan (ESOP)-

cons: - highly risky for employees - problems with the company's performance can take away value - many companies set up ESOPs to hold retirement funds, so these risks directly affect employees; retirement income - funds in an ESOP are not guaranteed by the pension benefit guarantee corporation. Pros: - Along with tax and financing advantages, ESOPs give employees a way to build pride in and commitment to the organization - employees have a right to participate in votes by shareholders ( if stock is registered on a national exchange, such a new you stock exchange) - Employees participate somewhat on corporate level decision making - offer letter to job candidates include the amount of money they can accumulate in an ESOP over various time periods, which helps keep voluntary turnover to a minimum.

The federal government's effort to create equal employment opportunity include -

constitutional amendments, legislation, and executive orders, as well as court decisions the interpret the laws.

For test that measure abstract qualities suck as intelligence or leadership ability, establishment of validity may have to rely on-

construct validity

A benefit of e-HRM is that employees can help themselves to information they need when they need it, instead of-

contacting an HR staff person.

Typically, the local unions elects officers, such as president, vice president, and treasurer. The officers may be responsible for-

contract negotiation, or the local may form a bargaining committee for that purpose.

An obvious drawback of this information source (resume) is the applicants-

control the content of the information as well as the way it is presented. This information is therefore biased in favor of the applicant and (although not ethical) may not even be accurate.

To win group incentives, employees must-

cooperate and share knowledge so that the entire group can meet its performance targets. (ch 13 pg 207)

In a high-performance work system, organizational structure promotes-

cooperation, learning, and continuous improvement

team training

coordinates the performance of individuals who work together to achieve a common goal

Following an inspection, OSHA gives the employer a reasonable time frame within which to _____ the violations identified.

correct (if a violation could cause serious injury or death, the officer may seek a restraining order from the U.S district court - which compels the employer to correct the problem immediately)

hypothetical recruiting effort

cost and yield ratios

If an organization reward system and job design are focused on keeping costs as low as possible, it will develop a workforce driven by _________ ____________________, and it will have much more difficulty carrying out its customer friendly strategy.

cost containment

Team awards are similar to group bonuses, but the are more likely to use a broad range of performance measures, such as-

cost savings, successful completion of a project, or even meeting deadlines.

in general, organizations try to avoid the need for involuntary turnover and to minimize voluntary turnover, especially among top performers. Both kinds of turnover are-

costly

at every level of the organization, human resource management is contributing to high performance- (that is)

creating work systems associated with high performance, managing the performance of individual employees, and maintaining a high-performance workforce through decisions to separate and retain employees (ch 9 pg 136)

OSHA may impose _____ penalties for the willful violations causing loss of human life.

criminal (misdemeanors) - most OSHA penalties are civil, not criminal.

Some organizations provide diversity training in the form of-

cultural immersion

Alternatives to downsizing-

cutting work hours, reduction in pay, early-retirement programs, employing temporary and contract workers, and outsourcing.

Task design

determine how the details of the organizations necessary activities will be grouped, whether into jobs or team responsibilities.

Decisions about human resources are so complex that discrimination is often __________ to identify and prove.

difficult

Communication technology has expanded the notion of the classroom to classes of trainees scattered in various locations. To overcome this, trainers can utilize-

distance learning

HR professionals have seen that employees perform better and are likelier to stay with the organization if they have positive employee experiences, However, business leader - the manager responsible for product lines, production, and so on - seem to....

doubt that the employee experience is significant. Barely one-fourth of them believe there is a return on investment from improving the employee experience. (ch 1 pg 12, HR Oops!)

Organizations often stay competitive in fast-changing environment by responding to a labor surplus with ____________, which delivers fast results. - The impact is painful for those who lose jobs.

downsizing

In a high-performance work system, task design makes jobs-

efficient while encouraging high quality.

Computer technology now supports many performance management systems. Organizations often store records of employees' performance rating, disciplinary actions, and work-rule violation in-

electronic databases

Transfer of training is greater when organizations also provide technical resources that help people acquire and share information. Technical support may come from-

electronic performance support systems (EPSS)

Mercer consulting firm found that the top priority for HR managers was...

employee experience. (Ch 1 pg 12, HR Oops!)

Organizations must try to ensure that good performers want to stay with the organization and that employees whose performance is chronically low are encouraged- or forced- to leave. Both of these challenges involve-

employee turnover (ch 11 pg 171)

Implementation of a training program should enable employees to transfer what they have learned to the workplace- in other words:

employees should behave differently as a result of the training (ch 7 pg 109)

employee experience

employees' perceptions of how well their work life matches their expectations. This experience begins when the new employees arrives at work for the first time and learns about procedure, colleagues, company values. and how people are treated. It includes the workload and the process of enrolling in and receiving pay and benefits Feedback from managers, opportunities for training, and general health and safety of the workplace are other components of the employee experience. However, these factors may shift in relevance depending on other concerns. (ch 1 pg 12, HR Oops!)

Technology and job design the enable flexible work arrangements are often associated with-

empowerment

A stock ownership plan actually makes employees part owners of the organization. Like profit sharing, employee ownership is intended as a way to-

encourage employees to focus on the success of the organization as a whole.

The equal employment opportunity commission (EEOC) is responsible for-

enforcing most of the EEO laws, including Title VII, the Equal pay Act, and the Americans with disabilities Act.

In 1973, congress passed the vocational rehabilitation Act for the purpse of-

enhancing employment opportunities for individuals with disabilities.

Government regulation affects pay structure in the areas of:

equal employment opportunity, minimum wages. pay for overtimes, and prevailing wages for federal contractors. (ch 12 pg 188)

before CRA 1991, title VII limited damage claims to __________ _________, which courts have defined to include back pay, lost benefits, front pay in some cases, and attorneys fees and costs. CRA allows judges to award compensatory and punitive damages when the plantiff proves the discrimination was intentional or reckless.

equitable relief

organizations can minimize appraisal politics by-

establishing an appraisal system that is fair. One technique is call calibration meeting.

The size of the unemployment insurance tax imposed on each employer depends on the employers-

experience rating

To develop teamwork skills, some organizations enroll their employees in a form of training called:

experiential programs

Trainees need to understand whether or not they are succeeding, therefore training sessions should offer:

feedback. One way to do this is to video tape trainees, then show the video while indicating specific behaviors that do not match the desired outcomes of the training.

when it comes to victim complaints of harassment from a high preforming employee, executives may pressure HR department to 'let it go' or simply move parties to another department. They also may press to keep the story quiet. This causes HR professional to...

feel caught between doping what serves the executives and doing what serves the employee who spoke up. Victims have complained that the usual choice is to serve the executive, so some do not bother to speak up about misconduct - thus contributing to a climate in which misdeeds continue (this is a huge ethical issue in todays HRM world) (ch 1 pg 19)

Usually, the organization checks references after it has determined that the applicant is a _____ for the job.

finalist

The first step in the human resource planning process is:

forecasting

A commonly used test of disparate impact is the-

four-fifths rule

compensatory damages include-

future monetary loss, emotional pain, suffering, and loss of enjoyment of life.

With business games trainees-

gather information, analyze it, and make decisions that influence the outcome of the game

After identifying performance measures for the HRM audit , the staff carries out the audit by ______________ ___________________. Information for key business indicators is usually available in the organizations documents. The usual way to measure customer satisfaction is to conduct surveys and employee attitude surveys.

gathering information

Labor force

general way to refer to all the people willing and able to work (ch 2 pg 29)

A variety of international activities require managers to understand HRM principles and practices prevalent in-

global market

EEOC issues guidelines designed to -

help employers determine when their decisions violate the laws enforced by the EEOC.

The strategic purpose of effective performance is to-

help the organization achieve its business objectives. It does this by helping to link employee's behavior's with the organization's goals.

The purposes of evaluating training is to-

help with future decisions about the organization training programs. - Organization may be able to identify a need to modify the training and gain information about the kinds of changes needed.

Putting together a request for proposal is time consuming but worthwhile because it-

helps the organization clarify its objectives, compare vendors, and measure results.

Statistical methods capture (forecasting supply and demand)

historical trends in a company's demand for labor. These methods may predict demand and supply more precisely than a human forecaster can using subjective judgement.

A human resource department is responsible for the functions of...

human resource management (ch 1 pg 13)

Term Life Insurance

if the employee dies during the term of the policy, the employee's beneficiaries receive a death benefit payment

The final stage of human resource planning involves:

implementing the strategies and evaluating the outcomes

Under the department of labor, the OSHA is responsible for __________ employers, applying safety and health standards, and levying _______ for violation.

inspecting; fines

Rating individuals (methos for measuring performance) :

instead of focusing on arranging a group of employees for best to worst, performance measurement can look at each employee's performance relative to a uniform set of standards. - Measures are attributes or behaviors

Many organizations provide training designed to teach employees attitudes and behaviors that support the management of diversity, such as appreciation of cultural differences and avoidance of behaviors that isolate or _____________ others

intimidate

job complexity (tasks and roles)

it is very important for employees job to give them a chance to 'do what they do best' - Not only can job design add to enriching complexity, but employees themselves take measures to make their work more interesting.

Finally, performance management has a developmental purpose:

it serves as a basis for developing employees' knowledge and skills.

Another critical element of an organizations recruitment strategy is-

its decisions about where to look for applicants. (ch 5 pg 77)

people perception of procedural justice is their-

judgment that fair methods were used to determine the consequences and employee receives. (procedure should be consistent for one employee to another, and manager should suppress any personal biases. - Procedures should be based on accurate information, not rumors or falsehoods. - Procedures should be corrective, meaning the systems includes safeguards, such as channels for appealing a decision or correcting errors. - procedure should take into account ALL the groups effected. - procedure should be consistent with prevailing ethical standards, such as concerns for privacy and honesty.)

As more and more of the workforce reaches retirement age, some companies have set up mentoring programs between older and younger workers so that:

knowledge is not lost but passed on.

trends that are occurring in todays high-performance work systems are:

knowledge workers, empowerments of employees to make decisions and use of teamwork.

Overview of human resource planning process:

labor demand-labor supply 1. forecasts of labor surplus or shortage 2. goal setting and strategic planning 3. program implementation and evaluation (ch 5 pg 74, figure 5.1)

Organizations try to anticipate labor surpluses far enough that they can freeze hiring and let natural attrition (people leaving on their own) reduce the _______ _________.

labor force

Selection decisions become especially critical when organizations face tight ___________ _____________ or must ____________ for talent with other organizations in the same industry.

labor markets; compete.

As unionization of workers become more common, universities developed training in how to manage union-management interaction. This is called-

labor relations

the most used source of performance information is the employees-

manager

Possibilities of information sources include:

manager, peer, subordinates, self, and customers (ch 10 pg 156)

The balanced-scorecard approach is useful in designing executive pay (the may combine measures of whether the organization is delivering value ti shareholders, customers, and employees.) A variety of goals in a balanced scorecard reduces the temptation to win bonuses by-

manipulating financial data

leading indicators may include:

measures of the economy (such as sales or inventory levels), actions of competitors, change in technology, and trend in the composition of the workforce and overall population.

PAQ is meant to be completed only by job analysts trained in this ___________.

method

Given increasing focus on international management, organization also needs to consider how to ensure the safety of their employees regardless of the ________ in which the operate. Cultural differences may make this more difficult than it seems. Training and supervision must apply _________ knowledge so that efforts to ensure safety are effective.

nation; cultural

Instructional Design logically should begin with a-

needs assessment (Ch 7 pg 105)

personal dispositions (two personal qualities associated with job satisfaction are- ?)

negative affectivity and negative self-evaluations

Any employees who is not in one of the exempt categories is called a:

nonexempt employee

Service members also have duties under the USERRA. Before leaving for duty, they are to give their employers __________. After their service, the law sets time limits for applying to be reemployed. Depending on length of service, limits can range from____ __ ___ days.

notice; 2 to 90.

Empathy is associated with high performance-

noticing, understanding, and experiencing another persons feelings - the behavior know as empathy- can help us build trusting relationships.

When organizations must compete for employees, depend on skilled knowledge workers, or need a workforce that cares about customer satisfaction, a pure focus on efficiency will not achieve human resource _________________.

objectives

passionate people are fully engaged with something so that it becomes part of their sense of who they are. Feeling this way about one's work has been called -

occupational intimacy

retention bonuses

one-time incentives paid in exchange for remaining with the company

The organizations product market includes-

organizations that offer competing good and services

Work flow takes place in the context of an organizations structure. It requires the cooperation of individuals and groups. Ideally, the organizations structure brings together the people who must collaborate to create the desired_________ efficiently.

outputs

An organization can provide an effective training program, even if it lacks expertise - So many organizations use -

outside experts to develop and present training courses.

Older workers tend to be ______ more, so a company that wants to cut labor costs may save by laying off its older workers.

paid

floating holidays

paid holidays that vary from year to year

Training with case studies and games requires that-

participants come together to discuss the cases or the progress of the game. This requires face-to-face or electronic meeting. - Also participants must be willing to be actively involved in analyzing the situation and defending their decisions.

Computer-based training

participants receive course materials and instruction on the computer or mobile device. (This method also allows for inclusion of audiovisual content.)

Organizations with offices in multiple countrie would need to recognize that-

pay considered fair at its headquarters might look much different to employees and investors in other locations (ch 16 pg 262)

Together, job structure and pay levels establish a-

pay structure

Decisions about how to respond to the economic forces of product markets and labor markets limit an organizations choices about-

pay structure (ch 12 pg 189)

Under the equal pay act, if men and women in an organization are doing equal work, the employer must-

pay them equally. However, if the pay differences result from differences in seniority, merit, quantity of production, or any factor other than sex, then the differenced are legal.

Typically an organization ADR process begins with an open-door policy, which is the simplest, most direct, and least expensive way to settle a dispute. When the dispute cannot be resolved , the organization can move the dispute to-

peer review, mediation, or arbitration

Preparation of job description begin with gathering information about the job from-

people already preforming the task, the positions supervisor, or the managers creating the position.

in developing job specifications, it is important to consider all the element of KSAO. As with a written job description, the information can come from a combination of-

people performing the job, people supervising or planning for the job, and trained job analysis.

Many companies refer to HRM as involving....

people practices

The legislative branch (which consists of the two houses of congress - the senate and house of representatives) has enacted a number a laws governing human resource activities. U.S senators and representatives generally develop these laws in response to....

perceived societal need. (Example: during the civil right movement of the early 1960s, congress enacted title VII of the civil rights act to ensure that various minority groups received equal opportunities in many areas of life.)

Organizations can contribute to job satisfaction by addressing the four sources of job satisfaction:

personal dispositions, job tasks and roles, supervisors and co-workers, and pay and benefits

negative affectivity

pervasive low levels of satisfaction with all aspects of life, compared with other people's feelings (people with this experience anger, contempt, disgust, guilt, fear, and nervousness more than other people. They tend to focus on negative aspects of themselves and others.)

something the people rating performance distort an evaluation on purpose to advance their personal goals-

political behavior in performance appraisals - High-performing employees who are rated unfairly will become frustrated, and low-preforming employees who are overrated will be rewarded rather than encouraged to improve.

One of the broadest and best-researched instruments for analyzing jobs is the -

position analysis questionnaire (PAQ)

the 14th amendment only covers actions under a government organization (like a state university) but does not cover -

private employers

Types of pay for organizations performance:

profit sharing, stock options, employee stock ownership plans (ESOPs)

profits and stock price

profits - result when an organization is efficiently providing products that customers want at a price they are willing to pay. Stock - is the owner's' investment in a corporation; when the stock price is rising, the value of that investment is growing.

sick-leave

programs pay employees for days not worked because of illness. Pros: If sick days accumulate without limit, employees can 'save' them in case of disability, receiving full pay rather than smaller payments from disability insurance Cons: if sick days don't rollover into the next year, healthy employees may call in sick near the end of the year so that they can obtain the benefit of paid leave before it disappears.

The principles of justice suggest that the organization prepare for problems by establishing a formal discipline process in which the consequences become more serious if the employee repeats the offence. Such a system is called-

progressive discipline

The purpose of the ACT, who it protects, and what agency enforces the ACT, ACT: Age discrimination in employment Act of 1967

prohibits discrimination in employment against individuals 40 years of age and older; employers with 15 or more employees working 20 of more weeks per year - labor unions - employment agencies - and federal government; EEOC

Training programs need to break information into chunks the people can _____________.

remember

To select a training service, an organization can mail several vendors a-

request for proposal (RFP)

The purpose of the ACT, who it protects, and what agency enforces the ACT, ACT: Executive Order 11246

requires affirmative actions in hiring women and minorities; federal contractors and subcontractors with contracts great than 10000.00; EEOC

The purpose of the ACT, who it protects, and what agency enforces the ACT, ACT: uniformed services employment and reemployment rights Act of 1994

requires rehiring of employees who are absent for military service, with training and accommodations as needed; veterans and member of reserve components; veterans employment and training service

Many older works are in no hurry to ______ and want to be allowed to gradually move toward ______________by working part time or taking other assignments. Accommodating such preferences of older workers may become an essential __ _______, because it is projected that by 2035 adults older than 65 will outnumber children is the U.S.

retire; retirement; HR practices

Techniques are available for measuring HRM's effectiveness in meeting its customers needs. These techniques include-

reviewing a set of key indicators, measuring the outcomes of specific HRM activity, and measuring the economic value of HRM programs.

A more subtle, and possibly more pervasive, form a sexual g=harassment is to create or permit a hostile working environment. This occurs when Someone's behavior in the workplace creates an environment in which it is difficult for someone of a particular _____ to work.

sex

knowledge is shared. Therefore, to create a learning organization, one challenge is to-

shift the focus of training away from merely teaching skills and toward a broader focus on generating and sharing knowledge. (In this view, training is an investment in the organizations human resources; it increases employees' value to the organization).

To encourage executives to develop a commitment to the organizations long-term success, executive compensation often combines-

short-term and long-term incentives

2 types of piecework rates-

straight piecework plan, differential piece rates

Organizations establish performance management systems to meet three broad purposes:

strategic, administrative, and developmental (ch 10 pg 153)

competency models help HR professional ensure that all aspects of talent management are aligned with the organizations ____________.

strategy

in terms of business strategy, an organization can succeed if it has a....

sustainable competitive advantage

Ethical behavior is most likely to result from values help by the organizations leaders combined with-

systems that promote ethical behavior. (An organizational culture that supports trust in management....The payoff is that employee turnover is very low and customer retention is high).

An employer that requires employees to treat on another with respect or emphasizes workers' safety and well-being fosters a climate that attracts and keeps ___________ ___________.

talented workers.

apprenticeship involves:

the apprentice assisting a certified tradesperson (a journeyman) at the work site.

When needs assessment is conducted in response to performance problem, training is not always-

the best solution. (The person analysis is therefore critical when training is considered in response to a performance problem.)

Job analysis is so important to HR managers that it has been called-

the building block of everything that personnel does.

The nature and behavior of the recruiter affect:

the characteristics of both the vacancies and the applicants. (Ultimately, an applicant's decision to accept a job offer, and the organizations decision to make the offer - depend on the match between vacancy characteristics and applicant characteristics.)

Title VII directly resulted from - (what? and what individuals were involved in affirming this?)

the civil rights movement of the early 1960's, led by such individuals as Dr. martin Luther king Jr. to ensure that employment opportunities would be based on character or ability rather than on race, congress wrote and passed Title VII,. and president Lyndon Johnson signed it into law in 1964.

To carry out task analysis, the HR professional looks at:

the conditions in which tasks are performed, These conditions include: the equipment of the job, time constraints (deadlines), safety considerations, and performance standards.

The occupational safety and health administration (OSHA) has created strategy for engaging ergonomic job design. Such as:

the four-pronged strategy.

Managed care

the insurer plays a role in decisions about health care, aimed at avoiding unnecessary procedures

Temporal (time) stability

the length of time over which team members must work together

nepotism

the practice of hiring relatives

communication (SHRM) involves:

the skills needed to exchange information with other inside and outside the organization. Behavior examples include expressing information clearly, providing constructive feedback, and listening effectively.

Consultation (SHRM) referrers to:

the ways HR employees guide other in the organization. They do the through behaviors such as coaching, gathering data to support business decisions, and especially at a senior level, designing solutions in support of business strategy.

Global activities are simplified and encouraged by-

trade agreements among countries

Even in organizations that send employees to outside training programs, someone in the organization may be responsible for coordinating the overall training programs - this person is called-

training administration (typically the responsibility of a human resourses professional.)

The organization analysis looks at- (focuses on)

training needs in light of organizations strategy, resources available, and management support for training activities.

Methods that provide economic value greater than the cost of using them are said to have____________.

utility

Human resources have these necessary qualities:

valuable, rare, cannot be imitated, no good substitutes

global mindset (SHRM) means:

valuing and considering various people's perspectives. Behaviors include acquiring knowledge of other cultures, resolving conflicts, and supporting inclusiveness so that all can contribute to their fullest.

acceptablility

whether or not a measure is valid and reliable, it must meet the practical standard of being acceptable to the people who use it. The users include the employees supervisor and anyone who measures the employees performance. They also include the employee being evaluated. - In general employee are likely to see feedback as fair, if it compares their recent performance with their earlier performance, rather than ratings that compare the performance of co-workers.

Organizations have to consider legal requirements, local business practices, and national cultures when they establish performance methods in other countries. This includes:

which behaviors are rated, how and the extent to which performance is measured, who performs the rating, and how feedback is provided (ch 16 pg 261)

planning a training program begins with establishing objectives for the training program. Based on those objectives, the planner decides-

who will provide the training, what topics the training will cover, what training methods to use, and how to evaluate the training.

New approaches to labor relations (developments)

with new developments, there is an emphasis on cooperation between unions and management and the use of nonunion systems for employee representation

Before designing its workflow, the organizations planners need to analyze what-

work needs to be done

Work flow analysis identifies the inputs required to carry out the -

work processes

Work flow analysis next considers the __________ ____________ used to generate the outputs identified. Work processes are the activities that a work unit's member engage in to produce a given output. (Described as operating procedures for every task performed by each employee)

work processes

technoservice workers

worker who not only know a specialized field such as computer programming or engineering, but also must be able to work directly with customers.

There are several important HRM practices that should support the organizations business strategy:

(1) Analyzing work and designing jobs (2) human resource planning/hr planning - determining how many employees with specific knowledge and skills are needed (3) Recruiting - attracting potential employees (4) selection - choosing employees (5) training and development - teaching employees how to perform their jobs and preparing them for the future (6) performance management - evaluating their performance (7) compensation - rewarding employees (8) employee relations - creating positive work environment. (strategic HRM, increases company perfomance - ch 1 pg 11, figure 1.1)

Managining cultural diversity involves many different activities:

(1) creating and organizational culture that values diversity (2) ensuring that HRM systems are bias-free (3) encouraging career development for women and minorities (4) promoting knowledge and acceptance of cultural differences (5) ensuring involvement in education both within and outside the organization (6) and dealing with employees' resistance to diversity

(ch 1 pg 13, figure 1.1) introduce HR responsibilities, plus two areas of responsibility that support those practice:

(1) establishing and administrating personnel policies and (2) ensuring compliance with labor laws.

Human resource implications have two practical parts (immigration):

(1) the supply of and the demand for labor. Many U.S industries rely on immigrants to perform demanding work that may be low paid. (2) the need to comply with laws. Immigration and customs and enforcements has intensified its Enforcment of immigration laws, including more audits of employers to ensure that they are following proper procedures to avoid employing undocumented immigrants and more unannounced raids on worksites suspected of being out of compliance.

Consolidated Omnibus Budget Reconciliation Act (COBRA)

(Employers that offer medical insurance must meet the requirements of this ACT) Federal law that requires employers to permit employees or their dependents to extend their health insurance coverage at group rates for up to 36 months following a qualifying event, such as a layoff, reduction in hours, or the employee's death.

Pros and cons of standard hour plan-

(Like piecework plans) - They encourage employees to work as fast as they can, but not necessarily to care about the quality of customer service. Also, they succeed only if employees want the extra money more than they want to work at a pace that feels comfortable.

Ensuring Compliance with Labor Laws

*Government requirements include: -filing reports and displaying posters -avoiding unlawful behavior *Managers depend on HR professionals to help them keep track of these requirements. *Lawsuits will continue to influence HRM practices concerning job security. -Employment at will, age discrimination, etc - government laws ensure: equal opportunity, employee safety and health, employee pay and benefits, privacy, and job security. - ensuring compliance requires record keeping, and human resource personnel to keep watch over a rapidly changing legal landscape. - lawsuits influence HRM practices concern job security, - employers may need to revise work rules, recruitment practices, and performance evaluation systems to ensure that they do not falsely communicate employment agreements that the company does not intend to honor.

Help-wanted advertising

- Adverting in online and offline media. Online service such as, CareerBuilder and Monster are evolving to offer more than an online space for advertisements. Workers who are actively interested in a new job can set up a profile to send them notifications when a job matching the criteria is posted. - offline methods include: local newspaper, professional and trade publications, (online) craigslist's, results pages of search engines, (offline) transit and at workplaces. - Recruiters want to place messages where qualified job seekers are most likely to see them. - A method of external recruitment in which a company places an advertisement of the position in the appropriate media.

Enabling high-performance remote work

- Assess employees' resources - establish and support remote communication - recognize the needed skill sets for remote workers and their managers - restructure jobs and performance measurement as needed

Advantages of performance bonuses

- Bonuses for individual performance can be extremely effective and give the organization great flexibility in deciding what kinds of behavior to reward. - Bonuses are tied to behavior that makes a difference to the organization's overall performance - Employees have some control over whether they can meet the bonus requirements - Adding to flexibility of annual or more frequent bonuses, organization also may motivate employees with one-time bonuses

The decline in union membership has been attributed to several factors.

- Change in the structure of the economy: much recent job growth has occurred in the service sector of the economy, while union strength has traditionally been among urban blue-collar workers. Services industries such as finance, insurance, and real estate have lower union representation than manufacturing. - Management efforts to control costs: On average, unionized workers receive higher pay than their nonunionized counterparts, and the pressure is greater because of international competition. In the past, union membership across an industry such as automobiles or steel resulted in similar wages and work requirements for all competitors. Today, US producers must compete with companies that have entirely different pay scales and work rules, often placing US companies at a disadvantage. - Human resource practices: competition for scarce human resources can lead employers to offer much of what employees traditionally sought through union membership - Government regulation: stricter regulation in such areas as workplace safety and equal employment opportunity leaves fewer areas in which unions can show an advantage over what employers must already offer.

evaluating the quality of a source (recruitment)

- Develop and compare yield ratios for each source - another measure of recruitment success is the cost per hire - Or combining both of these which creates results of a hypothetical recruiting effort (see ch 5 pg 77, table 5.3 for an example)

What is behind the trend toward expansion into global markets?

- Foreign countries can provide a business with new markets in which there are millions or billions of new customers - Developing countries often provide such markets, but developed countries do so as well - Companies set up operations overseas because they can operate with lower labor costs - Thanks to advances in telecommunications and information technology, companies can more easily spread work around the glove, wherever they find the right mix of labor cost and abilities - Teams with member in different times zone can keep projects moving around the clock (together, this mix of advantages can cause the location of business activities to flow from one country to another.

HRM practices the contribute to high performance:

- HRM practices match organizations goals - Performance management system measures customer satisfaction and quality - Individuals and groups share knowledge - Organization monitors employees' satisfaction - Work is performed by teams - Discipline system is progressive - Organization encourages continuous learning - pay systems reward skills and accomplishments - work design permits flexibility in where and when tasks are performed - skills and values of a diverse workforce are valued and used. - Selection system is job related and legal - technology reduces time and costs of tasks while preserving quality. (Job design, recruitment and selection, training, and performance management.) (ch 9 pg 139, table 9.1)

Benefits of using overtime as an alternative to outsourcing/temporary workers:

- If organization doubts that the current higher level of demand for its products will last long - Many workers appreciate the added compensation for working overtime (over extended periods though, employees may start to feel stress and frustration from working long hours.) - best suited for short-term labor shortages

unemployment insurance has four objectives:

- It provides payments to offset lost income during involuntary unemployment - it helps unemployed workers find new jobs - The payment of unemployed insurance taxes give employers an incentive to stabilize employment. - Providing workers with income during short-term layoffs preserves investments in worker skills because workers can afford to wait to return to their employer, rather than start over with another organization.

To ensure success with an outsourcing strategy, companies should follow these guidelines:

- Learn about what the provider can do for the company, not just costs (make sure the company has the necessary skills, including an environment that can meet standards for clear communication, on-time shipping, contract, fair labor practices, and environmental protection). - Do not offshore any work that is proprietary or requires tight security - start small and monitor the work closely, especially in the beginning, when problems are most likely - look for opportunities to outsource work in areas that promote growth

Employers have looked for ways to control the cost of health care coverage while keeping the valuable benefit. They have used variations of managed care, employee-driven savings, and promotion of employee wellness:

- Managed care - Health Maintenance Organization (HMO) - Preferred Provider Organization (PPO) - Flexible Spending Account - High-deductible Health Plans (HDHPs) - Employee Wellness Program (EWP)

After certification, there are limits on future elections. One the NLRB has certified a union as the exclusive representative of a group of employees-

- NLRB will not permit additional elections for one year - after the union and employer have finished negotiating a contract, election cannot be held for the time of the contract or three years, whichever comes first - the parties may agree to not hold election for longer than three years, but an outside party (another union) cannot be barred for more than 3 years. - Note certification and election can be held online

Employers can judge a grievance procedure in terms of various criteria-

- One consideration is effectiveness: how well the procedure resolves day-to-day contract questions - A second basic consideration is efficiency: whether it resolves issues at a reasonable cost and without major delays - Also consider: How well the grievance procedure adapts to changing circumstances - Also consider: whether the grievance procedure is fair - whether is treats employees equitably and gives them a voice in the process

For incentive pay to motivate employees to contribute to the organization's success, the pay plans must be well designed. In particular, effective plans meet the following requirements:

- Performance measures are linked to the organization's goals. - Employees believe they can meet performance standards. - The organization gives employees the resources they need to meet their goals. - employees value the rewards given. - employees believe the reward system is fair - the pay plan takes it into account that employees might ignore goals that are not rewarded.

Recruiting creates a buffing between:

- Planning and the actual selection of new employes. - The goals of recruiting (encouraging qualified people to apply for jobs) - selection (deciding whether candidates would be a best fit) Note: these roles are different enough that that they are most effective when performed separately, rather than combined as in a job interview that also involves selling candidates on the company.

Research suggests that an organization can take several steps to increase the positive impact the recruiters have on job candidates -

- Recruiters should provide timely feedback. - Recruiters should avoid offensive behavior - The organization can recruit with teams rather than individual recruiters

Managers can do much to smooth the feedback process and make it effective by work on these 3 areas:

- Scheduling performance feedback - preparing for a feedback session - conducting the feedback session (ch 10 pg 158)

Employees have come to expect the benefits will help them maintain economic security. This is through-

- Social security contributions, pensions, and retirement savings plans which help employees prepare for retirement. - Insurance plans help to protect employees for unexpected costs such as hospital bills. (The importance of these benefits is one reason benefits are subject to government regulation. Such as, social security, required by law. And other regulations establish requirements that benefits must meet to obtain the most favorable tax treatment.)

(Legal standards for selection) The laws described have many applications to the selection process:

- The civil Rights ACT of 1991 and the age discrimination in Employment Act of 1967 place requirements on the choice of selection methods. (If employer uses neutral-appearing selection method that damages a protected group, they are obligated to prove a business necessity for using this method) - The civil Right Act of 1991 also prohibits preferential treatment in favor of minority groups. (An organization using a test that tends to reject minorities, organization may not just simply adjust minority scores upward, this is demotivating to all employees and can lead to governmental sanctions) - Equal employment opportunity laws affect the kinds of information an organization may gather on application forms and in interviews. An organization may not ask questions that gather information about a person's protected status, even indirectly. (They can ask permissible questions but may not ask impermissible questions.) - The Americans with disabilities Act (ADA) of 1991 requires employers to make 'reasonable accommodation' to disabled individuals and restricts many kinds of questions during the selection process. (pre-employment questions may not pertain to disabilities, but can pertain to work performance) - Privacy rights, the information gathered during the selection process should be kept confidential. Employers should collect data only at secure websites. - The Fair Credit Reporting Act requires employers to obtain a candidates consent before using a third party to check the candidates credit history or references. Employer must give the applicant a copy of the credit report and summary of the applicant's rights before taking the action. - Immigration Reform and Control Act of 1986, Federal law requiring employers to verify and maintain records on applicants' legal rights to work in the United States. They do this by having all applicants fill out the U.S citizenship and immigration services form 'I-9' and present documents showing their identity and eligibility to work. (Some employers are required or can optionally use E-Verify to compare information in databases of the social security Administration and department of homeland security) WWW.USCIS.GIV/e-verify - Many state (about half) have passed laws that forbid employers from asking applicants about their pay history, to prevent furthering pay disparities. - About half of states have laws forbidding employers from asking employees about their arrest and conviction records on job application. The assumption is that such laws will prevent employers for disregarding otherwise-qualified workers.

Why the U.S legal system was hostile to union at first-

- The courts tended to view unions as coercive organizations that hindered free trade. - Unions focus on collective voice and collective action (such as strikes and boycotts) did not fit well with the U.S emphasis on capitalism, individualism, freedom on contract, and property rights. BUT - NLRA ushered in an era of public policy for labor unions, enshrining collective bargaining as the preferred way to settle labor-management disputes.

Effective training objectives have several characteristics:

- The include a statement of what the employee is expected to do, the quality or level of performance that is acceptable, and the conditions under which the employee is to apply what he or she learned. - They include performance standards that are measurable - They identify the resources needed to carry out the desired performance or outcome. Successful training requires employees to learn but also to provide the necessary resources.

A strategic approach to selection requires ways to measure the effectiveness of selection tools. From science, we have basic standards for this:

- The method provides reliable information - The method provides valid information - The information can be generalized to apply to the candidates - The method offers high utility (practical value) - The selection criteria are legal

To be effective, OJT programs should include several characteristics:

- The organization should issue a policy statement describing the purpose of OJT and emphasizing the organizations support for it - The organization should specify who is accountable for conducting OJT. - The organization should review OJT practices at companies in similar industries - Managers and peers should be trained in OJT principles - employees who conduct OJT should have access to lesson plans, checkpoints, procedure manuals, training manuals, learning contracts, and progress report forms - Before conducting OJT with an employee, the organization should assess the employees level of basic skills.

In assessing the need for training the manager should identify all he variables that can influence performance. The primary variable are:

- The persons ability and skills, his or her attitudes and motivation, the organizations input (including clear directions, necessary resources, and freedom for interference and distractions), performance feedback (including praise and performance standards), and positive consequences to motivate good performance.

labor-management cooperation

- There seems to be wider acceptance of the view that greater cooperation can increase employee commitment and motivation while making the workplace more flexible - cooperation between labor and management may feature employee involvement in decision making, selk-managing employee teams, labor management problem-solving team, broadly defined jobs, and sharing of financial gains and business information with employees. (Unions have often resisted employee empowerment program, precisely because the programs try to change workplace relations and the role that unions play. Weaken unions' role as independent representatives of employee interests. - The NLRB has clearly supported employee empowerment involvement in work teams and decision making.) (ch 15 pg 245)

correlation coefficient

- These statistics measure the degree to which two sets of numbers are related. A higher correlation coefficient signifies a stronger relationship. - a statistical measure of the extent to which two factors vary together, and thus of how well either factor predicts the other - a statistical index of the relationship between two things (from -1 to +1)

Ethical issues of executive pay-

- When an organization links pay to its stock performance, executives need the ethical backbone to be honest about their company's performance even when dishonestly or clever shading of the truth offers tempting potential for large earnings. - With incentives tied to stock performance, executives may be tempted to inflate efficient operations, technological innovation, effective leadership, and so on. (when such practices are discovered to be misleading, stock prices plunge and the company's reputation is damaged, sometimes beyond repair.) - A related issue when executive pay includes stock or stock options is insider trading. - An individual, a pension fund, or other investors have less information about the company than its managers do. An executive who knows about these activities could therefore reap a windfall in the stock market by buying or selling stock based on knowledge about the company's future. ( The SEC places strict limits on this 'insider trading' but some executives have violated these limits.) - executives have sold stock, secretly knowing their company was failing, before the stock price collapsed. The losers are the employees, retirees, and other investor who hold the now-worthless stock. - linking pay to stock price can reward unethical behavior ( these temptations are among the reason the executive positions demand individuals who maintain the highest ethical standards.)

Government requirements for an apprenticeship program vary by occupation, but programs generally range form one to six years. Requirements may be based on:

- a minimum amount of time (often 2000 hours of on the job learning) - mastery of specified skills following classroom or online instruction plus on-the-job learning - or some combination of these two measures

Formally establishing objectives for the training program has several benefits:

- a training program based on clear objectives will be more focused and more likely to succeed - When trainees know the objective, they can communicate them to the employees participating in the program (employees learn best when they know what the training is suppose to accomplish) - Finally, down the road, establishing objectives provides a basis for measuring whether the program succeeded.

whistle-blowing or lawsuits

- an employee taking their charges to the media in the hope that if the public learns about the situation, the organization will be forced to change. - Force change if employee is disputing policies on the grounds that they violate state and federal laws, such as those forbidding employment discrimination or requiring safe working conditions. Keeping employees satisfied is one way to avoid both of these

Advantages of outsourcing

- can help company operate more efficiently and save money - better quality lower cost - The outside company specializes in the service and can benefit from economies of scale

Way that training helps employees learn:

- communicate the learning objective - use distinctive, attention-getting messages - limit the content of training - guide trainees as they learn - elaborate on the subject - provide memory cues - transfer course content to the workplace - provide feedback about performance

Basic approaches to performance measurement (Approach/ Fit with strategy/validity/reliability/acceptability/feedback specifically ) :

- comparative/poor (unless manger takes time to make link)/can be high if ratings are done carefully/depends on the rater/moderate (east to develop and use, but resistant to normal standard)/ very low - attribute/ usually low/usually low/usually low (can be improved by specific definitions) /High (easy to develop and use)/ very low - behavioral/ can be quite high/ usually high/ usually high/ moderate/ very high - results/very high/usually high (can be both contaminated and deficient)/high/high/high regarding results, but low regard behaviors. - quality/very high/high (can be both contaminated and deficient)/high/high/high (ch 10 pg 155, table 10.1)

Selections of employees for foreign assignments should reflect criteria that have been associated with success in working overseas:

- competency in the employees area of expertise - ability to communicate verbally and nonverbally in the foreign country - flexibility, tolerance of ambiguity, and sensitivity to cultural differences - motivation to succeed and enjoyment of challenges - willingness to succeed and learn about foreign country's culture, language, and customs - support from family members (strongest factor influencing whether employee can complete foreign assignment)

A learning organization has several key features:

- continuous learning ' - knowledge is shared - critical, systematic thinking is widespread - The organization has a learning culture - employees are valued

Each aspect of performance management should be related to the organizations goals. - The following guidelines describe how to make the performance management system support organizational goals:

- define and measure performance in precise terms (focus on outcomes that can be defined in terms of how frequently certain behaviors occur.) - Link performance measures to meeting customer needs (customers may be the organizations external customers, or they may be internal customers.) - Measure and correct for the effect of situational constraints (monitor economic conditions, the organization culture, and other influences on performance.)

Organizations seeking to increase workplace flexibility can benefit from careful planning. The following strategies can contribute to their success:

- define the organizations requirements (what work needs to be done during which hours) - identify specific kinds of employee needs (schedule rotation throughout the year reduces employee turnover) - plan for supervision (working from a remote location requires self-direction) - prepare for legal arrangements - keep an open mind about flexibility (using scheduling software can let employees requests the kind of flexibility that they need)

How company can overcome the negative effects of downsizing?

- demonstrating how they are treating employees fairly - building confidence in the company's plans for a stronger future - showing the organizations commitment to behaving responsibly with regard to all its stakeholders, including employees, customers, and the community - better planning - address the problem of employees becoming demoralized - Retaining only the top-quality, dedicated workers may improve morale among those who remain

Culture is important to HRM for two reasons:

- determines the other tree international influences - can greatly affect a country's laws and influences what people value

providing a workplace safe from gun violence. Experts agree on some steps that employers should take:

- develop a no-violence policy for all employees - establish a reporting system - conduct background checks - provide for security - know applicable state laws - consider whether guns belong in your workplace

When the skills an organization needs are in high demand, hiring new people can be difficult and expensive. An approach he may deliver results more efficiently is to find needed skills in new places by:

- developing skills in existing employees - train workers in hard-to-find skills - broaden your search criteria - locate where the talent is

The advantages of both direct applicants and referrals:

- direct applicants are to some extent already 'sold' on the organization, and direct applicants go through a process of self-selection (a form of aided self-selection occurs with referrals) - Using these social networks not only helps the job seeker but also simplifies recruitment for employers. - it costs much less than formal recruiting efforts - they are the best sources of new hires

Employment related lawsuits often challenge an organizations performance management system. Typical kinds of claims-

- discrimination (on bases of race/sex) - unjust dismissal (person is dismissed for reasons besides the ones that the employer states.)

For trainees, a major advantages of apprenticeship is the ability to-

- earn an income while learning a trade - effectives because it involves hand-on learning and extensive practice

The benefits of Electronic Performance Support System (EPSSs)

- employees needing guidance can use the EPSS to look up the particular information they need (such as, detailed instructions on how to perform an unfamiliar task.) - Using EPSS is faster and more relevant than attending classes, even classes offered online, and can make training available to a global workforce

Although electronic monitoring can improve productivity, it also generates privacy concerns-

- employer should not monitor employees when it has no reason to believe anything is wrong - electronic systems should not be a substitute for careful management - monitoring should be used more positively to gather information for coaching employees and helping them develop their skills.

Section 8 of the NLRA prohibits prohibits certain activities by employers as unfair labor practices:

- employers may no interfere with, restrain, or coerce employees in exercising their rights to join or assist a labor organization or to refrain from such activities. - Employers may not dominate or interfere with the formation or activities of a labor union - They may not discriminate in any aspect of employment that attempts to encourage or discourage union activity, nor may they discriminate against employees for providing testimony related to enforcement of NLRA - employers may not refuse to bargain collectively with a labor organization that has standing under the act.

The overtime pay requirements of the Federal Fair Labor Standards Act-

- employers must pay higher wages for overtime (hours worked beyond 40 hours per week) - pay one and a half times the employees usual hourly rate (including bonuses and piece-rate payments - amounts paid per item produced) - the also includes overtime pay for activites such as attending required classes, cleaning up work site, or traveling between work sites.

NLRB representation election responsibilities-

- ensuring the the organizing process follows certain steps - conducts elections (certifies exclusive representative of a group of employees.) - conducts election to decertify unions - determining the appropriate bargaining unit and the employees who are eligible to participate in organizing activities - attempts to group together employees who have a community of interest in their wages, hours, and working conditions

Developers of effective training programs for an international workforce must ask certain questions

- establish the objectives for the training and its content - ask what training techniques, strategies, and media to use - identify any other interventions and conditions that must be in place for the training to meet its objectives - identify who in the organization should be involved in reviewing and approving the training program. (this plan must consider international differences among trainees) (ch 16 pg 260)

the disadvantages of simulations:

- expensive to develop - need constant updating as info about the work environment becomes available

communicating with employees is important. It demonstrates to employees that the pay plan is-

- fair - when employees understand the requirements of the incentive pay plan, the plan is more likely to influence their behavior as desired - it is also important to communicate with employee when changing the plan. Employees tend to feel concerned about changes.

Family friendly benefits:

- family leave - child care - college savings - elder care

Several criteria determine the effectiveness of performance measures:

- fit with strategy - validity - reliability - acceptability - specific feedback

Organizations often have good reasons to recruit externally:

- for entry-level positions and perhaps for specialized upper-level positions, the organizations has no internal recruits from which to draw - bringing in outsiders may expose the organization to new ideas or new ways of doing business - Companies that are able to grow during a slow economy can gain a competitive edge by hiring the best talent when other organizations are forced to avoid hiring, freeze pay increases, or even lay off talented people.

Gainsharing Advantages

- frees employees to determine how to improve their own and their groups performance - it also broadens employees focus beyond their individual interests - keeps the performance measures within a range of activity that most employees believe they can influence (in contrast to profit sharing)

Piece rates are relatively rare, for several reasons:

- have no physical output, so it is hard to develop an appropriate performance measure. - This type of incentive os most suited for very routine, standardized jobs with output that is easy to measure. - for complex jobs or jobs with outputs that are hard to measure, piecework plans do not apply very well - might not reward employees for focusing on quality or customer satisfaction if doing so interferes with the days output. - no incentive to stop a manufacturing line to correct a quality-control problem - may do nothing to encourage employees to learn new skills or cooperate with others. - May not be helpful in an organization with complex jobs, employee empowerment, and team-based problem solving.

Employer use variety of method to oppose unions in organizing campaigns:

- hiring consultant to distributing leaflets and letters to presenting the company's view points at meeting of employees. - Some management efforts go beyond what the law permits - because the consequences, such as reinstating workers with back pay, are small compared to benefits.

possible outcomes include the following:

- information such as facts, techniques, and procedures that trainees can recall after the training - skills that trainees can demonstrate in tests or on the job - trainee and supervisor satisfaction with the training program - change in attitude related to the content of training - improvements in individual, group, or company performance

disadvantages of stock ownership:

- it may not have a strong effect on individuals motivation - employees might not see a strong link between their actions and the company's stock price, especially in larger organizations. - financial benefits mostly come when the stock is sold - typically after the employee leaves the organization.

a job description typically has a format that includes-

- job title - a brief description of TDRs - a list of the essential duties with detailed specifications of the tasks involved in carrying out each day (example of this in ch 4 pg 61 figure 4.2)

A country's political-legal-system- it's government, laws, and regulations - strongly impinges on human resource management

- laws and regulations reflect cultural values

Why cross-cultural preparations is important-

- lower turnover among expatriates - greater willingness to accepts another overseas assignment - greater perceived contribution to business outcomes

The organizing process begins when union representatives-

- make contact with employees - present their message about the union - and invite employees to sign an authorization card (for the organization process to continue, at least 30% of the employees must sign an authorization card.) - If over half employees sign an authorization card, the union may request that the employer voluntarily recognize the union - If the employer agrees, the NLRB certifies the union as the exclusive representative of employees. If the employer refuses, or if only 30% - 50% of employees signed the card, the NLRB conducts a secret-ballot election. The arrangements are made in one of two ways: consent election, and stipulation election. - On the ballot, worker vote for or against the union representation, and they may also have a choice from among more than one union. If the union (or one from the ballots) wins a majority of votes, the NLRB certifies the union. If the ballot includes more than one union and neither gains a simple majority, the BLRB holds a runoff election.

Organizations can promote job satisfaction and employee engagement in several ways:

- making jobs more interesting - setting clear and challenging goals - providing valued rewards that are linked to performance in a performance management system that employees consider fair.

gainsharing is most likely to succeed under the following conditions:

- management commitment - need for change or strong commitment to continuous improvement - management acceptance and encouragement of employee input - high levels of cooperation and interaction - employee security - information sharing on productivity and costs - goal setting - commitment of all involved parties to the process of change and improvement - performance standard and calculation that employees understand and consider fair and that is closely related to managerial objectives - employees who valie working in groups

Under the taft-hartley Act, unions may not restrain employers through actions such as the following:

- mass picketing in such numbers that nonstricking employees physically cannot enter the workplace - engaging in violent acts in connection with a strike - Threatening employees with physical injury or job loss if they do not support union activities - during contract negotiations, insisting on illegal provisions, provision that the employer may hire only worker who are union members satisfactory to the union, or working conditions to be determined by a group to which the employer does not belong. - Terminating an existing contract and striking for a new one without notifying the employer, the federal mediation and conciliation service, and the state mediation service (where one exists)

drawbacks of comparable worth

- may place employer at an economic disadvantage relative to employers that pay the going market rate

Realistic job previews, advantages:

- minimize turnover among new hires - the cost of the effort is low - they are relatively easy to implement

3 Kinds of Defined-Contribution Plans

- money purchase plan: the employer specifies a level of annual contributions - profit-sharing and employee stock ownership plans - these payment may be set up so that money goes into retirement plans (ESOPs) - Section 401k plans - Employees contribute a percentage of their earning, and employers may make matching contributions.

Selected Topics for Assessing Candidates for Overseas Assignments

- motivation - health - language ability - family considerations - resourcefulness and initiative - adaptability - career planning - financial (ch 16 pg 264)

The characteristics a simulation must have:

- must have element identical to those found in the work environment - needs to respond exactly as equipment would under the conditions and response given by the trainee

Several characteristics of appraisal systems and company culture tend to encourage appraisal politics-

- occur when raters are accountable to the employee being rated - the goals of rating are not compatible with one another - performance appraisal is directly linked to highly desirable rewarded - top executives tolerate or ignore distorted ratings - senior employees tell newcomers company 'folklore' that includes stories about distorted ratings.

Human resource planning is involved in decisions about-

- participating as an exporter or as an international, multinational, or global company - where to locate, considering cost and availability of qualified workers - Outsourcing, and job design (ch 16 pg 258)

Possible Ratings Errors in Performance Measurement

- people often tend to give higher evaluation to people they consider similar to themselves (when similarities are based on sex/race the decisions may be discriminatory.) - if the rater compares an individual, no against an objective standard, but against other employees, contrast errors occur. - Rater make distributional error when they tend to use only one part of a rating scale (the error is called leniency what the reviewer rates everyone near the top. strictness when rater favors lower ranking, and central tendency when the rater put everyone near the middle of the scale.) - raters often let their opinion of one quality color their opinion of others. (when a bias is in a favorable direction, this is called the halo error. When it involves negative ratings, it is called the horn error. - Halo error can mistakenly tell employees they don't need to improve in any area, while horns error can cause employees to feel frustrated and defensive.)

The disadvantages of using just one person as a source of information:

- people tend to like some people more than others - one person is likely to see an employee in a limited number of situations This is why 360-Degree Performance Appraisal are helpful

Organizations may reward individual performance with a variety of incentives:

- piecework rates - standard hour plans - merit pay - individual bonuses - sales commissions (ch 13 pg 206)

The advantages of job posting:

- policies emphasize promotions/career development - gives applicants favorable impression of the organization's jobs - generates applicants who are well known to the organization - applicants are relatively knowledgeable about the organization's vacancies (which minimizes the possibility that they will have unrealistic expectations about the job) - generally cheaper and faster than looking outside the organization

NLRB prevention of unfair labor practices responsibilities-

- prevents unfair labor practices by educating employers and employees about their rights and responsibilities under the national labor relations act and by responding to complaints. (this being when someone files a charge. Deadline is six months after the alleged unfair practice, and all parties must be served with a cop of the charge, and then the charge is investigated.) - if NLRB finds the charge has merit, two actions are possible: The NLRB may defer to a grievance procedure agreed on by the employer and the union, OR a hearing may be held before an administrative law judge (who will make a recommendation. Which either party can appeal.) - has the authority to issue cease-and-desist orders to halt unfair labor practices - can order employer to reinstate workers, with or without back pay - has the authority to petition the US court of appeals if Employer or union refuse to comply with an NLRB order

outsourcing challenges:

- quality-control problems - security violations - poor customer service (Which can wipe out costs of savings attributed to lower wages)

Way to reduce errors

- raters watch videos whose scripts or storylines are designed to lead them to make specific rating errors (training programs offer tips for avoiding the errors in the future.) - focus on the complex nature of employee performance (aims to help raters evaluate employees performance more thoroughly and accurately.) - Bringing data analytics into the rating process

Most administrative and information-gathering activities in human resource management can be part of E-HRM, examples include:

- recruiting = online recruiting - Selection = record interview responses online - Job design = schedules, delivery routes, and production layouts - provide data that can help managers spot high performers to reward or types of skills where additional training is a priority - training can be conducted online - online surveys of employee satisfaction

The primary reason organizations engage in downsizing is to promote future competitiveness. According to surveys, they do this by meeting four objectives:

- reducing cost - replacing labor with technology - mergers and Acquistions - moving to more economical locations

Drawback of references-

- references are not an unbiased source of information (most applicants are careful to choose references who will say something positive. - Former employers and others may be afraid that if they express negative opinions, they will be sued. (For defamation) -person may give a glowing review of applicant, and new employer later leans of misdeed, the new employer might sue the former employer for misrepresentation Because of this, most organizations have policies that the human resource department will handle all requests for references and that they will only verify employment dates and sometimes the employee's final salary.

Teh OSHA also grants specific rights; for example, employees have the right to:

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

Vendors that believe they are able to provide the services outlined in the RFP submit proposals that provide the types of information requested. The organization then-

- review the proposals to eliminate any vendors that do not meet the requirements and to compare vendors that do qualify - They check references and select a candidate, based on the proposal and the vendors answers to questions about its experience, work samples, and evidence that its training programs meet objectives.

If training materials are too difficult to understand, several adjustments can help:

- rewrite the material looking for ways to simplify it - substitute simple, concrete words for unfamiliar or abstract words - divide long sentences into two or more short sentences - divide long paragraphs into two or more short paragraphs - Add checklists and illustrations to clarify text.

experiential training programs should follow several guidelines:

- should be related to s specific business problem - participants should feel challenged and move outside their comfort zones

Certain conditions have been found in organizations with high performance. Managers consider these when seeking to create a high-performance work system:

- teams perform work - employees participate in selection (presumably, with the necessary guidance to ensure they comply with employment laws and focus on relevant criteria). - Employees receive formal performance feedback and are actively involved in the performance improvement process - Ongoing training is emphasized and rewarded. - Employees' rewards and compensation relate to the company's financial performance - Equipment and work processes are structured, and technology is used to encourage maximum flexibility and interaction among employees - Employees participate in planning changes in equipment, layout, and work methods - work design allows employees to use a variety of skills - employees understand how their jobs contribute to the finished product or service - ethical behavior is encouraged (Ch 9, pg 138)

Countries also differ in the degree to which their labor markets include people with education and skills of value to employers.

- the labor markets in many countries are very attractive because they offer high skill levels and low wages - educational opportunities also vary from one country to another - in countries with a poorly educated population, companies will limit their activities to low skill, low-wage workers

Why do some downsizing efforts fail to meet expectations?

- the negative long-term effects (does not make up for the savings, and quick profits) - Can lead to a loss of talent (disrupts social networks through which people are creative and flexible) - Leads employees to feeling confused, demoralized, and less willing to stay with the organization - Company may end up needing to rehire - Often eliminates people who turned out to be irreplaceable - Employees who survive downsizing become self-absorbed and are afraid to take risks. Motivation drops because any hope of future promotions with the company dies. - Many left-over employees start looking for other employment - negative publicity hurting the company's image in the labor market making it harder for them to recruit employees later.

The major downsides of referrals:

- they limit the likelihood of exposing the organization to fresh viewpoints. - Referrals contribute to hiring practices that are or that appear unfair (example: nepotism) - Employees may resent that hiring and rapid promotion of 'the boss's kid' or ' the boss's friend.'

Lack of transfer may mean-

- trainee didn't have readiness to learn - organization doesn't fully support activities in general or the employees supervisor does not provide opportunities to apply new skills - employees have not learned the course material - the content of the training may not be important for the employee's job (to overcome this organization may offer refreshers)

Benefits of adventure learning

- trainees gain greater understanding of themselves and the ways they interact with their co-workers

Employees are most likely to learn when training is linked to their current job experiences and tasks. There are a number of ways trainers can make this link-

- training sessions should present material using familiar concepts, terms and examples - The training concept - such as physical setting - should mirror the work environment (physical and emotional elements)

Developing a plan for how to negotiate- stages

- union negotiators often present a long lists of proposals, partly to satisfy members and party to introduce enough issues that they will have flexibility later in the process. Management may or may not present proposals of its own. - Each side must make a series of decisions, even though the outcome is uncertain - pressure for the agreement increases. Negotiators from each side may hold one-on-one meetings where they escape public public relations pressures.

The following activities are among those protected under the NLRA:

- union organizing - Joining a union, whether recognized by the employer or not - Going out on strike to secure better working conditions - Refraining from activity on behalf of the union

The benefits of e-learning:

- uses electronic networks for delivering and sharing information, and it offers tools and information for helping trainees improve performance - may include links to other online information resources and to trainees and experts for collaboration on problem solving - May also process enrollments, test and evaluate participants, and monitor progress

Private employment agencies

- usually used to serve the white-collard labor market. Private agencies charge the employers for providing referrals, Therefore, using a private agency is more expensive than using a public agency, but private agencies is a more suitable source for certain kinds of applicants. - for manager or professional, an employer may use the services of a type of private agency called an executive search firm, often called 'headbutters' because, unlike other employment agencies, they find new jobs for people almost exclusively already in employment. - typically these executives do not want to advertise their availability to avoid negative reactions from their current employer - and ESFs provide confidentiality.

conducting the feedback session

--"Tell-and-Sell" - managers tell employees their ratings and then justify those ratings. --"Tell-and-Listen" - managers tell employees their ratings and then let employees explain view. --"Problem-Solving" - managers and employees work together to solve performance problems. (problem solving approach is superior.)

Scheduling performance feedback

-Performance feedback should be a regular, expected management activity. -Annual feedback is not enough. -Employees should receive feedback so often that they know what the manager will say during their annual performance review.

After a majority of employees have signed authorization cards. Usually this happens-

-The employer will recognize a union OR - there is a hotly contested election campaign, during the campaign: unions try to persuade employees that their wages, benefits, treatment by employers, and chances to influence workplace decision are too poor or small and that the union will be able to obtain improvements in these areas - Management typically responds with its own messages providing an opposite point of view. Saying the organization has provided valuable package of wages and benefits and has treated employees well. Also argues the the union will not be able to keep its promise, but will instead create cost for employees, such as union dues and lost of income during strikes.

what managers should do to support training

-Understand the content mof the training -Know how training relates to what you need employees to do -In performace appraisals, evaluate employees on how they apply training to theri jobs -Support employees' use of training when they return to work -Ensure that employees have the eqipement and technology needed to es training -Prior to training, discuss with employees how they plan to use training content -Give employees release time from their work to attend training -Explain to employees wjay they have been asked to attend training -Give employees feedback related to skills or behavior they are trying to develop -If possible, be a trainer

technology systems typically take the the form of:

-transaction processing - decision support systems - expert systems

Two appropriate situations in which customer performance information should be used-

1 - employees job requires direct service to the customer or linking the customer to other services within the organization 2 - customer evaluations are appropriate when the organization is interested in gathering information too determine what products and services the customer wants.

TQM (Total Quality Management) 2 kinds:

1 - subjective feedback from managers, peers, and customers about the employee's personal qualities such as cooperation and imitative 2- Objective feedback based on the work process. The 2nd kind of feedback comes from a variety of methods called statistical quality control: these methods use carts to detail causes of problems, measures of performance, or relationship between work-related variables.

Steps in the Role Analysis Technique

1- Members of the role set ( people who directly interact with the role occupant, the person who fills a role) write expectations for role 2- Members of Role set discuss expectations 3- Preliminary list of role's duties and behaviors 4- Role occupant lists expectations for others in role set 5- Members of role set discuss expectations and reach consensus on occupant's role 6- Modified list of role's duties and behaviors

Approaches to job design

1- design for efficiency (industrial engineering) 2- design for motivation (job enlargement, job enrichment, teamwork, flexibility) 3- design for safety and health (ergonomics) 4- design for mental capacity (filtering information, clear displays and instructions, memory aids) (ch 4 pg 62 figure 4.4)

Describe the stages of instructional design:

1. Assess needs for training - what and organizations requires that its people learn 2. Ensure readiness for training - an organization ensures that employees are ready for training in terms of their attitudes, motivation, basic skills, and work environment. 3. plan training program (objectives, trainers, methods) 4. Implement training program (principles of learning, and transfer of training) 5. Evaluate results of training (provides feedback for planning future training programs). (Ch 7 pg 104)

To measure whether the conditions are in place for transfer of training, organization can ask employees three questions about specific training related tasks:

1. Do you perform the task? 2. How many times do you perform the task> 3. To what extent do you perform difficult and challenging learned tasks?

Levels of Global Participation

1. Domestic 2. International 3. Multinational 4. Global - Most organizations being by servicing customers and clients within a domestic marketplace - As organizations grow, they often begin to meet demand from customers in other countries. The usual was to a company to start entering foreign markets is by exporting, or shipping domestically produced items to other countries to be sold there. Eventually it may become economically desirable to set up operations in one or more foreign countries. - An organization that does so becomes an international organization. Theres levels to this - On a broader scale, multinational companies, they move production facilities from relatively high-cost locations to lower-cost locations with lower average wage rates, reduce distribution costs by being nearer to customers. - At the highest level, global organizations. Offering top products tailored to segments of the market while keeping costs as low as possible -- Global organizations need a transnational HRM system, Decisions that are the outcome of the system balance uniformity (for fairness) with flexibility (to account for cultural and legal differences), and improve the quality of decision making, this organization is transnational organization.

If the attempt to settlement fails, the EEOC has two options-

1. EEOC may issue a 'right to sue' letter to the alleged victim. - this letter certifies that the agency has investigated the victim's allegations and found them to be valid. 2. the EEOC other option (which it uses less often) is to aid the alleged victim in bringing suit in federal court.

Grievance procedure steps

1. Employee will usually try to talk to the supervisor first, if conversation is unsatisfactory, they will involve the union steward to discuss the problem with supervisor. - Union steward and employee decide whether problem was resolved - Union steward and employee decide whether contract was violated 2. Written grievance is submitted to production superintendent, another line manager, or industrial relations representative. - Steward and manager discuss grievance - management puts response in writing 3. Union appeal grievance to top line management and senior industrial relations staff. - Additional local or international union officers may be involved. - Decisions resulting from appeals is put into writing 4. Union decides whether to appeal unresolved grievance to arbitration - Union appeal grievance to arbitration for binding decision.

An MBO system has three components:

1. Goals are specific, difficult, and objective 2. Managers and their employees work together to set the goals 3. The manager gives objective feedback through the rating period to monitor progress toward the goals (advantage: results are easy to link to organizations goals.) drawbacks: problem with validity because results may be affected by circumstances beyond each employees performance)

Discrimination (benefits of a formal discipline policy.) (how to avoid discrimination suit)

1. Helps organizations comply with equal employment opportunity requirements - employers must make decisions without regard to individuals age, sex, race, or other protected status. 2. carefully documented discipline can avoid such claims

Emotional Stages Associated with a Foreign Assignment

1. Honeymoon - fascination and euphoria as the employee enjoys the novelty of the new culture and compares its interesting similarities to or differences from the employees own culture 2. culture shock - Disillusionment and discomfort that occur during the process of adjusting to a new culture. 3. recovery - this can happen after learning about their host country's culture, having greater understanding and a support network, stage of adjustment in which he or she accepts and enjoys the host country's culture 4. Adjustment - he or she accepts and enjoys the host country's culture

the six dimensions of culture that Geert Hofstede identified in his classic study of culture:

1. Individualism/collectivism - the strength of the relation between an individual and other individuals in the society (people tend to think and act as individuals rather than as members of a group.) 2. power distance concerns - The way culture deals with unequal distribution of power and defines the amount of inequality that is normal. 3. Uncertainty avoidance - describes how cultures handle the fact that the future is unpredictable 4. Masculinity/femininity - the emphasis a culture places on practices or qualities that have traditionally been considered masculine or feminine 5. Long-term/short-term orientation - suggests whether the focus of cultural values is on the future (long term) or the past and present (short term). 6. Indulgence/restraint - describes the extent to which a culture controls the desire enjoyment and fun

If OFCCP agency finds that a contractor or subcontractor is not complying with the requirements, it has several options-

1. It may notify the EEOC (if there is evidence of a violations of title VII.) 2. Advise the department of justice to begin criminal proceedings. 3. request that the secretary of labor cancel or suspend any current contracts with the company. 4. forbid the firm from bidding on future contracts

Issues in Developing a Pay Structure

1. Legal Requirements -equal pay for equal work - minimum wage - overtime pay - restrictions on child labor - 2. Market Forces - product markets - labor markets 3. Organization's Goals - high quality workforce - cost control- equity and fairness - legal compliance (pay level decisions, job structure decision, pay structure decisions - pay rates, pay grades, pay ranges, pay differentials)

Priciples of Justice

1. Outcome Fairness - Consistent outcomes knowledge of outcomes, outcomes in proportion to behaviors 2. Procedural Justice - consistent procedures, avoidance of bias, accurate information, way to correct mistakes, representation of all interests, ethical standards 3. Interactional Justice - explanation of decision, respectful treatment, consideration, empathy

three phases of an international assignment:

1. Preparation for departure - language instruction, orientation to the foreign country's culture 2. The assignment itself - some combination of a formal program and mentoring relationship to provide ongoing further information about the foreign country's culture 3. Preparation for the return home - providing information about the employees community and home country workplace

Benefits required by law:

1. Social Security - Flat payroll tax on employees and employers 2. Unemployment insurance - Payroll tax on employers that depends on state requirements and experience rating 3. Workers' compensation insurance - provide coverage according to state requirements. Premiums depend on experience rating 4. Family and medical leave - up to 12 weeks of unpaid leave for childbirth, adoption, or serious illness 5. Health care - For employers with at least 50 employees, payment of a penalty to the federal government if the employer does not meet conditions for providing health insurance benefits (ch 14 pg 223)

What are foundations skills? What are foundational skills important?

1. The abilities to read, write, use numbers, and use computers to solve problems 2. these skills are essential across all jobs and are also necessary for learning more advanced skills. (Ch 7 pg 105, did you know?)

the vesting of employer-funded pension benefits must take place under one of two schedules selected by the employer:

1. The employer may vest employees after five years and may provide zero vesting until that time 2. The employer may vest employees over a three-year to seven-year period, with at least 20% vesting in the third year and at least an additional 20% in each year after the third year.

To receive benefits, workers must meet four conditions (unemployment insurance.)

1. They meet requirements demonstrating they had been employed (often 52 weeks or four quarters of work at a minimum level of pay.) 2. They are available for work 3. They are actively seeking work. The requirement includes registering at a local unemployment office. 4. They were not discharged for cause (such as willful misconduct_, did not quit voluntarily, and are not out of work because of a labor dispute (such as a union member on strike.) - If workers meet these conditions they can receive benefits at the level of the state. Typically half the person's earning - for a period of 26 weeks. Some states can extend this out 13 additional weeks (if unemployment rate is above a particular threshold.)

progressive discipline responses

1. Unofficial spoken warning 2. Official written warning 3. 2nd written warning plus threat of temporary suspension 4. Temporary suspension plus written notice that this is a last chance to improve 5. Termination

A transitional matrix answers two questions -

1. Where did people in each job category go? 2. Where did people now in each job category come from? (example shown on ch 5 pg 74, table 5.1)

Adaptation requires three kinds of skills:

1. ability to maintain a positive self-image and feeling of well-being 2. ability to foster relationships with the host-country nationals 3. ability to perceive and evaluate the host country's environment accurately (ch 16 pg 264)

The law gives employees wide latitude in hiring and firing, but employers must meet certain requirements. They must-

1. avoid wrongful discharge and illegal discrimination 2. They also must meet standards related to employees' privacy and adequate notice of layoffs.

the advantages of learning management system (LMS)

1. can use LMS to identify needs and enroll in or download courses. 2. can make training programs more widely available and help companies reduce travel and other costs by providing online training 3. Has administrative tool that allows managers to track course enrollments and program completion. 4. system can be linked to the organizations performance management system to plan for and manage training needs, training out comes, and associated rewards.

A progressive discipline system should include-

1. communication of rules and consequences in writing to every employee 2. requirements for documenting the rules, offences, and responses 3. a written record in case the employees repeats the offense in the future 4. a document for managers to file, recording the nature and date of the offense, the specific improvement expected, and the consequences of the offense (important for demonstrating to a problem employee why he or she has been suspected or terminated. They also back an organizations actions if it should have to defined a lawsuit.) 5. a copy of the records should be placed in the employees personnel file 6. system should provide an opportunity to hear every point of view and to correct errors, following a procedure that is consistent for all employees. 7. discipline should never come as a shook or leave employees unclear about what they did wrong. 8. all statements should be recorded in writing, signed, and dated

An OSHA inspection has four major components:

1. compliance officer reviews the company's records of deaths, injuries and illnesses. (OSHA requires retention of these records for firms with 11 or more full-time or part-time employees) 2. The officer conduct a 'walkaround' tour of the employer's premises. On the tour the officer will note any conditions that may violate published standards or the general duty clause. 3. officer will conduct employee interviews during the tour. At this time, employees should bring any violations to the officer's attention. 4. lastly, the officer will discuss their findings with the employer, noting any violations

Specific OBM techniques may vary, but most have four components:

1. define a set of key behaviors for job performance 2. use a measurement system to access whether to employee exhibits the key behaviors 3. inform employees of the key behaviors 4. provide feedback and reinforcement based on employees' behavior (advantage: theses method tend to be valid, and acceptance tends to be high as well.) (Drawbacks: behavioral methods do not work as well for complex jobs in which it is difficult to see a link between behavior and results or there is more than one good way to achieve success.)

Six Steps in the Performance Management Process:

1. define performance outcomes for company division and department 2. develop employee goals, behavior, and actions to achieve outcomes 3. provide support and ongoing performance discussions 4. evaluate performance 5. identify improvements needed 6. provide consequences for performance results

Employees' privacy (how to avoid privacy violation suit)

1. employers need to ensure that the information thy gather and use (when looking into employees outside workplace behavior) is relevant to workplace productivity, safety, and employee morale. 2. random search of areas such as desk, lockers, tool boxes, and communications such as emails are permissible, so long as the employer can establish that there is probable cause for the search and the organization has work rules the provide for searches. 3. employers can act fairly and minimize the likelihood of a lawsuit by publicizing the search policy, applying it consistently, asking for the employees consent before the search begins and conducting to search discreetly. 4. it is advisable to share the information only with people who have a business need to see it (to avoid defamation lawsuit)

Four-pronged strategy

1. issue guidelines (rather than regulations) for specific industries 2. OSHA enforces violations of its requirement that employers have a general duty to protect workers from hazards (including ergonomic hazards) 3. OSHA works with industry groups to advise employers in those industries. 4. OSHA established a National Advisory Committee on ergonomics to define needs for further research

Three components of job satisfaction:

1. job satisfaction is related to a person's values - what a person consciously or unconsciously desires to obtain 2. Different employees have different views of which values are important, so the same circumstances can produce levels of job satisfaction 3. job satisfaction is based of perception, not always on an objective and complete measurement of the situation.

Options for Alternative Dispute Resolution

1. open-door policy 2. peer review 3. mediation 4. arbitration

The needs assessment answers questions in three broad areas:

1. organization - What is the context in which training will occur? 2. Person - who needs training? 3. Task - What subjects should the training cover? (The answers to these questions provide the basis for planning an effective training program)

top qualities employers look for in employees

1. problem solving skills 2. teamwork skills 3. strong work ethic 4. analytical/quantitative skills 5. written communication skills (ch 1 pg 13, table 1.2)

Employees' privacy (HR professionals role)

1. share data about individuals only when the analysis uncovers possibly illegal or risky behavior that the company needs to investigate 2. working with managers to determine fact-based explanations and to decide who needs to see these explanations.

Characteristics of a motivating job (less motivation and more motivation)

1. skill variety (less = few skills needed/ more = many skills needed) 2. task identity (less = work is a small part of a whole/ more = whole piece of work is completed) 3. task significance (less = minor impact on others/ more = major impact on others) 4. autonomy (less = decisions made by others/ more = much freedom to make decisions) 5. feedback (less = difficult to see effectiveness/ more = effectiveness readily apparent) (ch 4 pg 62, figure 4.5)

The EEOC defines the conduct as harassment when it is unwelcome and meets at least one of the following conditions:

1. submitting to the sexual conduct is explicitly a term or condition of employment - that is, necessary for getting or keeping a job. 2. Whether the person submits to or rejects the conduct becomes a basis for employment decisions, such as a raise or a desirable assignment. 3. The unwanted sexual conduct unreasonably interferes with an employee's work performance or creates a worn environment that is intimidating, hostile, or offensive.

Creating a discipline process is a primary responsibility of the human resource department. - Rules must identify unacceptable behaviors and establish rule and consequences for violating the rules. These rule should cover the following disciplinary problems:

1. tardiness 2. absenteeism 3. unsafe work practices 4. poor quality or quantity of work 5. sexual harassment of co-workers 6. coming to work impaired by alcohol or drugs 7. theft of company property 8. cyberslacking (conducting personal business during work hours)

The ADA uses 3 parts to define disabilities - what are they?

1. the first part of the definition refer to individuals who have serious disabilities - such as epilepsy, blindness, deafness, or paralysis - that effect their ability to perform major bodily functions and major life activities such as walking, learning, caring for yourself, and working. 2. The second part refers to individuals who have a history of disability, such as someone who has cancer bit is currently in remission, someone with a history with mental illness, and someone with a history of heart disease. 3. The third part of the definition 'being regarded as having a disability' refers to people's subjective reactions, as in the case of someone who is disfigured; an employer might hesitate to hire such a person on the grounds the people will react negatively to such an employee. lastly, the ADA covers specific physiological disabilities such as cosmetic disfigurement and anatomical loss affecting the body's systems. It also covers mental and psychological disorders such as autism, bipolar disorder, and intellectual disabilities.

To ensure a workplace free from sexual harassment, organizations can follow some important steps:

1. the organization can develop a policy statement making it very clear that sexual harassment will not be tolerated in the workplace. 2. all employees, new or old, can be trained to identify inappropriate workplace behavior. (Organization can also develop a mechanism for reporting sexual harassment in a way that encourages people to speak out) 3. management can prepare to act promptly to discipline those who engage in sexual harassment, as well as to protect the victims of sexual harassment.

wrongful discharge (HR professionals role)

1. to help organizations avoid (and defend against) charges of wrongful discharge by establishing and communicating polices for handing misbehavior. They should define unacceptable behaviors and identify how the organization will respond to them. 2. avoid making promises that imply job security 3. managers should consistently document precisely the reasons for disciplinary action. 4. avoid statements that could be interpreted as employment contracts (seek legal advice if you think your at risk for these)

Organizations whose employees come from more than one country, somes special challenges arise with regard to training and development:

1. training and development programs should be effective for all participating employees, regardless of their country of origin 2. When organizations hire employees to work in a foreign country or transfer them to another country, the employer needs to provide the employees with training in how to handle the challenges associated with working in the foreign country.

wrongful discharge (what not to do - how to avoid wrongful discharge suit)

1. violate an implied contract, or take action that is inconsistent with company policies 2. violate public policy (terminating if and employee refuses to do something illegal.) - or terminate an employee for doing what the law requires (jury duty)

Liliy Ledbetter fair pay Act of 2009 provides three ways to determine the time period within an employee may file a complaint.

1. when the employer's decision or other discriminatory practice happened. 2. when the person became subject to the decision or practice. 3. when the compensation was affected by the decision or practice, including each time the employee received a discriminatory level of compensation form the employer.

Although a large majority of sexual harassment complaints by the EEOC involve women being harassed by men, more than ___ of sexual harassment claims have been filed by men in recent years.

15%

supervisors and co-worker (ways to increase job satisfaction)

3 reasons: 1. people share the same values , attitudes, and philosophies. 2. the co-workers and supervisor may provide social support (they are sympathetic and caring.) 3. The co-workers or supervisor may help the person attain some valued outcome - employees own job satisfaction also interacts with the job satisfaction of co-workers

After the EEOC receives a charge of discrimination, is has _____ days to investigate the complaint. If the EEOC either does not believe the complaint to be valid or fails to complete the investigation within ____ days, the individual has the right to sue in federal court.

60;60

A diverse workforce. Race, gender. 2028 workforce is expected to be:

75% white., 13% African American, 12% Asian, 4.5 for other groups. 21% of Hispanic ethnicity. Women workforce will increase slightly and be around 28%. (ch 2 pg 29, figure 2.2)

transitional matrix

A chart that lists job categories held in one period and shows the proportion of employees in each of those job categories in a future period.

core competancy

A chart that lists job categories held in one period and shows the proportion of employees in each of those job categories in a future period. (Organizations will benefit from retaining employees who have this)

strike

A collective decision by union members not to work until certain demands or conditions are met. (typically accompanied by picketing - the union stations members near the worksite with signs indicating the union is on strike. - it is rare that a strike is seldom in the best interest of either party, workers lose wages and employers lose production. - union MAY make up the lost wages for workers, and the employer may hire replacement workers.)

readiness for training

A combination of employee characteristics and positive work environment that permit training. (exists when employees are able and eager to learn and when their organizations encourage learning)

Balanced Scorecard

A combination of performance measures directed toward the company's long- and short-term goals and used as the basis for awarding incentive pay.

advantages and disadvantages of self performance information-

A common approach is to have employees evaluate their own performance before the feedback session. Advantage: - Actively gets employees thinking about their performance Disadvantage: - Inflate assessments of their performance - blame outside circumstances for their failures while taking a large part of the credit for their success

Workforce Utilization Review

A comparison of the proportion of employees in protected groups with the proportion that each group represents in the relevant labor market. - The organization can use this process to determine whether there is any subgroup whose proportion in the relevant labor market differs substantially from the proportion in the job category.

Utilization Analysis

A comparison of the race, sex, and ethnic composition of the employer's workforce with that of the available labor supply. - The percentages in the employer's workforce should not be greatly lower than the percentages in the labor supply.

Learning Managment System (LMS)

A computer application that automates the administration, development, and delivery of training programs.

host country

A country (other than the parent country) in which an organization operates a facility.

third country

A country that is neither the parent country nor the host country of an employer.

HR Dashboard

A display of a series of HR measures, showing the measure and progress toward meeting it.

unemployment insurance

A federally mandated program to minimize the hardships of unemployment through payments to unemployed workers, help in finding new jobs, and incentives to stabilize employment.

HRM audit

A formal review of the outcomes of HRM functions, based on identifying key HRM functions and measures of business performance. (These HR functions include these business indicators - (table 9.3 key measures of success for an HRM audit) - : staffing, compensation, benefits, training, appraisal and development, and overall effectiveness.)

Health Maintenance Organization (HMO)

A health care plan that requires patients to receive their medical care from the HMO's health care professionals, who are often paid a flat salary, and provides all services on a prepaid basis.

job specification

A list of the knowledge, skills, abilities, and other characteristics (KSAOs) that an individual must have to perform a particular job.

job descriptions

A list of the tasks, duties, and responsibilities (TDRs) that a particular job entails. - TDRs are observable actions.

Four-Fifths Rule formula example-

A new hotel has to hire employees to fill 100 positions. There are 300 total applicants. 200 black and 100 white. The hotel hires 40 black and 60 white. - Step 1: find the rates: 40 hired black (divided by) 200 total black applicants = 20% - 60 hired whites (divided by) 100 total white applicants = 60%. - Step 2: compare the rates. 0.2 (divided by) 0.6 = 0.33 -Now compare to 4/5 = 0.8 - 0.33 < 0.8 In this example, the four-fifths rule is not satisfied, this hotel is potentially discriminating. (ch 3 pg 47, figure 3.4)

fit with strategy

A performance management system should aim at achieving employee behavior and attitudes that support the organization's strategy, goals, and culture. - Performance appraisals should measure whether employees are engaging in those behaviors. Feedback should help employees improve in those areas. (When an organizations strategy changes, human resource personnel should help managers assess how the performance system should change to serve the new strategy.)

Action steps

A plan for how the organization will meet its goals. Besides working toward its goals for hiring women and minorities, the company must take affirmative steps toward hiring Vietnam veterans and individuals with disabilities.

job satisfaction

A pleasant feeling resulting from the perception that one's job fulfills or allows for the fulfillment of one's important job values.

Person Analysis

A process for determining individuals' needs and readiness for training.

Organization Analysis

A process for determining the appropriateness of training by evaluating the characteristics of the organization.

Role Analysis Technique

A process of formally identifying expectations associated with a role. - The role occupant (the person who fills a role_ and each member of the person's role set (people who directly interact with this employee) each write down their expectations for that role.

yield ratios

A ratio that expresses the percentage of applicants who successfully move from one stage of the recruitment and selection process to the next.

behavior change (job withdrawal) (how to avoid)

A reasonable first response to dissatisfaction would be to try to change the conditions that generate the dissatisfaction. This involves supervisor confrontation and conflict. When a supportive manager properly channels employees; expressions of dissatisfaction, the results can include greater employee engagement, lower turnover, and substantial improvement in the organization performance. When employees cannot work with management to make changes, they may look for help outside the organization by whistle-blowing or lawsuits

outplacement counselling

A service in which professionals try to help dismissed employees manage the transition from one job to another.

Job Withdrawal

A set of behaviors with which employees try to avoid the work situation physically, mentally, or emotionally.

Employee Wellness Program (EWP)

A set of communications, activities, and facilities designed to change health-related behaviors in ways that reduce health risks.

job redesign

A similar process to job design that involves changing an existing job design

Position Analysis Questionnaire (PAQ)

A standardized job analysis questionnaire containing 194 questions about work behaviors, work conditions, and job characteristics that apply to a wide variety of jobs.

Job Descriptive Index (JDI)

A survey that measures job satisfaction - and emphasizes aspects of satisfaction - pay, the work itself, supervision, co-workers, and promotions.

management by objective (MBO)

A system in which people at each level of the organization set goals in a process that flows from top to bottom, so employees at all levels are contributing to the organization's overall goals; these goals become the standards for evaluating each employee's performance.

Merit pay

A system of linking pay increases to ratings on performance appraisals. (a system of linking pay increases to ratings on performance appraisals.)

adventure learning

A teamwork and leadership training program based on the use of challenging, structured outdoor activities.

Behavioral Observation Scale (BOS)

A variation of a BARS which uses all behaviors necessary for effective performance to rate performance at a task. (where as BARS discards many examples in creating the rating scale, a BOS uses many of them yo define all behaviors necessary for effective performance (or behaviors the signal ineffective performance.) (drawback: the amount of information required, A BOS can have 80 or more different behaviors to measure.)

The purpose of the ACT, who it protects, and what agency enforces the ACT, ACT: 13th amendment

Abolished slavery; All individuals; Court system

Herzberg identified five factors he associated with motivating jobs:

Achievement, recognition, growth, responsibility, and performance of the entire job.

(Alternative to using temporary employment agency) independent contractors-

Advantage: -The company does not need to pay for benefits - The company can save even if they pay them at a higher rate Risks: - Company is not supposed to directly supervise worker, they can only tell the contractor what criteria the finished assignments should meet (but not, for example: what hours to work) Under federal law, if the company treats the contractor as an employee, the company has certain legal obligations (such as, overtime pay and withholding taxes) Other consideration if a company decides to go this route: - Verifying/meeting legal requirements

advantages and disadvantages of manager performance information-

Advantage: - have extensive knowledge of the job requirements - have enough opportunity to observe their employees - have incentive to provide accurate and helpful feedback (their own success is dependent on employees performance.) - feedback can improve performance, and employees tend to perceive the appraisal as accurate. Disadvantages: - Does not have enough opportunity to observe the employee preforming job duties - The manager cannot observe how they perform at other times

Group bonuses and temas awards advantages and disadvantages-

Advantagers: both types of incentives encourage group or team members to cooperate so that they can achieve their goal. Disadvantages: Competition among individuals may be replaced by competition among groups, preventing cooperation. (to avoid this, the organization should carefully set the performance goals for these incentives so that concern for costs or sales does not obscure other objectives, such as quality, customer service, and ethical behavior.)

advantages and disadvantages of peers performance information-

Advantages: - good if manager does not often observe employees - have expert knowledge of job requirements - different perspective Disadvantages: - friendships (or rivalries) have the potential to bias ratings - may be uncomfortable rating employees for decisions that may affect themselves

Disadvantages/advantages of profits and stock price based performance pay-

Advantages: These organization-level incentives can motivate employees to align their activities with the organization's goals. Disadvantages: Profits and stock price can soar very high very fast, but they can also falls causing uncertainty (employees who thrive in risk-taking environment, this pay will be effective.)

Lily Ledbetter Fair Pay Act of 2009

Allows employees to claim discriminatory compensation within a set time after receiving a discriminatory paycheck

Associate Union Membership

Alternative form of union membership in which members receive discounts on insurance and credit cards rather than representation in collective bargaining. (an associate member receives other service such as, discounts on health and life insurance or credit cards.)

Most national unions in the United States are linked with the _____, An association that seeks to advance the shared interests of its member unions at the national level. (this is not a labor union but an association.)

American Federation of Labor and Congress of Industrial Organizations (AFL-CIO)

employees stock ownership plan (ESOP)

An arrangement in which the organization distributes shares of stock to all its employees by placing them in a trust. - the organization distributes shares of stock to its employees by placing the stock into a trust managed on the employees' behalf.

Union steward

An employee elected by union members to represent them in ensuring that the terms of the labor contract are enforced. - A direct contact for most workers. - The union stewrat helps investigate complaints and represents employees to supervisors and other managers when employees file grievance alleging contract violations.

lockout

An employer's exclusion of workers from a workplace until they meet certain conditions.

reasonable accommodation

An employer's obligation to do something to enable an otherwise qualified person to perform a job.

Standard Hour Plan

An incentive plan that pays workers extra for work done in less than a preset "standard time."

high-performance work systems

An organization in which technology, organizational structure, people, and processes work together seamlessly to give an organization an advantage in the competitive environment. (ch 2 pg 30)

high-performance work systems

An organization in which technology, organizational structure, people, and processes work together seamlessly to give an organization an advantage in the competitive environment. - With the right combination of people, technology, and organizational structure to make full use of resources and opportunities in achieving their organizations goals. - These organizations have what it takes to perform well on such measures as profitability, reputation, and achievement of their mission. (ch 9 pg 137)

multinational company

An organization that builds facilities in a number of different countries in an effort to minimize production and distribution costs.

global organizations

An organization that chooses to locate a facility based on the ability to effectively, efficiently, and flexibly produce a product or service, using cultural differences as an advantage.

International Organization

An organization that sets up one or a few facilities in one or a few foreign countries.

Learning organization

An organization that supports lifelong learning by enabling all employees to acquire and share knowledge. -- An organization in which the culture values and supports lifelong learning by enabling all employees to continually acquire and share knowledge. - the people in a learning organization have resources for training, and they are encouraged to share their knowledge with colleagues.

affirmative action

An organization's active effort to find opportunities to hire or promote people in a particular group.

Personnel Policies

An organization's decisions about how it will carry out human resource management, including how it will fill job vacancies. - These policies influence the nature of the positions that are vacant. - The characteristics of the job vacancy are more important than recruiters or recruiting sources for predicting job choice. (ch 5 pg 76)

human capital

An organization's employees, described in terms of their training, experience, judgment, intelligence, relationships, and insight.

Training

An organization's planned efforts to help employees acquire job-related knowledge, skills, abilities, and behaviors, with the goal of applying these on the job.

open-door policy

An organization's policy of making managers available to hear complaints.

Internal Labor Force

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

Training consists of:

An organizations planned efforts to help employees acquire job related knowledge, skills, abilities, and behaviors, with the goal of applying these on the job.

blind auditions

Applications and resumes that remove details such as names, which may unconsciously be used to consider candidates' gender, race, and so on.

(Alternatives to downsizing due to labor surplus) Early Retirment programs-

As the average age of the workforce is increasing, indications for this group (baby boomers) are that they have no intention of retiring anytime soon. Reasons include: improved health of older people, jobs becoming less physically demanding, insufficient savings, high levels of debt, lack of pensions, enjoyment of work, and laws against age discrimination. - Reseach suggest that these programs encourage lower-performing older workers to retire. Sometimes they work so well that too many workers retire.

The supreme court (at the head of the judicial branch) is the court of final appeal. Decisions made by the supreme court are__________; they can be overturned only through laws passed by ___________.

Binding; Congress. (The civil rights Act of 1991 was partly designed to overturn supreme court decisions)

Social support includes support from the organizations and from trainees' peers. Organization supports by emphasizing the importance of training (before, after, and during), encouraging employees to attend training programs, and point out connections between training content and employees' job requirements. The organization can formally provide peer support by establishing-

Communities of Practice

Transaction processing

Computations and calculations involved in reviewing and documenting HRM decisions and practices.

Electronic Performance Support System (EPSSs)

Computer application that provides access to skills training, information, and expert advice as needed.

avatars

Computer depictions of trainees, which the trainees manipulate in an online role-play

Decision support systems

Computer software systems designed to help managers solve problems by showing how results vary when the manager alters assumptions or data.

Expert Systems

Computer systems that support decision making by incorporating the decision rules used by people who are considered to have expertise in a certain area.

mediation

Conflict resolution procedure in which a mediator hears the views of both sides and facilitates the negotiation process but has no formal authority to dictate a resolution.

Arbitration

Conflict resolution procedure in which an arbitrator or arbitration board determines a binding settlement.

arbitration

Conflict resolution procedure in which an arbitrator or arbitration board determines a binding settlement.

contamination and deficiency of a job performance measure-

Contamination - information that is gathered but is irrelevant deficiency - Information that is not gathered but is relevant represents a deficiency of the performance measure (when these things overlap, that represents valid information, aka validity.) (ch 10 pg 154, figure 10.2)

Negotiating contracts

Contract negotiations in a union setting involve decisions about pay structure, job security, work rules, workplace safety, and many other issues. These decision affect workers and the employers situation for the term of the contract.

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 people must understand the business, it's industry and it's competitors.

Ways to conduct team training include:

Cross-training and coordination training

The U.S department of labor alos provides background information for analyzing jobs, The eefort began withg the ________________________________. And has since opgraded to an online database called occyupational information Network (O*NET), which uses common language that generates across jobs to describe the abilities, work styles, work actvties and work context required for 1,000 broadly define occupations.

Dictionary of occupational title

In the United States, the federal government has set some limits on how an organization can practice human resource management. Among these limits are requirement intended to prevent.....

Discrimination in hiring and employment practices and to protect the health and safety of workers while they are on the job.

current applications of computer-based training can extend its benefits:

E-learning and Electronic performance support systems (EPSSs)

Often management depends on the expertise of human resource professionals to help in identifying and complying with ______ requirements. These professionals can help organizations take steps to avoid discrimination and provide ________________ ______________________.

EEO; reasonable accommodation. (ch 3 pg 47)

Employers can also avoid discrimination and defend against claims of discrimination by establishing and enforcing an ______ policy. The policy should define and prohibit ___________ behaviors, as well as provide ___________ for making and investigating complaints. The policy also should require that employees at all levels engage in fair conduct and respectful ____________.

EEO; unlawful; procedures; language

The EEOC also monitors organizations hiring practices. - how do they monitor this?

Each year organization that are government contractors or subcontractors or have 100 or more employees must file an employer information report (EEO-1) with the EEOC.

Most employees in the private sector are covered by the NLRA. However, workers employed under the following conditions are not covered:

Employed- - As a supervisor - by a parent or spouse - as an independent contractor - in the domestic service of any person or family in a home - as agricultural laborers - by an employer subject to the Railway Labor Act - by a federal, state, or local government - by any other person who is not an employer as defined in the NLRA

Flexible Spending Account (FSA)

Employee-controlled pretax earnings set aside to pay for certain eligible expenses, such as health care expenses, during the same year. - Medical savings account lets employees use their pretax savings to pay for qualified health care expenses.

Nonexempt employee

Employees covered by the FLSA requirements for overtime pay. (paying salary does not necessarily mean the job is exempt)

disability insurance

Employees risk losing their income if a disability make them unable to work. This insurance provides protection against this loss of income.

Third-country nationals

Employees who are natives of a country other than the parent country or the host country

Public employment agencies

Employers can register their job vacancies with their local state employment office, and the agency will try to find someone suitable, using its computerized inventory of local unemployed individuals. The agency refers candidates to the employer at no change. (this can also be a useful source for meeting diversity objectives - and is primarily used to serve the blue-collar labor market)

Most of the funding for unemployment insurance comes from federal and state taxes and employers. How it works:

Employers who pay their state taxes currently pay a federal tax that after tax credits generally equals 0.6% of the first 7,0000 of each employees wages. State tax varies from 1 to 18%, and taxable wage baes ranges for 7k to 47.3k, so the amount depends on where the company is located.

(Alternatives to downsizing due to labor surplus) hiring temporary and contract workers-

Employers will hire a temporary worker through an agency the specializes in linking employers with people who have the necessary skills. The employer pays the agency, who in turn pays the worker. disadvantages: -these workers may not be as committed to the organization, so if they work directly with customers, that attitude may spill over and affect customer loyalty. -Tension can develop between temporary and permanent employees. (Organization can minimize this by ensuring all workers feel valued, and not bringing in temporary workers right after downsizing, and hiring these workers from agencies that pay for their benefits.) To handle these disadvantages: - many organizations try to use their permanent employees in key jobs and use temporary and contract workers in that clearly supplement (and do not replace) the permanent employees. Advantages: - offers lower costs. - frees the employers from many administrative tasks and financial burden associated with being the 'employer of record.'.....benefits include: health care, pension, life insurance, worker's compensations, and unemployment insurance (which can account for 40% of payroll expenses. Even if the organization pays a temporary worker more, they still save money. - These workers may offer value not available from permanent employees. They bring a new point of view to the organization's problems and procedures. They can bring a great deal of experience.

job enrichment

Empowering workers by adding more decision-making authority to jobs. (Coined by Frederick Herzberg)

job rotation

Enlarging jobs by moving employees among several different jobs. (This approach to job enlargement is common among production teams.)

Who enforces Title VII?

Equal Employment Opportunity Commission (EEOC), an agency of the department of justice.

The application form should not request information that could violate-

Equal opportunity standards

When the course objectives call for presenting information on a specific topic to many trainees, classroom instruction is one of the least _____________ and least _____________-_______________ ways to accomplish that goal.

Expensive; time-consuming

Approaches to recruitment and selection involve variety of alternatives:

External source: Internet job posting, online social networks, and college recruiting events. Promotions from within: applicants referred by current employees, availability of in-house people with the necessary skills. Specific skills: experience with particular programming language or type of equipment. General abilities: ability to work as part of a team or find creative solutions.

Child Labor under FLSA

FLSA restrict child labor, with the aim of protecting children's health, safety, and educational opportunities. (this applied to children under the age of 18) - children aged between 16 - 17 may not be employed in hazardous occupations define by the department of labor - children aged between 14 and 15 may work only outside school hours in jobs define as nonhazardous and for limited time periods. - a child un der 14 may not be employed in any work associated with interstate commerce, unless business is owed by child's guardian or parent. - note: many states have laws requiring working papers or work permits for minors, and many states restrict the number of hours that minors aged 16 and older my work.

(Compressed workweek) this type of schedule has a couple of drawbacks, however. One is that employees may become exhausted on the longer workdays. Another is that if the arrangement involves working more than 40 hours during a week, the ______ ___________ _____________ _____ requires the payment of overtime wages to nonsupervisory employees.

Fair labor standards act

Some executive orders regulate the activities of organizations that have contracts with the ____________ ___________.

Federal government. (Example: President Lyndon Johnson signed executive order 11246, which requires all federal contractors and subcontractors to engage in affirmative-action programs designed to hire and promote women and minorities.)

Family and Medical Leave Act (FMLA)

Federal law requiring organizations with 50 or more employees to provide up to 12 weeks of unpaid leave after childbirth or adoption; to care for a seriously ill family member or for an employee's own serious illness; or to take care of urgent needs that arise when a spouse, child, or parent in the National Guard or Reserve is called to active duty. - Employers must also guarantee these employees the same or a comparable job when they return to work. The law does not cover employees who have less than one year of service, work fewer than 25 hours per week, or are among the organization 10% highest paid.

similar to the rehabilitation Act, the Vietnam era veterans' readjustment Act of 1974 requires - (what?)

Federl contractors and subcontractors to take affirmative action toward employing veterans of the Vietnam war (those serving between August 5, 1964, and May 7, 1975). The office of federal contract compliance procedures has the authority to enforce this act.

labor relations strategy

For management, the decision involves whether the organization will work with unions or develop (or maintain) nonunion operations. For unions, the decision involves whether to fight changes in how unions relate to the organization or accept new kinds of labor-management relationships.

The fourteenth Amendment - (did what?)

Forbids the states from taking life, liberty, or property without due process of law and prevents the states from denying equal protection of the laws. (Recently has been applied to the protection of whites in charges of reverse discrimination. This allowed for government organizations to move away from race-based quotas, a system that violates white individuals right to equal protection under the law)

incentive pay

Forms of pay linked to an employee's performance as an individual, group member, or organization member. (pay specifically designed to energize, direct, or maintain employees' behavior.)

Labor relations; Labor union goals

Goals: - Obtaining pay and working conditions that satisfy their members and of giving members a voice in decisions that affect them, to do this they most obtain these goals by gaining power in number. The more workers who belong to a union, the greater the unions power. - More members = greater ability to halt or disrupt production. Also greater financial resources for continuing a strike; unions can make up for the wages the workers lose during a strike. - Working conditions, making sure the workplace has safe working conditions Concerns: - Union goals related to compensation have become more complex since globalization's downward pressure on wages. Unions accepted the arrangements when employers were struggling through a severe recession a decade age. - As the demand for labor as tightened, unions are negotiating contracts that include provisions for moving up the bottom tier to close the gap (the pay base on seniority, where new workers get paid less than older workers.) Issues with pay continued: - As in the case of two-tier wage structures, unions typically want to influence the way pay and promotions are determined. Unions focus on equal pay for equal work. They try to leave any pay differences based on seniority, on the grounds that this measure is more than performance evaluations.

Labor relations goals of management

Goals: - to increase the organizations profits. (tends to prefer options that lower costs and raise output.) - manages prefer to limit increase in wages and benefits and retain as much control as they can over rules and schedules. Concerns: - When deciding whether to discourage employees from forming a union, a concern is that a union will create higher costs in wages and benefits, as well as raise the risk of work stoppages. - Fear that union will make managers and workers into adversaries or limit management's discretion in making business and employment decisions. How they prevent unions forming: - Embrace policies and practices that lead to high job satisfaction, in hopes that satisfied employees will not be inclined to form unions

The purpose of the ACT, who it protects, and what agency enforces the ACT, ACT: Civil Rights ACT (CRAs) of 1866 and 1871 (as amended)

Grant all citizens the right to make, perform, modify, and terminate contracts and enjoy all benefits, terms, and conditions of the contractual relationship; all individuals; court system.

gainsharing

Group incentive program that measures improvements in productivity and effectiveness objectives and distributes a portion of each gain to employees.

Communities of Practice

Groups of employees who work together, learn from each other, and develop a common understanding of how to get work accomplished.

Vesting Rights

Guarantee that when employees become participants in a pension plan and work a specified number of years, they will receive a pension at retirement age, regardless of whether they remained with the employer.

uniform guidelines on employee selection procedures - (define)

Guidelines issued by the EEOC and other agencies to identify how an organization should develop and administer its system for selecting employees so as not to violate anti-discrimination laws.

HR department needs to bring together a large pool of skills. - Society for Human Resource Management (SHRM) has defined sets of knowledge and skills associated with success, grouping these into ten competencies:

HR expertise, ethical practice, leadership and navigation, diversity, equity, and inclusion, - communications, relationship management, global mindset, business acumen, consultation, and analytical aptitude. (these fall into four clusters of competencies: technical, interpersonal, business, and leadership.) (ch 1 pg 14, figure 1.3)

Providing training about sexual harassment and establishing processes for handling complaints fall under the umbrella of ___ _______________. In addition to addressing ethics-related embarrassments, HR professionals should consider that a reputation for being ethical may help companies attract employees.

HR responsibilities

Patient Protection and Affordable Care Act

Health care reform law passed in 2010 that includes incentives and penalties for employers providing health insurance as a benefit. - The law does not require companies to offer health insurance benefits, but it does require medium-sized and large companies to choose between offering health insurance that meets it standards or paying a penalty. It also includes requirements for providing information to employees. - To avoid penalty employers with at least 50 full-time employees must offer affordable health care coverage of a least minimum value. - The affordable care ACT doesn't require, but it does encourage employers with fewer than 50 employees to provide options. - Employers with fewer than 25 employees may qualify for tax credits if they buy insurance through the SHOP market (small business health options program). They are eligible of up to 50% of the insurance premiums - Employers that provide health coverage to at least 250 employees must also meet requirements. On w-2 forms that report employees earning, they must indicate the value of the health benefits in terms of the cost paid by employer and employee.

A companies success requires skillful _____ _______ ________ (_____), the policies, practices, and systems that influence employees behavior, attitudes and performance.

Human resource management (HRM)

____________ ___________ ______________ compares the present state of the organization with its goals for the future, then identifies what changes it must make in its human resources to meet those goals. The changes may include downsizing, training existing employees in new skills, or hiring new employees.

Human resource planning

When the labor market changes - say, when more people go to college of when a sizable share of the population retires - the supply of qualified workers may grow, shrink, or change in nature. To prepare for and respond to these challenges, organizations engage in....

Human resource planning (ch 5 pg 73)

Pregnancy Discrimination Act

If an employee is temporarily unable to perform her job due to pregnancy, the employer must treat her in the same way as any other disabled employee. - Employer can offer: modified taks, alternative assignments, disability leave, or leave without pay.

Right to due process

If people believe their rights are being violated, they have the right to a fair and impartial hearing.

HR professional have a role in carrying out progressive discipline-

In meeting to announce disciplinary actions, it is wise to include 2 representatives. Usually the employees manager presents the information, and a representative from the HR department acts as a witness. the person can help the meeting stay on track and, if necessary, can later confirm what happened during the meeting.

profit sharing

Incentive pay in which payments are a percentage of the organization's profits and do not become part of the employees' base salary.

Differential Piece Rates

Incentive pay in which the piece rate is higher when a greater amount is produced. (also called rising and falling differentials, in which the piece rate depends on the amount produced. If the worker produced more than the standard output, the piece rate is higher.)

example of disparate treatment-

Includes hiring or promoting one person over an equally qualified person because of the individuals race.

_____________________ ____________ capture knowledge and make it available even after individual employees who provided the knowledge have left the organization. Ultimately, people are the essential ingredients in a learning organization. They must be committed to learning and willing to share what they have learned.

Information systems

A wide variety of methods is available for conducting training, methods:

Instructor-led classrooms, computer-based instruction, virtual classrooms, mobile devices, and combinations of these methods. (Classroom training remains the mot widely used of these methods) (Ch 7 pg 108)

Long-Term Disability Insurance

Insurance that pays a percentage of a disabled employee's salary after an initial period and potentially for the rest of the employee's life.

Short-Term Disability Insurance

Insurance that pays a percentage of a disabled employee's salary as benefits to the employee for six months or less.

Analyzing and Designing Jobs - this function involves:

Job Analysis - process of getting detailed information about jobs Job Design - process of defining the way work will be performed and the tasks that a given job requires (The process of defining how work will be performed and what tasks will be required in a given job.)

fleishmen job analysis system

Job analysis technique that asks subject-matter experts to evaluate a job in terms of the abilities required to perform the job.

Occupational Safety and Health Administration (OSHA)

Labor Department agency responsible for inspecting employers, applying safety and health standards, and levying fines for violation.

reducing cost (downsizing)

Labor is a large part of a company's total costs, so downsizing is an attractive place to start cutting cost.

craft union

Labor union whose members all have a particular skill or occupation. (These unions are often responsible for training their members through apprenticeships and for supplying craft workers to employers, workers may work for many employers over time but have a constant link to the union.) - A craft unions bargaining power depends greatly on it's control over the supply of it's workers. - Craft unions restrict the number of skilled craftsmen in order to maintain higher wages

industrial unions

Labor union whose members are linked by their work in a particular industry. (This union represents many different occupations, Membership in the union is the result of working for a particular employer in the industry.) Compare to craft unions, changing employers is less common, and employees who change employers remain members of the same union only if they happen to move to other employers covered by the same union. - Industrial unions try to organize as many employees in as wide a range of skills as possible.

Information systems

Managers make decisions about the types of information to gather and the sources of information. They must also decide who in the organization should have access to the information and how they will make the information available. - Advantage: gives employees access to information about benefits, training opportunities, job openings, and more.

lack of motivation

Managers with an unmotivated employee can explore ways to demonstrate that the employee is being treated fairly and rewarded adequately.

Exempt employees

Managers, outside salespeople, and any other employees not covered by the FLSA requirement for overtime pay. (exempt status depends on employees job responsibilities, salary level, and salary basis, meaning that the employee is paid a given amount regardless of the number of hours worked or quality of the work.)

Recruiters' characteristics and behaviors seem to have limited impact on applicant's' job choices-

Many applicants approach the recruiter with skepticism (knowing it's their job to sell them on the vacancy) - For candidates who are already familiar with the company, the recruiter's impact is especially weak.

Judgement method - (forecasting supply and demand)

Many events in the labor market have no precedent (to predict what will happen in the future). To prepare for these situations the organization must rely on the subject judgment of experts. Pooling their experience and 'best guesses' is an important source of ideas about the future.

Along with designing course objectives and content, the planner should identify how to measure achievement of objectives. Depending on the objectives, the evaluation can use one or more of these measures:

Measures of training success: - trainee satisfaction - transfer of training - new skills, knowledge - performance improvements - return on investment

Pay Satisfaction Questionnaire (PSQ)

Measures satisfaction with specific aspects of pay, such as pay levels, structure, and raises

Calibration Meeting

Meeting at which managers discuss employee performance ratings and provide evidence supporting their ratings with the goal of eliminating the influence of rating errors.

Mergers & Aquisitions

Mergers: two companies becoming one acquisitions: one company buying another - HRM's role = training efforts (development of skills in conflict resolution) - and to sort out differences between the two companies (compensation, performance appraisal, and other HR systems.) this is all to set a consistent structure

forced-distribution method

Method of performance measurement that assigns a certain percentage of employees to each category in a set of categories. - example manager can only assign ratings according to an available rating tool. Exceptional - 5%, Exceeds- 25%, meets - 55%, and so one. Only 5% of employees can be exceptional in this case. (advantages: overcomes the temptation to rate everyone high) (Drawback: manager may have difficulty assigning employees to the bottom categories, and will hurt morale.)

Behaviorally Anchored Rating Scale (BARS)

Method of performance measurement that rates behavior in terms of a scale showing specific statements of behavior that describe different levels of performance. (advantage: the organization gather many critical incidents representing effective and ineffective performance, then classifies them form most to least effective.) (drawbacks: can improve interrater reliability, but can bias managers memory.)

simple ranking

Method of performance measurement that requires managers to rank employees in their group from the highest performer to the poorest performer. A variation of this approach is alternation ranking.

alternative dispute resolution (ADR)

Methods of solving a problem by bringing in an impartial outsider but not using the court system.

ways to increase job satisfaction

Monitoring job satisfaction: 1. hiring employees predisposed to being satisfied - referring depressed employees for help 2. designing complex meaningful jobs - establishing clear appropriate roles 3. reinforcing shared values - encouraging social support - helping employees pursue goals 4. setting satisfactory pay levels - communicating pay structure and policies

decisions such as whom to hire, what to pay, what training to offer, and how to evaluate employee performance directly affect employees...

Motivation and ability to provide goods and services that customers value.

Supervisors and Co-workers (Job Dissatisfaction)

Negative behavior by managers and peers impacts satisfaction - Conflict between employees left unaddressed causes stress (to avoid managers should define expectations clearly, measure progress fairly and accurately, and acknowledge their accomplishments)

Impact of unions on company performance (positive and negative) -

Negative: - One view is the unions decrease productivity because of work rules and limits on workloads set by union contracts and production lost to such union actions as strikes and work slowdowns. - Unions emphasize pay structure base on seniority, which remove incentives for employees to compete rather than cooperate - Even if unions are more productive, company profits and stock performance may still suffer if unions raise wage and benefits costs more than the productivity gain. - Union coverage tends to decline faster in companies with a lower return to shareholders Positive: - They can reduce turnover by giving employees a route for resolving problems. - The introduction of a union also may force an employer to improve its management practices and pay greater attention to employee ideas. - Most studies have found that, Union workers are more productive than nonunion workers - Many companies depend on unions to recruit and train new workers through apprenticeship programs.

collective bargaining

Negotiation between union representatives and management representatives to arrive at a contract defining conditions of employment for the term of the contract and to administer that contract. (typical contract include provisions for pay, benefits, work rules, and resolution of workers' grievances.)

rating behaviors 4 ways to measure:

One way to overcome drawbacks of rating attributes is to measure employees' behavior. To rate behaviors, the organization begins by defining which behaviors are associated with success on the job. Which kinds a behaviors help the organization achieve its goals? -critical incident method - behaviorally anchored rating scale (BARS) - behavioral observation scale (BOS) - Organizational behavior modification (OBM)

Onboarding

Ongoing process that aims to prepare new employees for full participation in the organization.

Title VII also states that employers may not retaliate against employees for either _________ a perceived illegal employment practice of __________ ____ ___ _______________ related to an alleged illegal employment practice.

Opposing; participating in a proceeding (The purpose of this provision is to protect employees from employers' threats and other forms of intimidation aimed at discouraging employees from bringing to light act they believe to be illegal - companies who violate this prohibition may be liable for punitive damages)

Physical Job Withdrawal (job withdrawal)

Options for physically leaving a job range from arriving late to calling in sick, requesting a transfer, or leaving the organization altogether. - an employee who is dissatisfied because of circumstances related to a specific job (ex: unfair manager) may be able to resolve issue with a job transfer. If the source is because of organizational polices or practices, such as low pay, the employee may leave the organization altogether)

Volatile Organic Compounds (VOCs)

Organic compounds that exist as gases in the atmosphere and act as pollutants, some of which are hazardous. These carbon compounds are emitted from materials or processes, including carpets, furniture, cleaning products, markers, and printing or photocopying.

One key to the success of adventure learning:

Organization insisting that entire work groups participate together. Which encourages people to see, discuss, and correct the kinds of behavior that keep the group from performing well.

tasks and roles (ways to increase job satisfaction)

Organizations can improve job satisfaction by making jobs more complex and meaningful - methods include job design such as, job enrichment and job rotation.

Establishing and Administering Personnel Policies - this function involves:

Organizations depend on their HR department to help establish and help communicate policies related to hiring, discipline, promotions, and benefits. - employees have to know and understand the policies in order to comply, hr needs to then properly communicate these this to employees and may teach policies through: presentations at meetings, posting documents online, writing e-mail messages, setting up social-media pages for employees, and in many other ways.

unions

Organizations formed for the purpose of representing their members' interests in dealing with employers. (and resolving conflicts with employers).

How to carry out human resource planning-

Organizations need a clear idea of the strengths and weaknesses of their existing internal labor force. They also must know what they want to be doing in the future - what size they want the organization to be, what products and services it should be producing, and so on. - This knowledge helps them define the number and kinds of employees they will need.

Internal versus external recruiting (personnel policies)

Organizations with policies to "promote from within" try to fill upper-level vacancies by recruiting candidates internally—that is, finding candidates who already work for the organization. (More attractive to applicants and employees) (affects nature of jobs, recruitment sources and nature of applicants)

right of freedom of conscience

People have the right to refuse to do what violates their moral beliefs, as long as these beliefs reflect commonly accepted norms. (Employer should not encourage employee to do something dangerous)

Referrals

People who apply for a vacancy because someone in the organization prompted them to do so. - surveys that ask employers to identify their top sources of candidates. The results place referrals as the top source.

Direct Applicants

People who apply for a vacancy without prompting from the organization. - Direct applicants are likeliest to result when an employer has created such a positive image that workers seek out the company to apply.

lack of both

Performance may improve if the manager directs the employee's attention to the significance of the problem by withholding rewards or providing specific feedback. If the employee does not respond, the manager may have to demote or terminate the employee.

personal dispositions (ways to increase job satisfaction)

Personal qualities of the employee, such as negative affectivity and negative core self-evaluation, are associated with job dissatisfaction - in order to increase this 1. employee selection in the first instance plays a role in raising overall levels of employee satisfaction - HR professionals should look for evidence of whether employees are predisposed to being satisfied (if during an interview employees say they were dissatisfied with tier last 6 jobs, they most likely will be dissatisfied with any job.)

planning and administering pay and benefits - this function involves:

Planning pay and benefits involves many decisions, often complex and based on knowledge of a multitude of legal requirements. An important decision is how much to offer in salary or wages, as opposed to bonuses, commissions, and other performance-related pay. Other decisions involve which benefits to offer, from retirement plans to various kinds of insurance to time off with pay. - organizations need systems for keeping track of each employee's earnings and benefits. keeping track involves extensive record keeping and reporting to management, employees , the government and others. **All such decisions have implications for the organization's bottom line, as well as for employee motivation.

____________ _____________________ is more time consuming and difficult, but it is the best measure of validity, - Job applicants tend to be more motivated to do well on the tests, and their performance on the tests in not influenced by their firsthand experience with the job.

Predictive validation

Training methods fall into the broad categories of:

Presentation, hands-on, and group building methods presentation methods: trainees receive information provided by others - Techniques: Lectures, workbooks, video clips, podcasts, websites. - Applications: Conveying facts or comparing alternatives Hands on methods: trainees are actively involved in trying out skills - Techniques: On the job training, simulations, role plays, computer games - Applications: Teaching specific skills; showing how skills are related to job or how to handle interpersonal issues Group-building methods: Trainees share ideas and experiences, build group identities, learn about interpersonal relationships and the group - Techniques: Group discussion, experiential programs, team training - Applications: Establishing teams or work groups; managing performance of teams or work groups (Training programs may use these methods alone or in combination)

hot-stove rule

Principle of discipline that says discipline should be like a hot stove, giving clear warning and following up with consistent, objective, immediate consequences.

peer review

Process for resolving disputes by taking them to a panel composed of representatives from the organization at the same levels as the people in the dispute.

tuition reimbursement programs

Promote employees' education. Under a tuition reimbursement program, an employer fully or partially reimburses an employee for expenses incurred for education or training.

Pros and Cons of Merit Pay

Pros: -Makes the reward more valuable by relating it to economic conditions - Provides a method for rewarding performance in all of the dimensions measured in the organizations performance management system. (merit pay is linked to the behaviors the organization desires.) Cons: - conditions can shrink the available range of increases. -Expensive for the employers standpoint (to decrease cost employers can establish guidelines about the percentage of employees that may receive the top rating / or use 360-degree performance feedback.) -Will not improve company performance if employees' goals are not aligned with strategy -Assumes that ratings depend on employees ability and motivation - may discourage teamwork (can use group incentives to overcome this)

Pros and Cons of Profit Sharing

Pros: - in may encourage employees to think more like owners, taking a broad view of what they need to do in order to make the organization more effective. - The are more likely to cooperate and less likely to focus on narrow self-interest - cost less - employers may not need to rely as much on layoffs to reduce costs. Cons: - employees also may feel that small profit-sharing checks are unfair because they have little control over profits - the will conclude that their is little connection between their actions and their rewards - employees will be unmotivated because they have to wait for months before profits are distributed (to overcome cons, one strategy is to use profit-sharing as a component of a pay system that includes other kinds of pay more directly linked to individual behavior. This increases employees' commitment to organizational goals while addressing concerns about fairness.)

The purpose of the ACT, who it protects, and what agency enforces the ACT, ACT: 14 amendment

Provides equal protection for all citizens and requires due process for all state action; state actions (decisions of government organizations); court system.

long-term care insurance

Provides payment for extended nursing care due to accidents, illness, or old age - this policy provide benefits toward the cost of long-term care and related medical expenses

life insurance

Provides payment to beneficiaries who were named by the insured person - employers may offer employee to buy coverage at low group rates

in general, the most obvious example of sexual harassment involve ____ ___ ___ _______________, meaning that a person makes a benefit (or punishment) contingent in an employee's submitting to (or rejecting) sexual advances.

Quid pro quo harassment

output identifies activity, and Activity identifies, raw inputs, equipment, and human resources-

Raw outputs - 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 tasks?

(under EEOC laws) employers should retain copies of documents related to employment decisions - (an example of these documents are? what is the retention times of keeping these documents?)

Recruitment letter, announcements of jobs, completed job applications, selections for training, and so on. - Employers must keep these records for at least six months r until a complaint is resolved, whichever is later.

Recruiting and Hiring Employees - this function involves:

Recruitment: process through which the organization seeks applicants for potential employment Selection: 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.

The Landrum-Griffin Act

Regulates unions' actions with regard to their members, including financial disclosure and the conduct of elections. This law establishes and protects rights of union members. These include the right to nominate candidates for Union office, participate in Union meetings and secret-ballot elections, and examine unions' financial records.

The purpose of the ACT, who it protects, and what agency enforces the ACT, ACT: Rehabilitation Act of 1973

Requires affirmative action in the employment of individuals with disabilities; government agencies - federal contractors and subcontractors with contracts greater than 2500.00; OFCCP

The purpose of the ACT, who it protects, and what agency enforces the ACT, ACT: Equal pay Act of 1963

Requires that men and women performing equal jobs receive equal pay; employers engaged in interstate commerce; EEOC

predictive validation

Research that uses the test scores of all applicants and looks for a relationship between the scores and the future performance of the applicants who were hired.

Function: Compensation and benefits

Responsibilities: - wage and salary administration - incentive pay - insurance - vacation leave administration - retirement plans - profit sharing - stock plans - health and wellness

function: employee relations

Responsibilities: Attitude surveys; labor relations; employee handbooks; company publications; labor law compliance; relocation and outplacement services

function: support for strategy

Responsibilities: human resource planning and forecasting; talent management; change management

Function: Training and development

Responsibilities: orientation; skills training; career development programs

function: performance management

Responsibilities: performance measures; preparation and administration of performance appraisals; feedback and coaching; discipline

Function: Personnel policies

Responsibilities: policy creation; policy communications

Function: Employee data and information systems

Responsibilities: record keeping; HR information systems; workforce analytics

Function: Recruitment and selection

Responsibilities: recruiting; job postings; interviewing testing; coordinating use of temporary labor.

Function: Analysis and design of work

Responsibilities: work analysis; job design; job descriptions

cash balance plans

Retirement plan in which the employer sets up an individual account for each employee and contributes a percentage of the employee's salary; the account earns interest at a predefined rate.

Defined Contribution Plan

Retirement plan in which the employer sets up an individual account for each employee and specifies the size of the investment into that account.

Several role related sources of dissatisfaction are the following:

Role ambiguity, Role conflict, role overload

Four-fiths rule

Rule of thumb that provides (or shows) evidence of potential discrimination if an organization's hiring rate for a minority group is less than four-fifths the hiring rate for the majority group. (keep in mind that this rule of thumb compares rates of hiring, not numbers of employees hired)

Job Hazard Analysis Technique

Safety promotion technique that involves breaking down a job into basic elements, then rating each element for its potential for harm or injury.

Differences in salespeople's compensation directly influence how they spend their time, how they treat their customers, and how much the organization sells. Example:

Salesperson compensation in the form of salary free the salesperson to focus on developing customer goodwill. Paying mostly commissions encourages the salesperson to focus on closing sales. - the nature of salespeople's compensation also affects the kinds of people who will want to take and keep sales jobs with the organization.

For empowerment to succeed, managers must-

Serve in linking and coordinating roles and provide the team with the resources it needs to carry out its work. Managers should also help them and its members interact with employees from other departments or teams and should make sure communication flows in both directions the manager keeps the team updated on important issues and ensures that the team shares information and resources with others who need them.

short-term and long-term incentives

Short-term incentive include: bonuses on based on the years profits, return on investment, or other measures related to the organizations goals. Long-term incentives include: stock options and stock purchase plans. ( executives are incentivized to do what's best for the organization because that will cause the value of their stock to grow.)

Market pay structures can differ substantially across countries in terms of both pay level and the relative worth of jobs. Differences such as these create a dilemma for global companies:

Should pay levels and differences reflect what workers are used to in their own countries? Or should they reflect the earning of colleagues in the country of the facility, or earnings at the company headquarters?

Value and work habits that tend to characterize each generation:

Silent generation (born 1925-1945): tend to value income and employment security and avoid challenging authority. Baby boomers (born 1946-1964): tend to value unexpected rewards, opportunities for learning, and time with management. Members of generation X (born 1965-1980): tend to be pragmatic and cynical, and they have well-developed self-management skills. Millennials (born 1981-1995): are comfortable with latest technology. They want to be noticed, respected, and involved. Gen Z (fresh out of college): Value individual expression and ongoing dialog to solve conflicts and improve the world.

Readiness for training also depends on two broad characteristics of the work environment:

Situational constraints and social support

Work design increasingly relies on teams to accomplish an organization's objective, so HR managers often must identify the best ways to handle jobs that are highly interdependent. Three dimensions are most critical:

Skill differentiation, authority differentiation, and temporal (time) stability

Socialist vs capitalist Economic System

Socialist: - ample opportunities for educational development (free education system) - may not provide higher pay for higher education - take higher percentage of each workers income as workers income increases - redistributes wealth from high earners to the poor Capitalist: - high cost of education - employers reward those who invest in education - lets worker keep more of their income (countries with great wealth, labor cost are relatively high.)

Moving to more economical locations (downsizing)

Some organizations move from one area of the United States to another, especially from the Northeast and Midwest to the South and the mountain regions of the West.

How does an organization decide which of these steps (in the selection process) to use and in what order?

Some organizations repeat a selection process that is familiar. - They conduct job interviews, and asking familiar questions, but what they should do is create a selection process in support of its job descriptions. - Job description identifies the knowledge, skills, abilities, and other characteristics (KSAOs) required for successfully performing a job. The selection process should be set up in such a way that it lets the organization identify people who have necessary KSAOs.

investment in talent

Spending that will deliver valuable results through better employee performance (Ch 7 pg 103)

right-to-work laws

State laws that make union shops, maintenance of membership, and agency shops illegal. (the idea behind such laws is that requiring union membership or payment of the union dues restricts the employees right to freedom of association. In other words, employees should be free to choose whether they join a union or other group.)

Workers Compensation

State programs that provide benefits to workers who suffer work-related injuries or illnesses, or to their survivors. - These laws operate under a principle of no-fault liability, meaning that an employee does not need to show that the employer was grossly negligent in order to receive compensation, and the employer is protected from lawsuits. The employer loses this protection if it intentionally contributes to a dangerous workplace. Employees are not eligible if their injuries are self-inflicted or if they result from intoxication or 'willful disregard of safety rules.'

Nonunion Representation Systems

Substitutes for unions •Management-established systems (involved representatives of the employees meeting with management to discuss working conditions including wages and benefits.) (It is important to note that these 'substitutes' may violate NLRA - illegal for a company to organize its employees into 'company unions') •Worker center (Nonprofit organization offering members services such as training, legal advice, lobbying, and worker advocacy)

_______________ may provide the most accurate estimates of the importance of job titles. whereas incumbents may be more accurate in reporting information about the actual time spent performing job tasks and safety-related risk factors.

Supervisors

cross training

Team training in which team members understand and practice each other's skills so that they are prepared to step in and take another member's place.

coordination training

Team training that teaches the team how to share information and make decisions to obtain the best team performance.

______________ can give a job such motivating characteristics as autonomy, skill variety, and task identity.

Teamwork

_______________________ can support a strategy of corporate social responsibility because these employees do not produce the greenhouse gas emissions that result from commuting by car. Telework is easiest to implement for people in managerial, professional. or sales jobs, especially those that involve working and communicating on a computer. A telework arrangement is generally difficult to set up for manufacturing workers.

Telecommunicating

Who is David Widley?

The CEO of IQTalent Partners, serving as chair of the board for the Society for Human Resource Management. (Ch 1 pg 11)

self-selection

The Direct Applicant does research and concludes there is enough fit between themselves and the vacant position to warrant submitting and application - this process eases the pressure on the organizations recruiting and selection systems.

(When determining labor supply) Important sources of data on eternal labor market include:

The Occupational Outlook Quarterly and the Monthly Labor Review, published by the Labor Department's Bureau of Labor Statistics.

The office of federal contract compliance programs (OFCCP) - (is what?)

The agency responsible for enforcing the executive orders that cover companies doing business with the federal government. - businesses with contracts for more than 50k may not discriminate in employment based on race, color, religion, national origin, or sex, and they must have a written affirmative action plan on file.

teamwork

The assignment of work to groups of employees with various skills who interact to assemble a product or provide a service. (a popular way to increase employee responsibility and control assign work to teams)

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 labor shortages or surpluses.

pay level

The average amount (including wages, salaries, and bonuses) the organization pays for a particular job.

diversity

The characteristics of individuals that make them unique.

Who is Joseph Voelker?

The chief human resources officer of Stanely black and decker. Under Voelker, Stanley black and decker aims to make inclusion of diverse people's contributions a daily routine. - According to Voelker, HR plays a key role because a company that 'gets the people right' will be able to succeed at its strategy. - Volker started off as a production worker then a benefits specialist, and describes himself as a lifelong learner, including on the topic of diversity. His view that diversity add value helps Stanley Black & Decker comply with the letter and spirit of the law as well as meet strategic objectives. (Ch 3 pg 43)

parent company

The country in which an organization's headquarters is located.

Task Identity (Job Characteristics Model)

The degree to which a job requires completing a "whole" piece of work from beginning to end

organizational commitment

The degree to which an employee identifies with the organization and is willing to put forth effort on its behalf. -employees who withdrawal may have low commitment

- employee engagement

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

Validity (selection)

The extent to which performance on a measure (such as a test score) is related to what the measure is designed to assess (such as job performance). - these measurements do not provide much information about how a person will perform most kinds of jobs - one way to determine whether a measure is valid is to compare many people's scores on that measure with their job performance

Utility (selection)

The extent to which something provides economic value greater than its cost. - If the job involves providing a product or service of high value to the organization, it is worthwhile to spend more to find a top performer

Skill Variety (Job Characteristics Model)

The extent to which the job requires a person to utilize multiple high-level skills.

Social security

The federal Old Age, Survivors, Disability, and Health Insurance (OASDHI) program, which combines old age (retirement) insurance, survivor's insurance, disability insurance, hospital insurance (Medicare Part A), and medical insurance (Medicare Part B) for older individuals.

Ethics

The fundamental principles of right and wrong. - Business decisions, including HRM decisions, should be ethical and many executives see treatment of employees as a top concern. (ch 1 pg 16)

minimum wage

The lowest amount that employers may pay under federal or state law, stated as an amount of pay per hour.

(Alternatives to direct applications and referrals) Job search and networking platforms-

The number two source of hiring, indeed. Similar services include: ZipRecruiter and LinkedIn. - These services search the resumes that workers have posted on their site and other websites. Employers can specify the criteria they are looking for and have the system filter results and deliver resumes of qualified candidates.

Employees are valued.- (means what?)

The organization recognizes that employees are the source of its knowledge. It therefore focuses on ensuring the development and well-being employee.

Goals and Timetables

The percentages of women and minorities the organization seeks to employ in each job group, and the dates by which the percentages are to be attained. (These are meant to be more flexible than quotas, employer is only required to be seeking to achieve these goals)

making comparisons (methos for measuring performance) :

The performance appraisal method may require the rater to compare one individuals performance with that of other. This method involves some form of ranking, in which some employees are best, some are average, and others are worst.

Reward systems include:

The performance measures by which employees are judged, the methods of measuring performance, and the incentive pay and other rewards linked to success.

work output (PAQ)

The physical activities, tools, and devices used by the worker to perform the job.

Downsizig

The planned elimination of large numbers of personnel with the goal of enhancing the organization's competitiveness.

cloud computing

The practice of using a network of remote servers hosted on the Internet to store, manage, and process data. - involves using a network of remote servers hosted on the internet to store, manage, and process data.

grievance procedure

The process for resolving union-management conflicts over interpretation or violation of a collective bargaining agreement. (can be filed by an employee/discharged employee/ or by union representative on behalf of a groups of workers)

Disadvantages to hiring new employees due to labor shortage:

The process is relatively slow and involves expenses to find and train new employees, and if the shortage becomes a surplus, the organization will have to consider laying off some of the employees (which has consequences)

job posting

The process of communicating information about a job vacancy on company bulletin boards, in employee publications, on corporate intranets, and anywhere else the organization communicates with employees.

brand allignment

The process of ensuring that HR policies, practices, and programs support or are congruent with an organization's overall culture (or brand), products, and services.

needs assessment

The process of evaluating the organization, individual employees, and employees' tasks to determine what kinds of training, if any, are necessary.

job analysis

The process of getting detailed information about jobs.

task analysis

The process of identifying the tasks, knowledge, skills, and behaviors that training should emphasize.

Performance Management

The process through which managers ensure that employees' activities and outputs contribute to the organization's goals.

position

The set of duties (job) performed by a particular person.

An internship involves:

The sponsoring school works with local employers to place students in positions where they can gain experience related to their area of study.

Ergonomics

The study of the interface between individuals' physiology and the characteristics of the physical work environment.

Employers have feared that accommodations under the ADA would be expensive. However, the department of labor has found that more than half of accommodation cost nothing. In addition, the federal government has created a tax credit, _______ _____ _____________ _____ ________, which applies to certain disabled worker, so accommodating qualified disabled workers can lower an employer's income taxes.

The work opportunity tax credit

Why do some employees view the more ethical employees as toxic?

These co-workers, think the supposedly ethically superior employees are likelier than others to undermine or ignore co-workers.

administering contracts

These decisions involve day-to-day activities in which union members and the organization's managers may have disagreements. Issues include complaints of work rules being violated of workers being treated unfairly in particular situations. A formal grievance procedure is typically used to resolve these issues.

in the United States, low-priced retailers are notorious for the ways they keep labor costs down. Examples....

They pay low wages, limit employees to part-time status (providing few or no employee benefits) and alter schedules at the last minute in order to minimize staffing when store traffic is light. - These companies tend to lose employees (often their best performers) to competitors. Because of this, some retailers are trying to become more desirable employers.

civil rights Act of 1991 amends- (which other Acts?)

Title VII of the civil rights Act of 1964, the civil rights Act of 1866, the American with disabilities Act, and the Age discrimination in employment Act of 1967.

Valuing diversity

To ensure they are (the organization) is reaping the benefits of diversity, organizations that value diversity plan not just for numbers but for actual inclusion in leadership and decision making.

human resources cannot be imitated -

To imitate human resources at a high-performing competitor, you would have to figure out which employees are providing the advantage and how. Then you would have to recruit people who can do precisely the same thing and set up the systems that enable those people to imitate your competitor.

Higl-quality standards

Total Quality Management (TQM) A companywide effort to continuously improve the ways people, machines, and systems accomplish work.

diversity training

Training designed to change employee attitudes about diversity and/or develop skills needed to work with a diverse workforce.

orientation

Training designed to prepare employees to perform their jobs effectively, learn about their organization, and establish work relationships.

Team Leader Training

Training in the skills necessary for effectively leading the organization's teams.

action learning

Training in which teams get an actual problem, work on solving it and commit to an action plan, and are accountable for carrying it out. - ideally, the project is one for which efforts and results will be visible to only to participants but also to others in the organization. The visability and impact of the task are intended to make participation exciting, relevant, and engaging.

on-the-job training (OJT)

Training methods in which a person with job experience and skill guides trainees in practicing job skills at the workplace.

experiential programs

Training programs in which participants learn concepts and apply them by simulating behaviors involved and analyzing the activity, connecting it with real-life situations.

cross-cultural preparation

Training to prepare employees and their family members for an assignment in a foreign country.

training and developing employees - this function involves:

Training: An organization's planned efforts to help employees acquire job-related knowledge, skills, abilities, and behaviors, with the goal of applying these on the job. Development: The acquisition of knowledge, skills, and behaviors that improve an employee's ability to meet changes in job requirements and in customer demands.

Determining the internal labor supply calls for a detailed analysis of how many people are currently in various job categories or have specific skills within the organization - The planner then modifies the analysis to reflect changes expected in the near future as a result of retirements, promotions, transfer, voluntary turnover, and terminations. - One type of statistical procedure the can be used for this purpose is the analysis of a _______________ _______.

Transitional matrix

(When forecasting the demand for labor) The planner most forecast whether the need for people with the necessary skills and experience will increase or decrease. There are several ways of making such forecasts:

Trend analysis, and leading indicators

Involuntary Turnover

Turnover initiated by an employer (often with employees who would prefer to stay).

(ch 1 pg 12, figure 1.2) Human resource management = type of human capital + behavior of human capital = organizational performance. Break down what is included in each of these variable...

Type of capital = training, experience, judgment, intelligence, relationships, and insight. - Behavior of human capital = motivation and effort - Organizational performance = quality, profitability and customer satisfaction.

Occupational Safety and Health Act

U.S. law authorizing the federal government to establish and enforce occupational safety and health standards for all places of employment engaging in interstate commerce. (The most comprehensive U.S law regarding worker safety) (ch 3 pg 48)

union shop

Union security arrangement that requires the payment of union dues but not union membership. (requires an employee to join the union within a certain time (30 days) after beginning employment.)

closed shop

Union security arrangement under which a person must be a union member before being hired; illegal for those covered by the National Labor Relations Act.

Maintenance of Membership

Union security rules not requiring union membership but requiring that employees who join the union remain members for a certain period of time. (does not require union membership but does require the employees who join the union remain members for a certain period of time.)

Unions begin their involvement with an organization's employees by conducting an organizing campaign. To meet its objectives, a union needs to---- And an employer objectives -

Union: convince a majority of workers that they should receive better pay or other employment conditions and that the union will help them do so. Employer: Objectives will depend on its strategy - whether it seeks to work with a union or convince employees that they are better off without union representation. (ch 15 pg 242)

sexual harassment

Unwelcome sexual advances as defined by the EEOC. (Workplace conduct of a sexual nature)

Generalizable

Valid in other contexts beyond the context in which the selection method was developed. - is a selection method that was valid in one context also valid in other contexts?

Application forms often ask that applicant provide the names of several references. Applicants provides the names and phone of former employers or other who can _______ for their abilities and past job performance. - Employers will contact the references to gather information or verify validity.

Vouch

Output identifies activity-

What tasks are required in the productions of the output.

Example of Disparate Impact

When a company's employment practices lack obvious discriminatory content, but they affect one group differently than others. (These practices include pay, hiring, promotions, or training.)

Labor markets (competing)

Workers prefer higher-paying jobs and avoid employers that offer less money for the same type of job. The company wants to know what others are paying so it will pay enough to attract and keep qualified employees. - cost of living is another influence of the labor market - when cost of living rises, labor market demand pay increases

Decision support systems include-

a 'what if?' feature that mangers can use to enter different assumptions or data and see how the likely outcomes will change. - This type of system can help managers make decisions for human resource planning. Possible applications for a decision support system include forecasting and succession planning.

Culture

a community's set of shared assumptions about how the world works and what ideas are worth striving for.

The organizations has a learning culture- (this is)

a culture in which learning is rewarded, promoted, and supported by managers and organizational objectives. - A learning culture creates the conditions in which managers encourage flexibility and experimentation.

Case study

a detailed description of a situation that trainees study and discuss. - designed to develop higher-order thinking skills, such as the ability to analyze and evaluate information. - a safe way to encourage trainees to take appropriate risks, by giving them practice in weighing and acting on uncertain outcomes

Request for Proposal (RFP)

a document outlining the type of service needed, the type and number of references needed, the number of employees to be trained, the date by which the training is to be completed, and the date by which proposals should be received. (when complete also indicates funding for the project and the process by which the organization will determine its level of satisfaction)

specific feedback

a performance measure should specifically tell employees what is expected of them and how they can meet those expectations. - Being specific helps performance management meet the goals of supporting strategy and developing employees. If a measure does not specify what an employee must do to help the organization achieve its goals, it does not support the strategy.

The ADA define disability as-

a physical or mental impairment that sustainably limits one or more major life activities, a record of having such an impairment, or being regarded as having such impairment.

comparable worth

a policy that uses job evaluation to establish the worth of an organizations jobs in terms of such criteria as their difficulty and their importance to the organization

Classroom instruction typically involves:

a trainer lecturing a group. (trainers often supplement lectures with slides, discussions, case studies, question-and-answer sessions, and role playing. Actively involving trainees enhances learning.)

living wage

a wage that is high enough to maintain a normal standard of living based on the cost of living in a particular region

Detailed, accurate, objective job specifications help decision maker comply with these regulations by keeping the focus and task on ______. These documents also provide evidence of efforts made to engage in fair employment practices.

abilities

job design aimed at empowerment includes-

access to resources

(ergonomics) Many interventions focus on redesigning machines and technology to minimize occupational illnesses - for instance -

adjusting to height of a computer keyboard to minimize carpal tunnel syndrome. The design of chairs and desk to fit posture requirements is very important in many office jobs.

In the search for ways to avoid discrimination, some organizations have used ____________________________ programs, usually to increase the representation of minorities.

affirmative-action

One practical way to defend against claims of discrimination is to establish performance-related criteria for layoffs, rather than-

age or salary-related criteria. (Criteria must be genuinely related to performance.)

A competency model identifies and describes -

all the competencies required for success in a particular occupation or set of jobs. (Competency models focus more on how people work, whereas job analysis focuses on work tasks and outcomes)

The recruiter often becomes involved late in the recruitment process, by the time a recruiter meets an applicant, the applicant may have-

already made up their minds about what they desire in a job, what the vacant job has to offer, and their likelihood of receiving a job offer.

The organizations job structure and pay levels are policies of the organization rather than the-

amount a particular employee earns

job specification - A skill refer to -

an Indvidual's level of proficiency at performing a particular task, that is, the capability to perform it well.

Benefits such as health insurance often extend to employees' dependent. Today, they extend to domestic partners, which is-

an adult nonrelative who lives with the employee in a relationship defined as a permanent and financially interdependent.

in the U.S, the bureau of labor statistics (BLS) is:

an agency of the department of labor, that tracks changes in the composition of the U.S. labor force and forecasts employment trends.

high performance work system

an organization in which technology, organizational structure, people, and processes work together seamlessly to give an organization an advantage in the competitive environment.

transnational organization

an organization in which the global viewpoint supersedes national issues

psychological contract

an unwritten agreement that sets out what management expects from an employee and vice versa (a type of contract in which workers feel responsibility for their own careers rather than loyalty to a particular employer, makes involuntary turnover more likely.)

Recruiting consists of:

any practice or activity carried on by the organization with the primary purpose of identifying and attracting potential employees.

______________________________ is only as good as the process it automates. A well-designed system has many attractive features that provide the ability to initiate background checks; store past applicants (for future positions); allow the hiring manager, HR, and the job candidate to coordinate interview schedules; and allow hiring managers to review and store their comments about each candidate.

applicant tracking system

(selection process) the ease of applying online has made the process overwhelming for many recruiters (can receive over 100 applications a day). Many employers are coping by automating much of the selection process with an-

applicant-tracking system

Uniform Guidelines on Employee Selection Procedures

apply to performance measurements and require that organizations avoid using criteria such as race and age as a basis for employment decisions.

ethical practice (SHRM) involves:

applying integrity, accountability, and other core values. (Examples include maintaining confidentiality, rewarding ethical behavior, and responding to reports of unethical behavior)

OJT takes various form, including:

apprenticeships and internships

paid holidays

are time off on specified days in addition to vacation time

meaningful work (tasks and roles)

aspect of work is the degree to which it is meaningfully related to workers core values

in communicating risk, manager should recognize that different group of individuals may constitute different_______.

audiences

Each year, the OFCCP _______ government contractors to ensure they are actively pursuing the goals in their plans (affirmative action plans). The OFCCP examines the plan and conducts on-site visits to examine how individual employees perceive the company's affirmative-action __________.

audits; policies

A highly centralized structure entails-

authority concentrated in a few people at the top of the organization

A decentralized structure entails -

authority spread among many people

applicant tracking system

automated approach to selection process that reviews electronically submitted resumes, matches them against company selection criteria, and allows hiring managers to track job candidate information and hiring outcomes - the system might find that half of the resumes lack necessary keywords, so it sends those applicants a polite 'no thank you' email. - The applications that survive the automated screening go to a hiring manager - the manger reviews these applications and selects candidates to contact for a telephone or face-to-face interview and/or testing

internet based technology is changed the way work gets done by....

automating many task once carried out by humans. Now organizations are needing people for their creativity and good judgement, not their ability to carry our routine, repetitive task when machines can easily do that. What differentiates companies will be having the best - most creative and insightful - people, which requires professionals with high ethical standards and strong skills in applying data to complex situations. (Ch 1 pg 11)

New technology usually involves _________________ and ___________________ - that is, using equipment and information processing to perform activities that had been performed by people and facilitating electronic communication between people.

automation and collaboration

Ways to enhance simulations:

avatars and virtual reality

When local union is engaged in bargaining, the national union provides help, including-

background data about other settlements, technical advice, and the leadership of a representative from the national office.

Because of the drawback of using just one pay system, organizations design a mix a pay programs. The aim is to balance the disadvantages of one type of incentive pay with the advantages of another type. One way to accomplish this goal is to design a-

balanced scorecard (ch 13 pg 209)

collective bargaining differ from one situation to another in terms of _______________________ - that is, the range of employees and employers covered by the contract.

bargaining structure

Under laws governing equal employment opportunity, employers may not-

base differences in pay on an employee's age, sex, race, or other protected status. (Any differences must be tied to business-related considerations, such as job responsibilities or performance.) - the goals is for employers to provide equal pay for equal work - the EEO does not guarantee equal pay because so many legitimate factors, from education to choice of occupation, affect a persons earnings.

Although NIOSH publishes numerous standards, it is impossible for regulators to anticipate all possible hazards that could occur in the workplace. Thus, the general-duty clause requires employers to-

be constantly alert for potential sources of harm in the workplace (as defined by the standard of what a reasonably prudent person would do) and to correct them. (Information about hazards can come from employees or from outside sources)

The third influence on recruitment outcomes is the recruiter, including this person's characteristics and the way he or she ___________. The recruiter affects the nature of both the job vacancy and the applicants generated.

behaves (ch 5 pg 78)

Job withdrawal may take the form of- (3 forms of withdrawal behavior) (Job withdrawal process)

behavior change, physical job withdrawal, or psychological withdrawal.

Research suggests that one of the most effective ways to teach interpersonal skills is through-

behavior modeling

The final steps of the performance management process involve? (steps in the performance management process).

both the employees and the manager identifying what the employee can do to capitalize on performance strengths and address weaknesses (step 5) and providing consequences for achieving (or failing to achieve) performance outcomes (such as pay increases, bonuses, or action plans) (step 6) - This includes identifying training needs; adjusting the type or frequency of feedback the manager provides to the employee; clarifying, adjusting, or modifying performance outcomes; and discussing behaviors or activities that need improvement.

core self-evaluation (positive and negative traits)

bottom-line opinions individuals have of themselves and may be positive or negative. traits for positive: high self-esteem, believe in their abilities, and are emotionally stable. They tend to experience job satisfaction more. traits for negative: tend to blame other people for their problems, including their dissatisfying jobs.

Organizations can design jobs so that they can be accurately and safely performed given the way the __________ processes information. Generally, the means reducing the information-processing requirements of a job.

brain

Organizations should know their brand and cultivate __________ __________________ in their recruiting, selection, training, and other HR practices. (This includes being honest with job candidates about the brand, so it can maintain credibility in the labor market and hire people who will support the culture.)

brand alignment

one of the most important ways to empower employees is to design work so that it is performed by teams. On a work team, employees-

bring together various skills and experiences to produce goods or provide services.

Transaction processing, decision support systems, and expert system are often part of a-

broader human resource information system, which can provide computing power for insightful analysis.

Anyone planning a training program must consider whether the organization has-

budget, time, and expertise for training.

The role of human resource recruitment is to:

build a supply of potential new hires that the organization can draw on if the need arises. (ch 5 pg 75)

Behaviorism

builds directly on a branch of psychology, which holds that individuals future behavior is determine by their past experiences- specifically, the ways in which past behaviors have been reinforced.

Analytical Aptitude competency ((falls into which four clusters of competencies: technical, interpersonal, business, and leadership.)

business

Business Acumen competency (falls into which four clusters of competencies: technical, interpersonal, business, and leadership.)

business

To avoid declarations of practicing illegally, an organization must show that the disparate impact caused by the practice is based on a __________ _____________. This is accomplished by showing that the employment practice is related to a legitimate business need or goal.

business necessity (it is up to the court to decide if the evidence provided by the organization shows a real business necessity or is illegal. The court will also consider if other practices could have been used that would have met the business need or goal but not resulted in discrimination)

Many job descriptions include the phrase 'and other duties as requested' as a way to remind employees not to tell their supervisor, -

but that's not part of my job (descriptions should ensure that supervisors understand how to assign the additional work fairly without violating antidiscrimination laws.

Reverse Discrimination (Affirmative Action)

by increasing the proportion of minority or female candidates hired or promoted, organization reduce the proportion of white or male candidates hired or promoted. In other words, the organizations are allegedly discriminating againts white males by preferring women and minorities.

A major challenge with applications and resumes has been the sheer volume of work the generate for the organizations. HR is swamped with far more resumes than they can carefully review. How do they go about alleviating this problem?

by using software to analyze the contents and identify applicants who meet basic criteria for the position. (They may set up analytics to screen applications)

Job design (and how its practice contributes to high performance) -

can enable the organization to benefit from teamwork and employee empowerment, two of the work conditions associated with high performance.

economic value is usually associated with....

capital (cash, equipment, technology and facilities.0 However, research has demonstrated HRM practices can be valuable.

Mental Health Parity Act

care must include the same scope of financial and treatment coverage as treatment for other illnesses.

research shows that if employees have a favorable view of HRM practices - such as - - they are more likely to provide good service to customers. Therefore, quality HRM for service can translate into customer satisfaction.

career opportunities. training, pay, and feedback on performance.

Contract administration includes-

carrying out the terms of the agreement and resolving conflicts over interpretation or violation of the agreement.

If the EECO receives a charge and determines that discrimination has taken place, sometimes the EEOC enters into a consent decree with the discriminating organization. This decree is an agreement between the agency and the organization that the organization will-

cease certain discriminatory practices and possibly institute additional affirmative action practices to rectify its history of discrimination. (a settlement with the EEOC can be costly)

(Determining labor surplus or shortage) based on the forecasts for labor demand and supply, the planner can compare the figures to determine whether there will be a shortage of surplus of labor for each job category. Determining expecting shortages and surpluses allows the organization to plan how to address these ______________.

challenges

Accurate information about KSAOs is especially important for making decisions about who will fill a job. A manager attempting to fill a position needs information about the _____________ required and about the characteristics of each applicant. Interviews and selection decision should therefore focus on___________.

characteristics; KSAOs

(in regard to EEOC filed complaints) Many individuals file more than one type of _________.

charge. (for instance, both race discrimination and retaliation) See figure 3.3 ch 3 pg 46 for statistics)

In evaluating the results of HR planning, the most obvious step is:

checking whether the organization has succeeded in avoiding labor shortages or surpluses - the evaluation should identify which parts of the planning process contributed to success or failure.

The survival and security of a union typically depends on its ability to ensure a regular flow of new members and member dues to support the services it provides. Therefore, unions typically place a high priority on negotiating two types of contract provisions with an employer that are critical to a union's security and viability:

checkoff provisions and provisions relating to union membership or contribution.

The EEOC analyzes those reports (EEO-1) to identify patterns of discrimination, which the agency can then attack through -

class action lawsuits.

security provisions related to union membership or contribution are

closed shop, union shop, agency shop, and maintenance of membership

Todays manufacturers are constantly searching for people who can do the ______ that tells computer-controlled machinery how to make precision parts. Much of these workers' days are spent analyzing _____ produced by Manufacuring systems and addressing maintenance and other problems identified.

coding; dtata

Researchers have studied whether test of intelligence and thinking skills (called __________________) can be generalized. The research has supported the idea that these tests are generalizable across many jobs. - as jobs become more complex, the validity of many of these tests increase

cognitive ability

recruiting from colleges and universities requires more than just signing up prospective graduates for interview slots. The best way's to establish a stronger presence on a campus id with a -

college internship program. - this gives an organization early access to potential applicant and lets the organization assess their capabilities directly. - internships benefit applicants by providing firsthand experience with the employer

E-HRM can offer tools that make it easier for managers to record examples of their employees' performance and walk the managers through the process of using these records to-

communicate the feedback constructively

In general, effective training:

communicates learning objectives clearly, presents information in distinctive and memorable ways, and helps trainees link the subject matter to their jobs.

ways in which HRM can support the management of diversity and inclusion for organization success:

communication, development, performance appraisal, and employee relations. (ch 2 pg 29, figure 2.3)

Historically there has been lower pay for women, policy makers have proposed a remedy for this called:

comparable worth (policies designed to shatter the 'glass ceiling' can also help the problem of unequal pay)

using the PAQ provides an organization with information that helps in _________________ jobs, even when they are dissimilar. Another advantage is that PAQ considers the whole work process, from inputs to outputs.

comparing

Organizations can increase empowerment and job satisfaction by including employees in decisions about-

compensation and communicating the basis for pay decisions

Position_____ median salary is 120k, 110k, 100k, 70k, 65k, 60k, 59k, 40k (figure 1.6)

compensations and benefits manager, human resourse manager, training and development manager, labor relations specialist, instructional designer or technologist, human resource specialist, training and development specialist, human resource assistant.

One major change in EEO law under CRA 1991 has been the addition of -

compensatory and punitive damages in cases of discrimination under title VII and the Americans with disabilities Act.

An effective performance management process contributes to the company's overall _________________ ________________ and must be given visible support by the CEO and other senior managers.

competitive advantage

A company the skillfully navigates the maze of regulations can gain an advantage over its ____________________. A further advantage may go to companies that go beyond mere legal compliance to make fair employment and worker safety important components of the company's business _____________.

competitors; strategy

applying industrial engineering to job reduces the _______________ of the work, making it so simple that almost anyone can be trained quicky and easily to perform the job. Such jobs tend to be highly specialized and repetitive.

complexity

Task and roles (what causes job dissatisfaction?)

complexity of task, the degree of physical strain and exertion required, and the value the employee places on the task. (This may stem form repetitive jobs)

Equal employment opportunity requires that employers-

comply with EEO laws (ch 3 pg 46)

A comprehensive onboarding process prepares employees in four areas:

complying with policies and rules, clarifying job requirements, understanding the organizations culture, and connecting with co-workers.

Although no strictly a form of flexibility for all individual employees, another scheduling alternative is the __________________ ______________. Which is a schedule in which full-time workers complete their weekly hours in fewer than five days.

compressed workweek

Which conditions are not covered under the Americans with disabilities Act (ADA) of 1990?

compulsive gambling, personality traits , homosexuality and transsexualism, physical characteristics (such as eye color) and other conditions not considered impairments (like persons who need glasses to perform major life activities) is not considered disabled under the ADA. - Note figure 3.2 ch 3 pg 45 shows the types of disabilities associated with complaints filed under the ADA in 2019.)

with a growing share of the workforce nearing retirement age, human resource professionals will need to spend much of their time on:

concerns related to planning retirement, retraining older worker, and motivating workers whose careers have plateaued. Organization will struggle with way to control higher cost of health care and other benefits, and many of tomorrow's managers will supervise employees much older than themselves. Also, organizations will have to find ways to compete in attracting and preparing young workers from a labor force that is growing more slowly.

Effective training requires not only a program that addresses real needs but also a-

condition of employee readiness. (Ch 7 pg 106)

Under GINA's, if companies do acquire such information, they must keep that information -

confidential. (The law also forbids harassment of any employee because of that person's genetic information.)

The executive branch (including the many regulatory agencies that the president oversees) is responsible for enforcing the laws passed by....

congress

pros and cons for employees participation in incentive pay decisions-

cons: - risk that employees will make decisions that are in their interests at the expense of the organizations interests. pros: - Employees have hands-on knowledge about the kinds of behavior that can help the organization perform well, and they can see whether individuals are displaying that behavior - employee participation can contribute to the success of an incentive plan.

Researchers have found that older workers tend to offer other important strengths, including ________________________ _____ ______________________ _________. Older workers also may have acquired deep knowledge of their work, industry, and employer. Successful companies find ways to keep these valuable older workers. The strategic advantages of the approach are becoming ever more important because of the trend toward older persons making up more of the U.S_________________.

conscientiousness and interpersonal skills; population

To engage in ____________ ______________, employees must understand the entire work system thy participate in, the relationships among jobs, their work units, and the organization as a whole.

continuous learning

When the NLRB has certified a union, that union represents employees during-

contract negotiations (ch 15 pg 243)

Reward systems

contribute to high performance by encouraging people to strive for objectives that support the organizations overall goals.

The percentage of US workers who belong to unions is lower than in many other-

countries ( unless unions can help companies improve productivity or organize new production facilities opened in lower-wage countries, union influence may decline in countries where it is now strong.)

Labor unions may be either-

craft or industrial unions

The process by which the organization_____________ and _____________ incentive pay can help it use incentives to achieve the goal of motivating employees.

creates and administers (ch 13 pg 210)

The three U.S government branch play an important role in-

creating the legal environment for human resource management.

According to some studies, applicants perceive HR specialists as less ___________ and are less attracted to job when recruiters are HR specialists. - These specialists need to take extra steps to ensure that applicants perceive them as knowledgeable and credible. - Applicants also respond more positively to recruiters whom the perceive as warm and informative.

credible

The department of health is responsible for conducting research to determine the _______ for specific operates or occupations and for training employers to comply with the Act.

criteria

The federal government's Uniform Guidelines on Employee Selection Procedures accept three ways of measuring validity:

criterion-related, content, and construct validity

Taking a customer-oriented approach, human resource management defines its-

customer groups, customer needs, and the activities required to meet those needs.

advantages and disadvantages of customers performance information-

customer is often the only person who directly observes the service performance and may be the best source of performance information Advantage : - contribute to organizations goals by enabling HRM to support the organizations marketing activities Disadvantages: -expensive

The decision to conduct a needs assessment also may be prompted by outside forces, such as-

customer requests or legal requirements.

HR managers should also measure the efficiency of the processes. Sometimes the best was to improve results is to-

cut costs or shorten time lines.

The taft-hartley Act expanded union members' right to be represented by leaders of their own choosing to include the right to vote out an existing union. This action is called

decertying the union. (decertification follow the same process as a representation election. An election to decertify a union may not take place when a contract is in effect.)

clear and appropriate roles (tasks and roles)

define roles, clearly spelling out work method, schedules, and performance measures. - To help employees manage role conflict (conflict between work and family roles), employers have turned to policies that increase the flexibility of work arrangements. - Because role problems rank just behind problems in creating job dissatisfaction, some intervention aim directly at role element. One of these is role analysis technique

To fully understand and remember the content of the training, employees need a chance to-

demonstrate and practice what they learned. - includes: physically carrying out the desired behaviors, not just describing them - Role playing interactions - filling out relevant forms - operating machinery or equipment to be used on the job (people benefit most from practice that occurs over several sessions, rather then one long practice session)

Managing a functional department requires skill in managing conflicts and aligning employees efforts with higher-level goals, because these employees tend to identify heavily with their-

department or profession

reliability

describes the consistency of the results that the performance measure will deliver. - interrater reliability, is the consistency of results when more than one person measures performance. - Test-retest reliability, refers to consistency of results over time. If a performance measure lacks this, determining whether an employees performance has truly changed over time will be impossible.

Analyst interview employees and their supervisors to prepare a list of tasks performed in the job. Then validates the list by showing it to employees, supervisors, and other subject-matter experts and asking them to complete a questionnaire about the importance, frequency, and difficulty of the tasks. (usually uses a sliding scale, example: 0 = tasks never performed, 5 = task performed often) - The information from these questionnaires is the basis for-

determining which tasks will be the focus of the training .

Maintaining a High-Performance Work System may include:

development of training programs, recruitment of people with new skill sets, and establishment of rewards for such behaviors as teamwork, flexibility, and learning.

leadership and navigation (SHRM) refer to:

directing the organizations processes and programs., Depending on one's level in the organization, the necessary behaviors would include behaving consistently with the organizations culture, encouraging people to collaborate, or setting a vision for the HR function of entire organization.

congress intended the vocational rehabilitation Act of 1973 to encourage employers to recruit qualified individuals with-

disabilities and to make reasonable accommodations to all those people to become active members of the labor market. (The department of labor's employment standards administration enforces this act)

Americans with disabilities Act (ADA) of 1990. This law protects individuals with-

disabilities from being discriminated against in the workplace. It prohibits discrimination based on disability in all employment practices, such as job application procedures, hiring, firing, promotions, compensation, and training. (Other employment activities covered by the ADA are employment advertising, recruitment, tenure, layoff, leave, and fringe benefits.)

Title VII prohibits employers from-

discriminating against individuals because of their race, color, religion, sex, or national origin. - An employer may not use these characteristics as the basis for not hiring someone, firing someone, or for discriminating against them in terms of their pay, conditions or employment, or privileges of employment.

Age Discrimination in employment Act prohibits-

discrimination against workers who are over the age of 40. (Similar to Title VII, the ADEA outlaws hiring, firing, setting compensation rates, or other employment decisions based on a person's age being over 40.)

Liliy Ledbetter fair pay Act of 2009, the act covers-

discrimination in pay- that is, not being paid the same as one's co-workers, where the difference is due to race, color, religion, sex, national origin, age, or disability.

Weight discrimination, that is, making decisions based on negative stereotypes about people who are perceived as overweight, is not illegal and has been described as the last acceptable form of _________________.

discrimination. (Weight discrimination occurs at the highest levels in organizations, and it impacts women more negatively than men)

At many organizations, the people who make hiring decisions conduct an online search of social media to learn more about candidates. The objective is to gain greater insights into people's character and spot red flags that a person might behave unprofessionally. Research at Carnegie Mellon University suggests that screening candidates with social media contributes to-

discriminatory hiring practices

Hiring based on competencies associated with job success promote -

diversity and lowers the risk of selecting people who will be unhappy in a particular job.

Transaction processing includes-

documenting decisions and actions associated with employee relocation, training expenses, and enrollments in courses and benefit plans. Activities required to meet government reporting requirements, report information about employees' race and gender by job category.

Orientation programs may combine various training methods, such as-

documents to read, classroom instruction, on-the-job training, and e-learning

The analysis can take an economic approach that measures the-

dollar value of the programs costs and benefits. (cost includes employee compensation, training, employee development, or satisfaction surveys.) (benefits could include a reduction in the costs associated with employee absenteeism and turnover.)

The main provision of occupational safety and health Act states that-

each employer has a general duty to furnish each employee a place of employment free from recognized hazards that cause of are likely to cause death or serious injury. (This is called general duty clause)

We often hear that U.S labor cost are too high to allow U.S companies to complete effectively unless the companies shift operations to low-cost foreign subsidiaries. That conclusion oversimplifies the situation for many companies. Merely comparing wages ignores differences in-

education, skills, and productivity

In general, HR departments should be able to improve their performance through some combination of greater ____________ and greater _____________________.

efficiency; effectiveness

An organization may want to terminate an employee involved in drug or alcohol abuse. In these cases, the organization's discipline program should also incorporate an-

employee assistance programs (EAP)

The term for compensation in forms other than cash is- ___________ ____________. Examples include: employer-paid health insurance, retirement savings plans, and paid vacations, among a wide range of possibilities.

employee benefits (ch 14 pg 221)

performance management can also support decision making related to-

employee retention, termination for poor behavior, and hiring or layoffs.

Parent-country national

employee who was born and works in the country in which an organization's headquarters is located

When unions become a presence in an organization, human resource management must direct more attention to the interests of-

employees as a group

Employee engagement requires that-

employees experience their jobs as fulfilling or allowing them to fulfill important values. Research supports the idea that employees job satisfaction and job performance are related. Higher performance at the individual level should contribute to higher performance for the organization as a whole.

free riders

employees who benefit from union activities without belonging to a union. (Provisions are ways to address unions' concern about this.)

lack of neither

employees who combine high ability with high motivation are solid performers. Give opportunities for development still.

Internal sources are-

employees who currently hold other positions in the organization. Organizations recruit existing employees through job posting.

knowledge workers

employees whose main contribution to the organization is specialized knowledge, such as knowledge of customers, a process, or a profession

Decisions about benefits must take into account that law of each country involved, as well as-

employees' expectations and values in those countries

Labor unions represent worker interests, and the collective bargaining process provides a way to manage the conflict. Through systems for hearing complaints and negotiating labor contracts, unions and managers resolve conflicts between-

employers and employees

Monitoring Job Satisfaction (ways to increase job satisfaction)

employers can better retain employees if they are aware of satisfaction levels, so they can make changes if employees are dissatisfied. - This can be measure using surveys (a consistent systematic part of HR strategy.)

In the case of pay, workers benefit from higher py, but high pay cuts into the organizations profits, unless pay increases are associated with higher productivity or better customer services. Workers may negotiate differences with their ___________ individually, or they may form ___________ to negotiate on their behalf.

employers; unions

decision related to training and development include whether the organization will emphasize.....

enabling employees to perform their current jobs, preparing them for future jobs, or both.

The courts often refer to the uniform guidelines to determine whether a company has -

engaged in discriminatory conduct. (These uniform guidelines are published in the federal register by the EEOC, providing details about what the agency will consider illegal and legal treatment of disabled individuals under the Americans with disabilities Act.)

(classroom instruction) learning will be more effective if trainers-

enhance lectures with job related experiences and opportunities for hands-on learning. (to increase clarity and impact trainers can use audiovisual techniques).

performance management (and how its practice contributes to high performance) -

ensures that employees' work contributes to achieving the organizations goals.

HRM practices such as performance management, training, work design, and compensation are important for:

ensuring the success if employee empowerment

employers also need to ensure that workers have a positive attitude toward their jobs so that they show up at work with ________________, ___________________, and _________________. (factors that make jobs motivating and satisfying for employees).

enthusiasm, commitment, creativity.

To enforce EEO laws, the executive branch of the federal government uses the- (which 2 programs?)

equal employment opportunity commission and the office of federal contract compliance programs.

The outcome of contract negotiations can have important consequences for labor costs, productivity, and the organization's ability to compete. Therefor, unions and management need to prepare carefully for collective bargaining. Preparation includes:

establishing objectives for the contract, reviewing the old contract, gathering data (such as compensation paid by competitors and the company's ability to survive a strike), predicting the likely demands to be made, and establishing the cost of meeting the demands.

In the long run, a high-performance organization meets high __________ standards

ethical

Managers who merely focus on how to avoid breaking the law are not thinking about how to be _____________ or how to acquire and use human resources in the best way to carry out the company's mission.

ethical

To avoid disparate treatment, companies can-

evaluate the questions and investigations they use in making employment decisions. These should be applied equally.

Step 4 involves? (steps in the performance management process).

evaluating performance: the manager and employee discuss and compare target goals and supporting behaviors with actual results. This step includes the annual formal performance review.

A drawback of relying solely on incumbents' information is that they may have an incentive to -

exaggerate what they do in order to appear more valuable to the company.

two executive order the directly affect human resource management are-

executive order 11246 (issued by Lyndon Johnson) and 11478 (issued by Richard Nixon)

The president may issue ______________ _________, which are directives issued solely by the president, without requiring congressional approval.

executive orders

Not everyone is eligible for overtime pay under the FLSA, these employees are considered exempt employees - positions include:

executive, professional, administrative, and highly compensated white-collar employees

if accommodating a disability would require significant expense or difficulty, however, the employer may be _____ from the reasonable accommodation.

exempt

in spite of surveys and other efforts to retain employees, some employees inevitably will leave the organization. This presents another oppotunity to gather information for retaining employees. The:

exit interview

In contrast, If a workplace lacks ethics-

experiments suggest that working in a climate where dishonesty is tolerated creates stress that can lead to employee burnout.

Most organizations must choice whether their recruiters are specialists in human resources or are-

experts at particular jobs

More and more companies are entering international markets by-

exporting their products, building facilities in other countries, and entering into alliances with foreign companies. (ch 16 pg 256)

Title VII states that employers may not retaliate against employees for 'opposing' a perceived illegal employment practice. Opposition refers to-

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

PAQ - the analysis rates each item on six scales:

extent of use, amount of time, importance to the job, possibility of occurrence, applicability, and special code (special rating scales used with a particular item)

(When determining labor supply) Besides looking at the labor supply within the organization, the planner should examine trends in the ________ _______ _________.

external labor supply

job specification - knowledge refers to -

factual or procedural information that is necessary for successfully performing a task

executive order 11246 prohibits-

federal contractors and subcontractors from discriminating based on race, color, religion, sex, or national origin. - this executive order is enforced by the office of federal contract compliance procedures.

One way in which an organization can give employees some say in how their work is structured is to offer __________ _________ ______________.

flexible work schedules

HR strategies for addressing a labor shortage or surplus, the speed of results, and level of suffering caused (for surpluses)/Ability to change later (for shortages) by these strategies-

for surplus: - downsizing (fast, high) - pay reductions (fast, high) - demotions (fast, high) - transfers (fast, moderate) - work sharing (fast, moderate) - hiring freeze (slow, low) - natural attrition (slow, low) - early retirement (slow, low) - retraining (slow, low) for shortage: - Overtime (Fats, high) - Temporary employees (fast, high) - outsourcing (fast, high) - retrained transfer (slow, high) - turnover reductions (slow, moderate) - new external hires (slow, low) - Technological innovation (slow, low) Options differ widely in their expense, speed, and effectiveness.

The purpose of the ACT, who it protects, and what agency enforces the ACT, ACT: Title VII of CRA

forbids discrimination based on race, color, religion, sex, or national origin; employers with 15 or more employees working 20 or more weeks per years - labor unions and employment agencies; EEOC

The human resource planning process consists of three stages:

forecasting, goal setting and strategic planning, and program implementation and evaluation.

A training program may range from:

formal classes to one-on -one mentoring, and it may take place on the job or at remote locations.

employee engagement

full involvement in one's work and commitment to one's job and company - is associated with higher productivity, better customer service, and lower turnover.

Managing a division responsible for a product or customer group require more experience and cognitive (thinking) ability than managing a department that handles a particular _______________.

function

Matrices such as this (transitional matrix) are extremely useful for charting historical trends in the company's supply of labor. If conditions remain somewhat constant, they can also be used to plan for the ________.

future

Because performance management supports these administrative decisions, the information in a performance appraisal can have a great impact on the-

future of individual employees

Recently, federal appeals courts have considered the questions of whether discriminating against a _____ person is an instance of discrimination based on sex, which is illegal.

gay

Productivity is an important measure of success because-

getting more done with a smaller amount of resources (money or people) increases the company's profits. Usually refers to the output of production workers, but it can be used more generally as a performance measure.

The second step in human resource planning is -

goal setting and strategic planning - these are usually specific numeric goals.

Managers appreciate training proposals with specific-

goals, timetables, budgets, and methods for measuring success. They want to hear how the training will help them achieve business goals such as increasing sales efficiency or lowering risks and costs.

Davis-Bacon Act of 1931 and the Walsh Healy public contracts act of 1936

govern pay policies of federal contractors. Federal contractors must pay their employees at rates at least equal to the prevailing wages in the area. (base on 30% of the local labor force.)

The civil rights Acts of 1871 - (did what?)

granted all citizens the right to sue in federal court if the feel they have been deprived of some civil right. These laws allow the plaintiff to recover both compensatory and punitive damages (that is, payment to compensate them for their loss plus additional damages to punish the offender)

The civil right Act of 1866 - (did what?)

granted all persons the same property rights as white citizens, as well as the right to enter into and enforce contracts. (Courts later interpreted the latter right as including employment contracts)

The computing power available to today's organizations, coupled with people who have skills in HR analytics, enables companies to find more ways then ever to identify practices associated with-

greater effieciency and effectiveness

Highly involved employees give their companies a clear competitive advantage, including-

greater productivity, better customer service, and lower turnover, improves retention along with other performance measures.

Under a labor contract, the process for resolving these conflicts is called a-

grievance procedure

Age discrimination complaints make up a large percentage of complaints filed with the EEOC and whenever the economy is slow, the number of complaints-

grows. (The number of age discrimination cases jumped in 2008 - when many firms were downsizing - and has been gradually falling during the long economic recovery.)

administrative services and transactions -

handling administrative tasks efficiently and with a commitment to quality (example: hiring employees and answering questions about benefits)

relationship Managment (SHRM) involves:

handling the personal interactions necessary for providing services and supporting the organizations goals. Behaviors include treating employees respectfully, building trust, and providing great customer service to those served by HR functions.

to protect against both kinds of lawsuits, it is important to-

have a legally defensible performance management system. Do this by ensuring performance measurement evaluates behaviors and results rather than traits - The organization uses multiple raters - create a system for employees to appeal when they believe they were evaluated unfairly.

some manufacturers are charging their HR department with identifying current workers who:

have the intellect and process knowledge necessary to learn and utilize advanced work technologies. (ch 2 pg 28)

HRM responsibilities include the ever-growing challenge of maintaining confidentiality and security of employees:

health information as required by the Health Insurance Portability and Accountability Act (HIPAA)

Team members with high levels of engagement produce substantially better outcomes; treat customers better and attract new ones; and are more likely to remain with their organization than those who are less engaged. Engaged employees are also-

healthier and are less likely to experience burnout

According to research, organizations that introduce integrated _____-_______________ ______ ________________ usually experience increases in productivity and long-term financial success.

high-performance work practices

effective management of human resources can form the foundation of a....

high-performance work system

in general, outcomes of a high-performance work system include:

higher productivity and efficiency. These outcomes contribute to higher profits. A high-performance work system may have other outcomes, including high product quality, great customer satisfaction, and low employee turnover. (ch 9 pg 137, figure 9.2)

To avoid the negative effect of downsizing due to labor shortage, organizations can:

hire temporary employees or use outsourcing

To proceed with the final steps of human resources planning the organization must:

hold some individual accountable for achieving the goals. The person also must have the authority and resources needed to accomplish those goals. It is also important that this person issue regular progress reports, so the organization can be sure that all activities occur on schedule and that the early results are as expected.

Organizations look for methods of handling problem behavior that are fair, legal, and effective. A popular principle for responding effectively is the-

hot-stove rule

(Apply HR planning to affirmative action) Meeting affirmative-action goals require the employers carry out an additional level of?

human resource planning aimed at those goals, besides looking at its overall workforce and needs, the organization looks at the representation of subgroups in its labor force (the proportion of women and minorities)

on average, an organization has almost one-and-a-half full-time HR staff persons for every...

hundred employees on the payroll.

A safety awareness program has three primary components:

identifying and communicating hazards, reenforcing safe practices, and promoting safety internationally. (these components are more effective with today's methods of collecting and analyzing data)

gainsharing addresses the challenges of-

identifying appropriate performance measures for complex jobs

The final feedback stage of performance management involves-

identifying areas for improvement and ways to improve performance in those areas. (ch 10 pg 159)

Human Resource Planning

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

The first two steps of the process involve? (steps in the performance management process).

identifying what the company is trying to accomplish (its goals or objectives) and developing employee goals and actions to achieve these outcomes. (The goals, behaviors, and activities should be measurable and become part of the employee's job description.)

How an organization may fail at product markets -

if labor costs are higher than those of it's competitors, it will be under pressure to charge more than competitors charge for similar products. - this is the major reason behind the shift of so many manufacturing facilities from the U.S to other countries with lower overall labor costs. - Product markets place an upper limit on pay and organization will offer, this upper limit is most important when labor cost are a large part of an organizations total costs and when the organizations customers place great importance on price.

when bargaining breaks down

if one or both sides determine that negotiation alone will not produce such an agreement, this occurs. To bring this impasse to an end, work may stop, or the parties may bring in outside help to resolve their differences.

Example of actions company can take to avoid disparate treatment-

if the company investigates conviction records of job applicants, it should investigate them for all applicants, not just for applicants from certain racial groups.

When deciding who to include in training, the organization has to avoid-

illegal discrimination. - the organization should not - intentionally or unintentionally - exclude members of protected groups, such as women, minorities, and old employees. - All participants should receive equal treatment, such as equal opportunities for practice. - The training should provide reasonable accommodation for trainees with disabilities.

Recently, national governments have affected employers by-

imposing tariffs, or taxes on good originating from particular countries. For companies that depend heavily on sales in the countries imposing tariffs, these actions shape decisions about where to locate production facilities (and create a need for planning to hire and.or relocate employees.)

Some employees fail to meet requirements or violate company policies. When this happens, separation is not inevitable, but organizations need to respond with a discipline program. Discipline is essential, because ignoring performance problems would create a negative environment for everyone else. The discipline program needs to provide for the possibility that an employee will not-

improve and will have to be dismissed (ch 11 pg 172)

job specification - Ability refers to -

in contrast to skill, refers to a more general enduring capability that an individual possesses.

human resources are rare -

in the sense that a person with high levels of the needed skills and knowledge is not common. An organization may spend months looking for a talented and experienced manager or technician.

Trends in Union Membership

in the united states peaked in the 1950s, reaching over onne-third of employees. Since then, the share of employees who belong to unions has fallen, and has steadily been falling since 1980s. The decline has been driven by falling union membership in the private sector, while share of government worker in unions has mostly held steady.

In contrast to decisions about pay structure, organizations have a wide discretion in setting performance-related pay, called-

incentive pay (ch 13 pg 204)

If employees are involved in decisions about ___________ _______ ________ employees; eligibility for incentives, the process of creating and administering these plans can be more complex.

incentive pay plan

Remedies when employer or unions violate the NLRA-

include: - ordering that unfair labor practices stop - Ordering employer to rehire workers, with or without back pay - no punitive damages

If the EEOC receives a charge and determines that discrimination has taken place, its representatives will attempt to work with the ____________ and the __________ to try to achieve a reconciliation without _________.

individual; employer; lawsuit.

According to the Herzberg two-factor theory -

individuals and motivated more by the intrinsic aspects of work (meaningfulness of a job) than by extrinsic rewards, such as pay.

External Labor Force

individuals who are actively seeking employment

Membership in the local union depends on the type of union. For industrial, and craft unions-

industrial union - the local may correspond to a single large facility or to a number of small facilities. Craft union - the local may cover a city or a region.

OSHA fines increase depending on-

inflation, and for violations determined to be willful or repeated.

These programs are based on the assumption that people aware of the differences and their stereotypes about those differences will be able to avoid letting stereotypes _____________ their interactions with people.

influence

Because executive have a much stronger __________ over the organizations performance than other employees do, incentive pay for executive warrants special attention. Organization need to create incentive plans for this small but important group of employees.

influence (ch 13 pg 211)

The position analysis questionnaire organizes these items into six sections concerning different aspects of the job:

information input, mental processes, work output, relationships with other persons, job context, and other characteristics

To comply with OSHA, employers most keep records of work-related injuries and illnesses and post an annual summary of these records from February 1 to April 30 in the following year. This annual summary must be posted, even if no _______ or _________ occurred.

injuries; illnesses

Group Insurance

insurance that is purchased at group rates by an employer or corporation making the cost less for the employee purchasing this insurance on their own. - The most common types of insurance offered as employee benefits are medical, life and disability insurance.

Other types of benefits are optional. The include various kinds of-

insurance, retirement plans, and paid leave (ch 14 pg 224)

Companies can tap into databases and use analytic tools to keep track of which skills and knowledge they need, which needs have already been filled, which employees are developing experiences to help them meet future needs, and which sources of talent have met talent needs most efficiently. Artificial intelligence and predictive analytics can help organizations identify the qualities they need in their workforce and the workers likely to be interested in a position with the company. These tools are referred to as:

intelligent recruiting

proving disparate treatment in court requires showing that the employer __________ the disparate treatment, but a plaintiff need not show ________ in the case of disparate impact. It is enough to show that the result of the treatment was __________________.

intended; intent; unequal

An important distinction between disparate treatment and disparate impact is the role of the employers- (what?)

intent

To avoid disparate treatment - Evaluating interview questions and decision criteria to make sure they are job related is especially important given bias is not always __________ or even __________.

intentional; conscious (even when we doubt that we have biases, it may be helpful to use decision making tools that keep the focus on the most important criteria.)

The disadvantages of distance learning:

interactions between the trainer and audience may be limited. (to overcome this hurdle, distance learning usually provides a communications link between trainees and trainer.)

The best e-learning combines the advantages of the ___________ with the principles of a good learning environment.

internet

communications competency (falls into which four clusters of competencies: technical, interpersonal, business, and leadership.)

interpersonal

global mindset competency (falls into which four clusters of competencies: technical, interpersonal, business, and leadership.)

interpersonal

relationship Management competency (falls into which four clusters of competencies: technical, interpersonal, business, and leadership.)

interpersonal

The judicial branch (the federal court system) influences employment law by -

interpreting the law and holding trials concerning violations of the law.

To enforce laws, the EECO - (does what?)

investigates and resolves complaints about discrimination, gathers information, and issues guidelines.

Along with administering surveys, more organization's are analyzing basic HR data to look for patterns that could be related to employees separation and/or retention. The results may confirm expectations or generate surprises that merit further-

investigation

cost associated with turnover (both involuntary and voluntary)

involuntary turnover (recruiting, selecting, and training replacements - lost productivity - lawsuits - workplace violence.) Voluntary turnover (recruiting, selecting, and training replacements - lost productivity - loss of talented employees.)

agile

involves weaving the development process more tightly into the organizations activities and strategies.

Employment-at-will doctrine (how it's limited)

is limited where managers make statements that amount to an implied contract; a discharge also can be found illegal if it violates a law (such as antidiscrimination laws) or public policy (for example, firing an employee for refusing to do something illegal.)

Advantages of using a balanced scorecard-

it help employees understand the organizations goals. By communicating the balanced scorecard to employees, the organization shows employees information about what its goals are and what it expects employees to accomplish.

pay and benefits (job dissatisfaction)

it is important to keep in mind that employees definitely care about their earnings - satisfaction with pay is significant for retain employees - Although benefits influence job satisfaction, employees may not always consider them as much as pay itself

the practice of valuing diversity has no single form; -

it is not written into law or business theory

;If the four-fifths rule is not satisfied-

it provides evidence of potential discrimination

management is looking at HRM as a means to support a companies strategy -

its plan for meeting broad goals such a profitability, quality, and market share. (ch 2 pg 31)

Data from ________ ___________ can help manages identify the types of work in their units, as well as provide information about the work flow process, so that managers can evaluate whether work is done in the most efficient way. Job analysis information also supports managers at they make hiring decisions, review performance, and recommend rewards.

job analysis

To achieve high-quality performance, organizations have to understand and match job requirements and people. this understanding requires -

job analysis (ch 4 pg 61)

Organizations can prevent injuries through a combination of -

job analysis, written policies, safety training, protective eyewear, rewards and sanctions for safe and unsafe behavior, and management support for the safety effort.

(when forecasting the demand for labor) Usually, an organization forecasts demand for specific _____ __________________ or skill areas. After identifying the relevant ________ __________________ or skills, the planner investigates the likely demand for each.

job categories; job categories

(with the job characteristics model) In applying these methods, HR managers should keep in mind that individual differences among workers will affect how much they are motivated by ______ _________________ and bale to do their best work.

job characteristics

According to the _______ _________________ _________. The model predicts that a person with such a job will be more satisfied and will produce more and better work.

job characteristics model

An essential part of job analysis is the creation of -

job descriptions

PAQ reports are rather abstract, so the reports may not be useful for writing ________________________ or redesigining jobs.

job descriptions

The success of HRM decisions related to-

job design, benefits, performance management, and other systems related to employee motivation also will be shaped by culture. (culture differences can affect how people communicate and how the coordinate their activities, managers with knowledge of other cultures or provide training.)

The objective of ______ _________________ is to make jobs less repetitive and more interesting. Jobs also become enlarged when organizations add new goals or ask fewer workers to accomplish work that had been spread among more people. In those situations, the challenge is to avoid crossing the line from interesting jobs into jobs the burn out employees.

job enlargement

Organizations the use job enlargement to make jobs more motivational employ techniques such as _____ ___________________ and _______ ___________________.

job extension; job rotation

To discuss potential problems related to safety. One method for doing this is the ___________________________. With this technique, each job is broken down into basic elements, and each of these is rated for its potential for harm or injury.

job hazard analysis technique

psychological withdrawal can take several forms-

job involvement, organizational commitment

To prevent job withdrawal, organizations therefore need to promote-

job satisfaction (ch 11 pg 175)

personal dispositions (job dissatisfaction)

job satisfaction is a feeling unique to specific individuals, based on an individuals personality. Depending on the individuals personality, research suggest that certain traits of people are more disposed to be dissatisfied with their jobs. (traits: emotional stability, conscientiousness, and agreeableness.)

Teamwork and empowerment contribute to high performance when they improve-

job satisfactions and give the organization fuller use of employees' ideas and expertise.

An unplanned approach, in which each employees' pay is independently negotiated will likely result in unfairness, and dissatisfaction. Organizations should therefore make decisions about two aspects of pay structure:

job structure and pay level (ch 12 pg 187)

A basic but important step on the path toward and engaged workforce is to prevent a broad negative condition called-

job withdrawal (ch 11 pg 174)

a perception of interactional justice is a-

judgment that the organization carried out its actions in a way that took the employees feelings into account. (Managers should interact with employees in a respectful manner. A disciplinary action meets the standards a interactional justice if a manager explains to the employee how the action is procedurally just. - Manager should also treat the employee with dignity and respect and should empathize with the employees feelings.)

Policies that can lead to employee separation should be based on principles of _____________ and _______, and they should allow for various ways to intervene.

justice and law

Performance management requires-

knowing what activities and outputs are desired;, observing whether they occur, and providing feedback to help employees meet expectations. (This process may help identify performance problems and establish ways to resolve those problems.)

The day-to-day decisions about labor relations are usually handled by each foreign subsidiary. The reason is that-

labor relations on an international scale involve differences in law, attitudes, and economics systems, as well as differences in negotiation styles. Negotiators will approach the process differently depending on whether the culture views the process as primarily cooperative or competitive and whether it is local practice to negotiate a deal by starting with the specifics or agreeing on overall principles. Working with host-country nationals can help organizations navigate such differences in negotiation styles. (ch 16 pg 263)

Once a company has forecast the demand for labor, it needs an indication of the firms -

labor supply

Employers and employees share the cost of social security through a payroll tax. The percentage is set by-

law and has changed from time to time. (in 2020, employer and employees each paid 6.2% or 12.4 in total. After earning are 137k 2.9 go to medicare, about 200k an additional 0.9% goes to medicare.)

Questions about a company's compliance with these requirements (HRM discrimination policies) can result in....

lawsuits and negative publicity, which often cause serious problems for a company's success and survival.

Ethical Practice competency (falls into which four clusters of competencies: technical, interpersonal, business, and leadership.)

leadership

leadership and navigation competency (falls into which four clusters of competencies: technical, interpersonal, business, and leadership.)

leadership

one point to make at the outset is that managers often want a list of dos and don'ts that will keep them out of legal trouble, rather than....

learning the reasons behinds those rules.

In developing and using performance management systems, HR professionals need to ensure that these systems meet-

legal requirements, and performance management systems meet ethical standards (privacy). (ch 10 pg 160)

establishing a pay structure simplifies the process of making decisions about individual employees' pay by grouping together employees with similar jobs. HR professionals develop this pay structure base on-

legal requirements, market forces, and the organizations goals

(Alternatives to downsizing due to labor surplus) Reduction in work hours-

less costly than layoffs requiring Servance pay and it is easier to restore the work hours than to hire new employees after a downsizing effort.

(telework) for employers. advantages of telework include _______ need for office space and the ability to offer greater flexibility to employees who are disabled or need to be available for children or elderly relative. The employees using telework arrangements may have __________ absences for work than employees with similar demands who must commute to work.

less; fewer

Bargaining over a new contract typically occurs every three years, but administering labor contracts goes on day after day, year after year. The two activities are ___________, of course.

linked (ch 15 pg 244)

no matter what its form, training can benefit the organization when it is-

linked to organizational needs and when it motivates employees.

(When forecasting the demand of labor) Statistical planning models are useful when there is a-

long, stable history that can be used to reliably detect relationships among variable. However, these models almost always have to be complemented with subjective judgments of experts.

Although downsizing has an immediate effect on costs, much of the evidence suggest that it hurts ______-______ organizational effectiveness. The more a company tries to compete through its human resources, the more layoffs hurt productivity.

long-term

people experience occupational intimacy when they-

love their work, when their co-workers care about one another, and when they find their work meaningful. (HR have a significant role in creating these conditions.)

if the structure is strongly based on function, workers tend to have _____ authority and to work alone at highly specialized jobs. Jobs that involve teamwork or broad responsibility tend to require a structure based on division other than functions.

low

Asking each applicant to fill out an employment application is a _____-_____ way to gather basic data from many applicants.

low-cost

(design for efficiency) If workers perform tasks as efficiently as possible, not only does the organization benefit from ________ ________ and greater output per worker, but worker should be less ____________.

lower cost; fatigued

performance management requires-

making sure that employees know the organizations goals and what they must do to contribute to goal achievement. (The organizations goals should influence each step of that process.)

Training programs use business games and case studies to develop employees'' -

management skills

Supervisors and trainers need to use vocabulary and examples that employees will understand, and they need to ask for feedback in a culturally appropriate way. Therefore, it is important for managers to promote-

many opportunities for communication.

Organizations customize their balanced scorecards according to their-

markets, products, and objective.

such qualities as physical strength and mastery of a particular piece of machinery are no longer important for many jobs. More employers are looking for:

mathematical, verbal, and interpersonal skills. Often when a company is looking for technical skills, they are looking for skills related to using the internet. Today's employees must be able to handle a variety of responsibilities, interact with customers, and think creatively. To find these employees, most organizations are looking for educational achievements (college degree). More employers are rewriting jobs to accept employees without degree/technical skills, and instead offer training to correct any skills gaps.

Training (and how its practice contributes to high performance) -

may be required to teach employees the specific skills they need to perform the duties of their job. (extensive training and development also are part of a learning organization)

Performance management can achieve its strategic purpose only when-

measurements are truly linked to the organizations goals and when the goals and feedback about performance are communicated to employees.

In contrast to gainsharing plans, which typically reward the performance of all employees at a facility, bonuses for group performance tend to be for smaller work groups. These bonuses reward the-

members of a group for attaining a specific goal, usually measured in terms of physical output.

The are several ways to simplify a job's mental demands. One is to limit the amount of information and _________________ that the job requires. Organizations can also provide adequate lighting, easy-to-understand gauges and displays, simple-to-operate equipment, and clear instructions.

memorization

The writer of the job description identifies the essential duties of the job, including-

mental and physical tasks and any methods and resources required. (job descriptions should be review periodically and updated if necessary. performance appraisals provide a good opportunity for updating job descriptions.)

The outcome of the needs assessment is a set of decisions about how to address the issues that prompted the needs assessment. These decisions do not necessarily include a training program because some issues should be resolved through-

methods other than training. (other outcomes of a needs assessment might include plans for better rewards to improve motivation, better hiring decisions, and better safety precautions.)

Just as the human body has capabilities and limitations, addresses by ergonomics, the______, too, has capabilities and limitations.

mind

The goal of ergonomics is to-

minimize physical strain on the worker by structuring the physical work environment around the way the human body works. (it focuses on outcomes such as reducing physical fatigue, aches, and pains, and health complaints.)

The securities and exchange commision (SEC) has required companies to-

more clearly report executive compensation levels and the company's performance relative to that of competitors. This make it so companies feel more pressure to link pay to performance.

The workforce and immigrants

more than 1 million of immigrants who come to the U.S each year, 7 out of 10 are relatives of a U.S citizen. 14% come on work-related visas. 8% are refugees.

Some companies go beyond the USERRAs requirement to reemploy workers from returning from military service. These companies actively seek retuning veterans to hire. In doing so they have tapped into what the numbers suggest is a highly-

motivated group of individuals

A work schedule that allows time for community and family interests can be extremely _____________ for some employees.

motivating

(With job enrichment) in practice, it is important to note that not every worker responds positively to enriched jobs. These jobs are best suited to workers who are flexible and responsive to others; for these workers, enriched jobs can dramatically improve _____________.

motivation

Commonly used fields for an HR database include:

names, social security number, job status (full-time/part-time), hiring date, position, title, rate of pay, citizenship status, job history, job location, mailing address, birth date, emergency contacts, training programs needed, applicant tracking, applicants with specific skills, career goals, work history, and employment background. (By analyzing such data, the HR department could measure the long-term success of its recruiting and selection processes.)

What the organization should do when assessment indicates a needs for training, the possibilities include-

offering existing training programs to more employees; buying or developing new training programs; and improving existing training programs.

One category of employees not covered by title VII is -

older workers

employers understand that success in todays work environment requires more than employees being able to complete an orientation program, follow rules, and navigate around the workplace. These employees have taken orientation the the next level, with the process of ______________________.

onboarding

Usually the needs assessment begins with the:

organization analysis

one disadvantage of job posting

organization can wind up with a workforce whose members all think alike and therefore may be poorly suited to innovation.

A promising technique for HR analytics is _________________ ___________ _________________, which measures communication networks - that is, who is communicating with whom, and how often. (this can indicate: which roles need to collaborate to complete projects, suggest needs for better knowledge-sharing or training. This investigation collects pathways of the messages (emails) but not their content in order to protect employees privacy.)

organizational network analysis

In a high-performance work system, the elements that must work together include (elements of a high-performance work system):

organizational structure, task design, people (the selection, training, and development of employees), rewards systems, and information systems, and human resource management plays an important role in establishing all these. (ch 9 pg 137, figure 9.1)

Critical, systematic thinking is widespread. This occurs when-

organizations encourage employees to see relationships among ideas and to test assumptions and observe the results of their actions. (Reward systems can be set up to encourage employees and teams to think in new ways.)

pay and benefits (ways to increase job satisfaction)

organizations recognize the importance of pay in their negotiations with job candidates: - Monitoring pay levels in their industry - Communicating to employees the values of their benefits - pay raises - communicate the reasoning behind the organizations pay structure and ay raises

The administrative purpose of a performance management system refers to the ways in which-

organizations use the system to provide information for day-to-day decisions about salary, benefits, and recognition programs.

__________________ ______________ involves the ends of a discipline process, while procedural and interactional justice focus on the means to those ends. (the last two are linked with employee satisfaction and productivity)

outcome fairness

Through skillful labor relations, organizations can positively influence-

outcomes (productivity, profits, and stock performance.)

Employees form conclusions about the (disciplinary) system's fairness based on the systems _______________ and __________________ and the way managers treat employees when carrying out those procedures.

outcomes and procedures

If a terminated employee feels there is nothing to lose and nowhere else to turn, the potential for violence or a lawsuit is greater than most organizations are willing to tolerate, The concern is one reason many organizations provide-

outplacement counselling

Work flow analysis identifies the-

output of the process, the activities involved, and the three categories of inputs (materials and information, equipment, and human resources)

Technological advances in cloud computing, computer networks, and transmission have speeded up the ______________ process and have helped it spread beyond manufacturing areas and low-skilled jobs.

outsourcing

Employees in an international workforce may come from the employer's-

parent company, host country, or third country

Some organizations are moving beyond concern with mere job satisfaction and are trying to foster employees' _____________ for their work.

passion

punitive damages are a punishment; by requiring violators to-

pay the plaintiff an amount beyond the actual losses suffered, the courts try to discourage employers from discrimination. (Congress has limited the amount of punitive damages, which depends on the size of the organization charged with discrimination. 14-100 employees = 50k, 101 - 200 = 100k, 2010 to 500 = 200k, more than 500 = 300k shown on table 3.2 ch 3 pg 45)

Information for analyzing an existing job often come from incumbents, that is-

people who currently hold that position on the organization

Another way for employers to face disparate impact is to keep detailed ____________ records, because they may explain any pay differences.

performance

Like merit pay, ______________ _______________ reward individual performance, but bonuses are not rolled into base pay. The employee must re-earn them during each performance period.

performance bonuses

Identifying desired behaviors and targets, and then measuring how well employees are carrying out the behavior and hitting the targets are elements of-

performance management (ch 10 pg 151)

measuring results

performance management can focus on managing the objective, measurable results of a job or work group.

For performance management to achieve its goals, its methods for measuring performance must be good. Selecting these measures is a critical part of planning a-

performance management system (ch 10 pg 154)

Compensation supports high-performance organizations when it is linked in part to-

performance measures

For any of these methods, the most accurate but costly way to evaluate the training program is to measure-

performance, knowledge, or attitudes among all employees before the training and then train only part of the employees. After the training is complete compare the trained group to the untrained group. - a simpler way but less accurate wat to assess the training is to conduct the pretest and posttest on all trainees, comparing their performance, knowledge, or attitudes, before and after the training.

Top 10 Occupations for Job Growth - most new jobs

personal care aides, combined food preparations and servicing workers, RN's, home health aides, cooks (restaurant), software developers (applications), waiters, general and operations managers, janitors, medical assistants. (see more ch 2 pg 30, table 2.1)

4 sources/causes of job dissatisfaction (Job withdrawal process)

personal dispositions, tasks and roles, supervisors and co-workers, and pay and benefits

job specification - Other characteristics refers to -

personality traits such as someone's persistence of motivation to achieve.

function: compliance with laws

policies to ensure lawful behavior; reporting; posting information; safety inspections; accessibility accommodations.

Being valid, reliable, and generalizable adds value to a method. Another consideration is the cost or ________ ____________using the selection method.

practical value

Organizations that value diversity may - (do what?)

practice some form of affirmative action. Have policies stating their value of understanding and respecting differences. (These efforts are intended to make each individual feel respected. These actions can support EEO by cultivating an environment in which individuals fell welcome and able to do their best.)

The primary goal of forecasting is to-

predict which areas of the organization will experience labor shortages or surpluses.

Useful data-driven HR begin with a knowledge of the business and of the ways human resource management affects performance. Decision makers need to apply that knowledge and creative thinking to make ____________________ that can be tested and refined.

predictions

Two kinds of research are possible for arriving at criterion-related validity:

predictive validation, and concurrent validation

(An amendment to Title VII of the civil rights Act of 1964) The pregnancy discrimination Act of 1978 defines discrimination on the basis of-

pregnancy, childbirth, or related medical conditions to be a form of illegal sex discrimination. (According to EEOC, this mean that employers may not treat a female applicant or employee 'unfavorably because of pregnancy, childbirth, or a medical condition related to pregnancy or childbirth').

Maintaining Positive Employee Relations - this function involves:

preparing and distributing employee handbooks and policies; dealing with and responding to communications from employees; collective bargaining and contract administration - employees may turn this this function for benefits and company policy related questions or if they feel discriminated against, see safety hazards, or have other problems and are dissatisfied with their supervisor's response.

In contrast to tasks, duties, and responsibilities, KSAOs are characteristics of people and are not directly observable, they are observable only when individuals are carrying out the TDRs of a job - and afterward, if they can show the _____ of their labor.

product

A study of 150 organizations found that the way organizations paid employees was strongly associated with their level of-

profitability

Two important ways organizations measure their performance are in terms of their-

profits and their stock price (ch 13 ph 208)

The purpose of the ACT, who it protects, and what agency enforces the ACT, ACT: Civil rights Act of 1991

prohibits discrimination (same as title VII); same as title VII, plus applies sections 1981 to employment discrimination cases; EEOC

The purpose of the ACT, who it protects, and what agency enforces the ACT, ACT: Americans with disabilities Act of 1990

prohibits discrimination against individuals with disabilities; employers with more than 15 employees; EEOC

The purpose of the ACT, who it protects, and what agency enforces the ACT, ACT: Genetic information nondiscrimination Act of 2008

prohibits discrimination because of genetic information; employers with 15 of more employees; EEOC

(under EEOC laws) employer must display EEOC posters detailing employment rights. These posters must be in-

prominent and accessible locations.

Organizations need to think beyond skills for particular jobs. The must identify the capabilities they need to acquire and develop in order to -

promote the organizations success. for this purpose organizations develop competency models.

Would it be simpler to pay all compensation in cash and let employees but their own insurance and contribute to their own savings plan?

pros: Why it's a good idea? - this would give employees control over what their compensation buys cons: Why it's a bad idea? - Several forces have made benefits a significant part of compensation packages: One is that laws require employers to provide certain benefits, such as contributions to social security and unemployment insurance. - Tax laws can make benefits favorable to employees - employers can get a better deal on insurance or other programs than employees can obtain on their own - For the employer, benefit packages can set them apart in the competition for talent

The federal government regulates the use of internships in order to-

protect student from being exploited by employers using them as a form of low-cost of free labor rather tan training them.

For HR, properly investigating complaints is one way to ______ the company, although it may result in consequences for individuals, even high-level executives. HR departments should help the organization define the kinds of behavior it _____ from employees. Violations of these standards should have ______________, which sets the tone for proper behavior before misdeeds risk crossing the line into illegal harassment.

protect; consequences

The benefits of distance learning:

provide classroom training without the cost and time of travel to a shared classroom.

Total quality management

provide methods for performance and management - differs from traditional performance measurement in that it assess both individual performance and the system within which the individual work. (The feed back aims at helping employees continuously improve the satisfaction of their customers)

E-HRM- (is?)

providing HR-related information over the internet, which uses internet technology but allows access only to authorized users (such as the organizations employees)

Step 3 in the process - organizational support- involves? (steps in the performance management process).

providing employees with training, necessary resources and tools, and ongoing feedback between the employee and manager, which focuses on accomplishments as well as issues and challenges that influence performance.

Manager can influence a ready attitude in a variety of ways-

providing feedback that encourages employees, establishing rewards for learning, and communicating with employees about the organizations career paths and future needs.

For those who specialize in HR, technology changes put them in a key role of....

providing talent, keeping talent, and bringing out the best in talent.

The Dodd-Frank wall street reform and consumer protection Act, passed in 2010, requires the-

public companies report a ration of median compensation of all its employees to the CEO's total compensation. Dodd-Frank also gives shareholders a 'say on pay'. meaning shareholders may vote to indicate their approval of disapproval of the company's executive pay plans.

By influencing who works for the organization and how those people work, human resource management therefore contributes to basic measures of an organization's performance, such as....

quality, profitability, and customer satisfaction. (ch 1 pg 12, figure 1.2 for example)

in identifying the outputs of particular work units, work flow analysis considers both-

quantity and quality. (This gives HRM professionals a cleared view to increase each work unit's effectiveness)

The low unemployment rate associated with years of economic expansion has improved employees' odds of finding better pay or more interesting job if they-

quit.

Inputs fall into three categories:

raw inputs (materials and information) equipment, and human resource (knowledge, skills, and abilities)

written training material should have an appropriate ____________ level

reading

The person analysis should also determine whether employees are-

ready to undergo training.

Especially in situations involving religion and individuals with disabilities, equal employment opportunity may require that an employer make-

reasonable accommodation.

diversity, equity and inclusion (DE&I) (SHRM) involves:

recognizing, supporting, and advocating for a diverse workforce, designing effective DE&I initiatives, and identifying opportunities to make organizational policies more equitable for all employees.

The policy of offering higher pay for higher performance can make an organization attractive to high performers when it it trying to ________ and __________ these valuable employees.

recruit and retain

Most HR generalist make 40k - 115k, depending on their experience and education level. Generalists usually perform the full range of HRM activities, including:

recruiting, training, compensations, and employee relations. (ch 1 pg 17, figure 1.6)

employee retention

reducing voluntary turnover (ch 11 pg 173)

Executive agencies enforce congress law through a variety of actions, from drawing up ______________ detailing how to abide by the laws to filing _______ against alleged violators. Some federal agencies involved in regulating human resource management include the ________ ______________ _______________ _________________ and the _______________________ _________ _________________ _____________________.

regulations; suit; Equal employment opportunity commission; occupational safety and health administration.

(how company may unknowingly promote disparate impact) A pattern of bias can also arise from overreliance on information systems that use algorithms - sets of rules for software to follow- to identify qualified candidates. An algorithm might intentionally-

reinforce the hiring of one particular racial group/sex over another. - EEOC has cautioned employers to exercise caution in using algorithms to automate decision making.

A standard feature of a modern HRIS is the use of __________________ ________________, which store data in separate files that can be linked by common elements. These common elements are fields identifying the type of data.

relational databases

One way employers can avoid disparate impact is to be sure that employment decisions are really based on-

relevant, valid measurements. (These measurements need to be significantly related to the job)

Employee have to follow OSHA safety rules and guidelines as well. Employees have a duty to-

report hazardous conditions. File complaints and request an OSHA inspection of the workplace - and employers may not retaliate against them for complaining.

Background checks is a way to verify that applicants are as they _____________ themselves to be.

represent

An important responsibility of American Federation of Labor and Congress of Industrial Organizations (AFL-CIO) is to-

represent labors interests in public policy issues, such as labor law, economic policy, and occupational safety and health. The organization also provides information and analysis that member unions can use in their activities.

when a manger attempts to evaluate job performance, it is most important to have detailed information about the work performance in the job (that is, TDRs). This information makes it possible to determine how well an individual is meeting each job ___________.

requirement

The dodd-frank wall street reform and consumer protection act of 2010

requires communicating one outcome of pay structure: the ratio of CEO pay to the pay of a typical worker. This ratio compares CEO's compensation to that of the company median employee, meaning the one whose earning are at the median for employees pay. The required reporting is intended to increase transparency and make social responsibility a more vital part of pay policies.

social security act of 1935 (Why public employment agencies exists)

requires that everyone receiving unemployment compensation be registered with the local state employment office. These state employment offices work with the U.S employment service (USES) to try to ensure that unemployed individuals eventually get off state aid and back on employer payrolls.

social presence and reputation

research suggests that the image of an organization influences the degree to which a person feels attracted to the organization and interested in being part of it. - surveyed workers have expressed that they value working for a company whose values align with their own - building a positive image in workers minds requires cultivating both awareness and attractiveness

The concept of "human resource management" implies that employees are-

resources of the employer. (Human capital is a resource)

To perform proper reasonable accommodations for disabled/religious workers employers may-

restructure jobs, make facilities in the workplace more accessible, modify equipment, or reassign and employee to a job that the person can perform. - Adjust schedules for religious holiday or may alter dress and grooming requirements.

The usual way that applicant introduce themselves to a potential employer is to submit a-

resume

One common technique for reenforcing safe practices is implementing a safety incentive programs to ______ workers for their support and commitment to safety goals.

reward (possible goals may include good housekeeping practices, adherence to safety rules, and proper use of protective equipment.)

Employees rights. Basic rights:

right of free consent, right of privacy, right of freedom of conscience, right of freedom of speech, right of due process.

Section 7 of the NLRA sets out the rights of employees, including:

right to self-organization, to form, join, or assist labor organizations, to bargain collectively through representatives of their own choosing, and to engage in other concerted activities for the purpose of collective bargaining.

The taff-Hartley Act also allows states to pass -

right-to-work laws

Many employers establish safety awareness programs to go beyond mere compliance with the law and attempt to instill an emphasis on ______

safety (ch 3 pg 49)

Researchers have conducted studies finding differences between what people _____ about how they evaluate other and how people actually ___ on their attitudes.

say; act

one form of gainsharing, called a __________________ _______, pegs rewards to a measures of labor efficiency: the ratio of labor costs to the sales value of production (that is, what the goods produced would sell for.) If this ratio is below some preset standard, the employees receive a bonus.

scanlon plan

employers overlook the potential of older workers:

see more in (ch 2 pg 29 HR Oops!) older workforce are look at as the opposite of the younger workforce: digital natives. So they're presumed to be bad with technology and can't use computer technology systems to analyze data.

Some organizations empower employees by designing work to be done by self-managing work teams. The teams have authority for an enitre work process or _____________.

segment

for an organization to succeed in their product markets they must-

sell their goods and services at a quantity and price that will bring them a sufficient profit. - They may try to win customers over by being superior in a number of areas: quality, customer service, and price -

cultural immersion

sending employees directly into communities where they have to interact with persons from different cultures, races, and nationalities

The dual challenges of separating and retaining employees

separating employees: (managing involuntary turnover), establishing fair and legally defensible processes for discipline (including, if necessary, termination), establishing fair and legally defensible processes for layoffs. - Retaining Employees: (managing voluntary turnover), providing management training and employee benefits that enable discipline to drive performance improvement, promoting employee engagement, preventing job withdrawal, promoting job satisfaction. (ch 11 pg 170, table 11.1)

To ensure transfer of training, an organizations training programs should prepare employees to self manage their use of new skills and behaviors on the job. They should have trainees-

set goals for using skills or behaviors on the job, identify conditions under which they might fail to use the skills and behaviors, and identify the consequences (positive and negative) of using them.

An organization may group jobs according to functions or it may -

set up divisions to focus on products or customer groups.

The feedback session should conclude by starting another round of the performance management process- specifically -

setting or revising goals for the coming period, including timelines for progress reviews and goal attainment.

Comparative methods include:

simple ranking, alternation ranking, forced-distribution method, and paired-comparison method

The equal pay act of 1963 - defines equal in terms of

skill, effort, responsibility, and working conditions.

Practices involving rewards, employee empowerment, and jobs with variety contribute to high performance by giving employees-

skills, incentives, knowledge, autonomy - and satisfaction, another condition associated with high performance. Ethical behavior is a necessary condition of high performance because it contributes to good long-tern relationships with employees, customers, and the public.

A company can comply with OSHA requirements by visiting OSHA's website and looking up resources such as the agency's __________ _______________ ___________________.

small business handbook (The department of labor recognizes many specific types of hazards, and employers must comply with all the occupational safety and health standards published by NIOSH)

for employees to apply what they learned, certain conditions must be in place:

social support, technical support, and self-management

Growing reliance on teamwork creates a demand for the ability to-

solve problems in teams, an ability that often requires formal training.

Because resumes are created by the job applicants, they may also provide-

some insight into how candidates communicate and present themselves.

Managers and economists traditionally have seen human resource management as a necessary expense, rather than as a....

source of value to their company. (ch 1 pg 12)

Analyzing jobs and understanding what is required to carry out a job provide essential knowledge for-

staffing, training, performance appraisal, and many other HR activities.

HR departments need to set ____________ for what to do if information from different sources is inconsistent (false information on a resume)

standards

Forecasting supply and demand can use -

statistical methods or judgment

The reliability method involves:

statistics such as correlation coefficients

Some salespeople earn a commission in addition to base salary; othrs earn only commissions- a pay arrangement called a-

straight commision plan

Effective performance feedback makes employees aware of their-

strengths and of the areas in which they can improve

Another challenge in promoting safety internationally is that laws, Enforcment practices, and political climates vary from country to country. Many companies have operation in countries where labor standards are far less _____ than U.S standards.

strict

in the past, a breakdown in bargaining often led union members to stop working, a practice called a:

strike

Labor relations with government workers are different some respects, such as regarding to right to-

strike. (Strikes are illegal for federal workers and for state workers in most states. Example, at a local level all states prohibit strikes by police.)

Vague or inconsistent language in the contract can make administering the contract more difficult. The difficulties can create conflict that spills over into the next round of negotiations. Events during negotiations --(example) ---- also can lead to difficulties in working successfully under a conflict.

strikes, the use of replacement workers, or violence, by either side

Unlike union membership for workers in businesses, union membership among government workers has remained ___________. (One reason for this is that government regulations and laws support the right of government workers to organize.)

strong.

advantages and disadvantages of subordinates performance information-

subordinates: the people reporting to the manager Advantages: -have the best chance to see how well a manager treat employees Disadvantages: - Power dynamic, may be reluctant to say negative things about the person to whom they report - if feedback form require employees identify themselves, they tend to rate the manager higher - managers tend to emphasize employee satisfaction, even at the cost of production

employees in todays organizations are not interchangeable, easily replaced parts of a system but a source of the company's ....

success or failure.

to avoid violating ADEA, many firms have offered early-retirement incentives as an alternative or supplement to involuntary layoffs. Early-retirement incentives require that participating employees sign an agreement waiving their rights to-

sue under the ADEA. (The court will uphold these agreements as long as the employee were not coerced into signing the agreements, the agreements were presented in a way the employee could understand, the employees had been given enough time to make a decision, and waiver meet the requirement of a contract - so the employer must offer something of value in exchange for the employee giving up rights under the waive)

Managers increase the success of training when they-

support it through such actions as helping trainees see how they can use their newly learning knowledge, skills, and behaviors on the job.

An HRM audit using customer satisfaction measures-

supports the customer-oriented approach to human resource management.

The organization's decisions about selecting personnel are central to its ability to -

survive, adapt, and grow ( ch 6 pg 88)

Expert systems include-

systems that help users make decisions by recommending actions based on the decision rules and the information provided by the users. (Advantages: can deliver both high quality and lower cost, help many people to arrive at decisions that reflect the experts knowledge, helps avoid the errors that can result from fatigue and decision-making biases, can increase efficiency by enabling fewer of less-skilled employees to do work that otherwise would require many highly skilled employees.)

performance management starts with defining what the organization expects for each employee. It measure each employee's performance to identify where those expectations are not being met. This enables the organization to-

take corrective action, such as training, incentives, or discipline

In its original form. affirmative actions was meant as -

taking extra effort to attract and retain minority employees. (However, over the years, many organizations resorted to quotas, or numerical goals for the proportion of certain minority groups, to ensure that their workforce mirrors the proportions of the labor market.)

For an organizations human resource division, 'customers; are the organization as a whole and its other divisions. They are customers of HRM because they depend on HRM to provide a variety of services that result in supply of-

talented, motivated employees (ch 9 pg 141)

Another approach, when teams are responsible for particular work processes or customers, is to assign the team responsibility for the process or customer, then let the team decide which members will carry out which ________.

tasks

A country is economic system, whether capitalist or socialist as well as the government's involvement in economy through __________________________________, influences human resource management practices in a number of ways.

taxes or compensation, price control, and other activities

An effective training program actually- (does what?)

teaches what it is designed to teach, and it teaches skills and behaviors that will help the organization achieve its goals.

A possible alternative to experiential programs is ______ ___________.

team training

virtual teams

teams that rely on communications technology such as videoconferences, e-mail, and cell phones to keep in touch and coordinate activities

human resourse expertise competency (falls into which four clusters of competencies: technical, interpersonal, business, and leadership.)

technical

Human resource departments can improve their own and their organizations performance by appropriately using new-

technology (ch 9, pg 140)

The broad term for doing one work away from a centrally located office is _____________, or telecommunicating, and even essential, as many organizations struggled to survive during the covid-19 pandemic.

telework

Must organizations use the word ____________________ to refer only to discharge related to a discipline problem, but some organizations call any involuntary turnover this.

termination

Title VII states employer may not retaliate against employees for 'participating in a proceeding' related to an alleged illegal employment practice. Participation in a proceeding refers to-

testifying in an investigation, hearing, or court proceeding regarding an illegal employment act.

An important principle of selectin is to combine several sources of information about candidates, rather than relying solely on interview or a single type of_________.

testing

HR dashboard ensures-

that managers are accountable for results and able to act quickly when conditions change.

calling a work system 'high-performance' means-

that the way it operates leads to successful outcomes

To be effective, the entire performance management process should be reviewed each year to ensure-

that what is being measured at the employee level aligns strategically with the company, division, and department goals and objectives.

The significance of critical thinking and knowledge sharing is greater than ever as more routine tasks become automated. Software using artificial intelligence, is handling work once done by humans. The employees who will be most valuable will be mot valuable in-

the Al-enabled workplace are those skilled in the kinds of thinking that are harder to automate.

To conduct an HRM audit-

the HR department identifies key functions and the key measures of business performance and customer satisfaction that would indicate each function is succeeding.

HR professionals are increasingly using social media tools, as described in...

the HRM social box (ch 1 pg 13, HRM social)

All managers, not just human resource professionals, participate in....

the activities related to human resource management.

authority differentiation

the allocation of decision-making authority among individuals, subgroups, and the team as a whole

An advantage of piece rates is the direct link between how much an employee does and-

the amount the employee earns

Personnel policies influence:

the characteristics of the position to be filled. (The nature of the positions that are vacant)

Congress passed two Civil rights Acts to further the 13th amendment's goal of abolishing slavery- (theses Acts were?)

the civil rights Acts of 1866 and 1871

Whether the organization prepares its own training programs or buys training from other organizations, it is important to verify that-

the content of the training relates directly to the training objectives.

ergonomics research includes -

the context in which work takes place, such as the lighting, space, and hours worked.

Is disparate treatment ever legal?

the courts have held that in some situations, a factor such as sex or religion may be a bona fide occupational qualification.

HR's goal in promoting retention is not merely to prevent employees from quitting. Rather, retention efforts also address employee engagement, defined as-

the degree to which employees are fully involved in their work and the strength of their commitment to their job and company.

skill differentiation

the degree to which team members have specialized knowledge or functional capacities

The size of pay range depends on-

the details of the organizations competitive environment. if many workers are competing for a few jobs, employers will have more choice about pay. They can choose to pay at, above, or below the rate set by the market forces.

Job analysis may be entering a new level of satiation, thanks to-

the development of wearable devices the connect to the internet.

Readability

the difficulty level of written materials

economies of scale

the economic principle that producing something in large volume tends to cost less for each additional unit than producing in small volume.

compra-ratio

the employee's salary divided by the midpoint of his or her salary range - Merit grids get revised based on economic conditions - when organizations revise pay ranges, employees have new compa-ratios - a higher pay range = lower compa-ratios = bigger merit increases.

Consent election

the employer and the union seeking representation arrive at an agreement stating the time and place of the election, the choices included on the ballot, and a way to determine who is eligible to vote

The new psychological contract has created-

the expectation that employees invest in their own career development, which requires learning opportunities. (Ch 7 pg 104)

Validity

the extent to which a measurement tool actually measures what it is intended to measure. - Refer to whether the appraisal measures all the relevant aspects of performance and omits irrelevant aspects of performance.

Feedback (Job Characteristics Model)

the extent to which a person receives clear information about performance effectiveness from the work itself

Task Significance (Job Characteristics Model)

the extent to which the job has an important impact on the lives of other people

executive order 11478 requires-

the federal government to base all its employment policies on merit and fitness. It specifies the race, color, sex, religion, and national origin may not be considered.

notifications of layoffs - An organization that plans such broad-scale layoffs may be subject to the workers' adjustment retraining and notification act (warn) - describes what this law is-

the federal law requires that organizations with more than 100 employees give a 60 days notice before any closing or layoff that will affect at least 50 full0time employees. If an organization doesn't follow this law, they may have to provide back pay and fringe benefits and pay penalties as well. An employees doesn't have to follow this law if the layoff is due to 'unforeseen business circumstance' for example, covid-19

To make merit increases consistent they will need to be seen as fair, to achieve this many merit pay programs use a merit increase grid. Where decisions about merit pay are based on two factors:

the individuals rating and the individuals compra-ratio (pay relative to average pay) (This system gives the biggest pay increases to the best performers and to those whose pay is relatively low for their job.) (Table 13.1 pg 206)

analytical aptitude (SHRM) refers to:

the interpretation of information needed for making business decisions. Behaviors include gathering relevant data, applying statistical knowledge to understand the data, and using the results of the data analysis to determine the best solution or actions to take (see 'best practices' for examples)

To design job effectively, a person must thoroughly understand -

the job itself (through job analysis) and its place in the larger work unit's work flow process (through work flow analysis).

Recruitment sources influence:

the kinds of job applicants an organization reaches.

SHRM (Society for Human Resource Management)

the largest and most recognized of the HRM advocacy organizations in the US. They provide education and information services, conferences and seminars, government and media representation, and online services and publications. - they've developed two certifications (SHRM- and HRCI)

situational constraints

the limits on training's effectiveness that arise from the situation or the conditions within the organization (include a lack of money for training, lack of time for training or practicing, and failure to provide proper tools and materials for learning or applying the lessons of training.)

Most national unions consist of multiple local units. Even when a national unions plays the most critical role in negotiating the terms of a collective bargaining contract, negotiation occurs at-

the local level for work rules and other issues that are locally determined. (administration of the contract largely takes place at the local unions level - so day to day interaction between labor and management involves the local union.)

fairness in rating performance and interpreting performance appraisals requires-

the managers understand the kinds of distortions the commonly occur. (ch 10 pg 157)

return on investment

the monetary benefits of the investment compared to the amount invested, expressed as a percentage.

Job withdrawal results when circumstances such as (what?) cause the employee to become dissatisfied with the job.

the nature of the job, supervisors and co-workers, pay levels, or the employee's own disposition

phased-retirement program (alternative to the early retirement program)

the organization can continue to enjoy the experience of older workers while reducing the number of hours that these employees work, as well as the cost of those employees - This option can give older employees the benefits of easing into retirement.

Even if training fits the organizations strategy and budget, it can viable only if-

the organization is willing to support the investment in training.

Research suggests that it is more effective to improve HRM practices as a whole than to focus on one or two isolated practices , such as-

the organizations pay structure or selection system.

Training needs will vary depending on whether-

the organizations strategy is based on growing or shrinking its personnel, whether is is seeking to serve a broad customer base or focusing on the specific needs of narrow market segment, and various other strategic scenarios.

stipulation election

the parties cannot agree on all of these terms, so the NLRB dictates the time and place, ballot choices, and method of determining eligibility

coverage

the percentage of employees whose terms and conditions of employment are governed by a union contract, whether or not the employees are technically union members.

job context (PAQ)

the physical and social contexts where the work is performed

Human Resource Management (HRM)

the policies, practices, and systems that influence employees' behavior, attitudes, and performance

employment at will

the principle that an employer may terminate employment at any time without notice - this is debated.

Outputs are-

the products of any work unit, say, a department or team. Outputs may be tangible (meal) or intangible (building security)

The stage to prepare for evaluating a training program is when-

the program is being developed (ch 7 pg 110)

mental processes (PAQ)

the reasoning, decision making, planning, and information processing activities involved in performing the job

After OSHA compliance officer conducts an inspection, the officer tells the employer-

the reasons for the inspection and describes, in a general wat, the procedure necessary to conduct the investigation.

The methods the organization chooses for communicating its labor needs and audiences it targets will determine-

the size and nature of the labor market the organization taps to fill its vacant positions.

In personnel forecasting, the HR professional tries to determine-

the supply of and demand for various types of human resources.

In a high-performance work system, the outcomes of each employee and work group contribute to-

the system's overall high performance

(the point of task analysis) understand shortcoming in performance usually requires knowledge about-

the tasks and work environment as well as the employee.

Under the National Labor Relations Act, the union has a duty of fair representation, which means-

the union must give equal representation to all members of the bargaining unit, whether of not they actually belong to the union.

If an OSHA violation results in citations, the employer must post each citation in a prominent place near the location of -

the violation

organzational structure

the way the organizations people are grouped into useful divisions, departments, and reporting relationships. - The organizations top management makes most decisions about structure. Such decisions affect how well employees coordinate their activities and respond to change.

social support

the ways the organizations people encourage training, including giving trainees praise and encouraging words, sharing information about participating in training programs, and expressing positive attitudes toward the organizations training programs.

Social security benefits may be reduced if-

the worker is still earning wages above a maximum, called the exempt amount. In 2020 that amount was 18,240 for beneficiaries under the full retirement age. If they earn more than the exempt amount there is a reduction in his or her benefits. 1$ for very 2$ earned. Example: worker earns 20,240, 2000 over the exempt amount, so 1,000 is deducted. At full retirement age, the maximum untaxed earning are 48,600 (2020) and benefits are reduces 1$ for every 3$. For worker below that age, the penalty increases the incentive to retire of at least reduce the number of hours worked. To add to this incentive, social security benefits are free from federal income taxes and free from state taxes in about one-third of the states.

People perception of outcome fairness depends on-

their judgement that the consequences of a decision to employees are just. (one employees consequences should be consistent with the other employees; consequences, these should be consistent. - Everyone should know what to expect, and organization should clearly communicate consequences - The outcome should be proportionate to the behavior. Employee should not be fired for showing up late to work just once.)

Decision to produce new products, apply new technology, or design new jobs should prompt a needs assessment because-

these changes tend to require new skills.

Human resource professionals need to be aware of trends in the composition of the external labor market because...

these trends affect the organizations options for creating a well-skilled, motivated internal labor force.

Games stimulate learning because-

they actively involve participants and mimic the competitive nature of business.

Recruitment and selection (and how its practice contributes to high performance) -

they aim at obtaining employees who are enthusiastic about and able to contribute to teamwork, empowerment, and knowledge sharing. Qualities play a huge role in selections decisions.

Employees learn more from training programs when they are highly motivated to learn (really wants to learn to content of the training program), employees tend to feel this way if-

they believe they are able to learn, see potential benefits from the training program, are aware of their need to learn, see a fit between the training and their career goals, and have the basic skills needed for participating in the program.

A risk of these diversity programs-

they may alienate white male employees, who conclude that if the company values diversity more, it values them less

knowledge workers are in a position of power because:

they own the knowledge that the company needs in order to produce it's products and services, and they must share their knowledge and collaborate with others in order for their employer to succeed.

An alternative to hiring new employee due to labor shortage is:

to develop in the company's current workforce the skills that the organization lacks. This approach is most likely to be beneficial when the company has a shortage of employees with some skills and a surplus of employees with other skills

Explain the purpose of goal setting and strategic planning, how to determine these goals, and what these goals should include - (human resource planning)

to focus attention on the problem and provide a basis for measuring the organization's success in addressing labor shortages and surpluses. - These goals should come directly from the analysis of labor supply and demand. - They should include a specific figure indicating what should happen with the job category of skill area and a specific timetable for when the results should be achieved.

Creating a high-performance work system contrasts with-

traditional management practices. (In the past, decisions about technology, organizational structure, and human resources were treated as if they were unrelated.)

distance learning

trainees at different locations attend programs online, using their computers to view lectures, participate in discussions, and share documents.

cross-cultural training

training in what to expect from the host country's culture. The general purpose is to create an appreciation of the host country's culture expatriates can behave appropriately preparing involves: - How to behave in business settings in another country, meetings - information about such practical matters as housing, schools, recreation, shopping, and health care facilities in the country where they will be living - attempt to learn a new language - career development activities - how the foreign assignments fits into their career plans and what types of positions they can expect upon their return other : - managing expatriates performance, develop criteria to measure performance, factor in challenges from moving to country as well - compensating expatriates, balance sheet approach (adjusts the managers compensation so that it gives the manager the same standard of living as in the home country plus extra pay for the inconvenience of locating overseas. total pay package: 1. base salary 2. tax equalization allowance (different tax rates) 3. benefits 4. allowances to make a foreign assignment more attractive - Help expatriates return home , repatriation (The process of preparing expatriates to return home from a foreign assignment.)

When the needs assessment indicates a need for training and employees are ready to learn, the person responsible for training should plan a ______________ ____________ that directly relates to the needs identified.

training program. (Ch 7 pg 107)

Behavior modeling involves:

training sessions in which participants observe people demonstrating the desired behavior, then have opportunities to practice the behavior themselves

Facing disparate impact - to make pay gaps less likely in the future, employers can ensure that lower-paid employees are getting enough ___________, _____________ and ______________ to reach their full potential and earn raises.

training, experience, support.

The systems that promote ethical behavior include such HRM functions as:

training, performance management, and discipline policies.

Ultimately, the goal of implementation is-

transfer of training

The purpose of the ACT, who it protects, and what agency enforces the ACT, ACT: Pregnancy discrimination Act of 1978

treats discrimination based on pregnancy related conditions as illegal sex discrimination; all employees covered by title VII; EEOC

HR department started by assigning customer service staff to large teams called:

tribes, each with a leader who allocates tribe members to smaller 'squads' to handle particular projects and needs as they arise. Tribes also include 'chapters' of technical specialists who can be quickly deployed to a squad when their area of expertise is needed.

The enforce OSHA, the occupational safety and health administration conduct inspections. Compliance officers will arrive at a workplace _______________; for obvious reasons, OSHA regulator prohibit notifying employers of inspections in advance.

unannounced

negotiate employer neutrality and card-check provisions into a contract.

under neutrality provision, the employer pledges not to oppose organizing attempts elsewhere in the company. A card-check provision is an agreement that if a certain percentage- by lawn at least the majority - of employees sign an authorization card, the employer will recognize their union representation.

Uniformed Services Employment and Reemployment Rights Act (USERRA)

under this law, employers must reemploy workers who left jobs to fulfill military duties for up to five years. When service members return from active duty, the employer must reemploy them in the job they would have held if their employment had not left to serve in the military, providing them with the same seniority, status, and pay rate the would have earned if their employment had not been interrupted. (disabled veterans also have up to two years to recover from injuries received during their service of training, and employers must make reasonable accommodations for a remaining disability)

human resource expertise (SHRM) involves:

understanding and carrying out the functions of Human resource management, These behaviors include designing HR practices for acquiring, devolving, and motivating employees, using HR technology, applying policies and procedures , and keeping up to date on HR laws

business acumen (SHRM) involves:

understanding how information can be used to support the organizations strategy. Behaviors include gaining and applying knowledge of business principles and how HR functions relate to business success.

If workforce utilization review indicates that some group - (women/minorities) - makes up mire of the relevant market for a job category but that this same group constitutes less of the employees actually in the job category at the organization, this is evidence of-

underutilization (this situation could result from problems in selection or from problems in internal movement (promotions or other movement along a career path) - one way to diagnose the situation would be to use transitional matrices. (if forecasts suggest this pattern will continue, the organization may need to set goals and timetables for changing)

Options for avoiding a labor shortage differ in terms of how easily the organization can -

undo the change if it no longer faces a labor shortage

An accommodation is considered 'reasonable' if it does not impose an _________ ________ on the employer. (such as an expense that is large in relation to a company's resources, but it is important to investigate to possibilities rather than assume that they will be difficult or expensive.)

undue hardship

Many employers also address the challenges of disparate impact by analyzing their pay data to look for patterns that could signal __________________ discrimination. Employers may face difficult decisions about how to correct any inequities. (an obvious by expensive option is to increase lower-paid employees pay so it is comparable to the higher paid group - the employer could phase in the change gradually if need be)

unintended

The laws and regulations pertaining to labor relations affect unions' size and bargaining power, so they significantly affect the degree to which unions, management, and society achieve their varied goals. These laws and regulations set limits on-

union structure and administration and the ways in which unions and management interact. (ch 15 pg 241)

When workers perceive that their perspective on matter of safety or justice is being ignored, they might try to present a unified voice to management, seeking strength in numbers. Some worker have pursed this strategy by forming _____________. (In complex situations, employees may or may not continue to see the union representatives as speaking for them, in this case, Managers and unions each have an opportunity to build constructive relationships with workers.)

unions (ch 15 pg 238)

At times, workers have believed that their needs and interest do not receive enough consideration from management. One response by workers is to act collectively by forming and joining labor-

unions (ch 15 pg 239)

Most unions members belong to a national or international union-

united states: largest union - the National Education Association (NEA), which has 3 million members, and the Service Employee International Union (SEU), with 1.9 million members, and in the number 3 spot, American Federation of Teachers (AFT) with 1.7 million members.

The EEOC defines sexual hassrasment of employees as-

unlawful employment discrimination

To be reedy to learn, employees need basic learning skills, especially cognitive ability, which includes being able to:

use written and spoken language, solve math problems, and use logic to solve problems.

With HRIS, HR professional who can make data-driven decisions are what organizations are seeking - This includes predictive analytics-

using data about past and present conditions and the relationship between factors to forecast what will happen in the future if a particular decision is made.

The major categories of paid leave are-

vacations, holidays, sick leave - Establishing policies communicates the organization's values, clarifies what employees can expect, and prevents situations in which unequal treatment leads to claims of unfairness. - The united state has no legal requirements to provide this

As with reliability, information about validity of selection methods often uses correlation coefficients. A strong positive (or negative) correlation between a measure and job performance means the measure should be a ______ basis for selecting (or rejecting) a candidate.

valid

Employers will have to ensure that employees and HRM systems are free of bias and:

value the perspectives and experience that women and minorities can contribute to organizational goals such as product quality and customer service.

Effective performance management can tell top performers they are ____________, encourage communication between managers and their employees, establish consistent standards for evaluating employees, and help the organization identify its strongest and weakest employees. (To meet these objectives, companies must think of effective performance management as a process, not an event.

valued. (ch 10 pg 152)

The way people use their bodies when they work, affects their physical ______-_________ and may affect how well and how long they can work.

well-being

The usual ways of gathering background information are by asking applicants fill out application forms and provide resumes. Organizations also verify the information by checking references, conducting background checks, and -

well-designed interviews (ch 6 pg 90)

Assessment of training should evaluate training outcomes- that is

what (if anything) has changed as a result of the training

Organizations depend on supervisors to help them determine:

what kinds of work need to be done (job analysis and design) and how many employees are needed (HR planning). - supervisors typically interview job candidates and participate in the decisions about which candidate to hire. - HR management may be expected to train employees, conduct performance appraisals and recommend pay increases. - Supervisors plan in key role in employee relations because they are most often the voice of management for their employees, representing the company on a day-to-day basis. in all these activities, supervisors can participate in HRM by taking into consideration the ways that decisions and policies' will affect their employees. - understanding the principles of communications, motivation , and other elements of human behavior can help supervisors inspire the best from the organization's human resources. (ch 1 pg 15)

intelligent recruiting

when HR department invest in the technology and ensure they are collecting valid data about jobs, candidates, and employees

sustainable competitive advantage

when a company is better than competitors at something and can hold that advantage over a sustained period of time.

labor shortage

when demand for labor exceeds available supply (company needs more employees to satisfy larger workloads)

labor surplus

when supply of labor is greater than demand (company as too many employees and not enough workload for everyone to be needed)

alternation raking

when the manager work from a list of employees and ranks them best to worst. (drawbacks: doesn't define what exactly is good or bad about the person's contribution to the organization. Raises questions about fairness.)

Information input (PAQ)

where and how a worker gets information needed to perform the job

Work design often emphasizes the analysis and design of jobs, although all of these approaches can succeed each focuses on one isolated job at a time. These approaches do not necessarily consider how that single job fits into the overall work flow or structure of the organization. To use techniques effectively, human resources personnel should also understand their organization as a _______.

whole

for the company to excel, everyone must know how their work contributes to the organizations success. At the same time, employees - especially younger ones who grew up with the internet -

will expect to have widespread access to information. Form this perspective, successful organizations treat all their workers as knowledge workers. They let employees know how well the organization is performing, and they invite ideas about how the organization can do better.

employment-at-will policies

within the laws of the state where they are operating, employers have latitude to set policies about their rights in an employment relationship. - A widespread policy follows the principle of employment at will. - An alternative is to establish extensive due-process policies (job applicants are more attracted to organization with due-process policies, which imply job security and concern for protecting employees, than the organizations with employment0at-will policies)

An ethical issue that has recently received attention is the treatment of...

women in the workplace. #MeToo social movement may be to thank for the decrease in reports of harassment of women and men in the workplace.

Almost every human resource management program requires some type of information that is gleaned from job analysis:

work design, human resource planning, selection, training, performance appraisal, career planning, and job evaluation

The diversity of the U.S population, coupled with the globalization of business, requires the employees be able to-

work well with people who are different from them.

The demand to buy means that companies need to produce more - technology such as robot, 3D printing, and artificial intelligence are making it possible for businesses to produce more per ____________.

worker

Unions have a role because some degree of conflict is inevitable between-

workers and management

Managing and Using Human Resource Data - this function involves:

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. - All aspects of HRM require careful and discreet record keeping (especially this one) -

Training application that have become widespread among U.S companies include orientation and onboarding of new employees and training in how to manage-

workforce diversity (ch 7 pg 111)

Having higher labor cost than your competitors is not necessarily bad if you also have the best and most effective -

workforce, which produces more products of better quality

Trends affecting labor demand today include:

years of economic growth, causing businesses and consumers to have more money to spend on machinery, vehicles, houses, and other purchases.

Supporting the Organization's Strategy - this function involves:

•Human resource planning: Identifying the numbers and types of employees the organization will require to meet its objectives (example: avoiding layoffs) •Talent Management: A systematic, planned effort to attract, retain, develop, and motivate highly skilled employees and managers. may also include (strategic challenges)- * 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. often an organizations strategy requires some type of change: adding, moving, or closing facilities. Applying new technology; or entering new markets. (This requires the application of knowledge of human behavior, along with performance management tools.) * How to seek profits in ways that communities, customers, and suppliers will support in the long run = Sustainability: an organization's ability to profit without depleting its resources, including employees, natural resources, and the support of the surrounding community. * Success at sustainability comes from meeting needs of the organization's stakeholders = Stakeholders: The parties with an interest in the company's success (typically, shareholders, the community, customers, and employees).

preparing for a feedback session

•Managers should be well prepared for each session •Managers should ask each employee to complete a self-assessment ahead of time, so they can participate more fully in the discussion - also requires employees to think about their performance - also helps identify areas for discussion - open dialogue should be invited (create the right context for the meeting) - Managers should also enable the employees to be well prepared