Chapter 20 Human Resources Management

understanding employment law is important for supervisory and middle-level managers because:

- compliance is ethically the right thing to do - people want to work where they are treated fairly, consistent with law - managers have responsibility to communicate organizational policies based on law to staff - violations of law can result in significant legal and financial liability for the organization

staying current on external workforce data can assist managers and the organization by

- forecasting and planning for the right number and types of workers needed to staff HIM positions - describing HIM jobs and the qualifications required to perform these jobs as workforce needs change - planning recruitment efforts to find qualified employees

performance appraisal methods consist of

- graphic rating scale - comparison system - forced distribution - critical incident method - behaviorally anchored rating scale (BARS)

two ethical principles that stand out as particularly applicable to human resources management in the healthcare field are:

- justice - autonomy

routine methods of accurate performance data collection and review should be established managers should

- require employees to complete a productivity report - review work volume reports - include quality measures such as accuracy - meet with supervised employees regularly to review data collected and discuss issues related to standards not met

the ____ prohibits discrimination in employment against people with disabilities, applies to employers with 15 or more workers, and is enforced by the EEOC applies to qualified job applicants and employees in a compliant, the disabled individual alleges that the employer failed to provide a reasonable accommodation, or workplace adjustment that did not present an undue (significant) hardship to the organization, and this failure interfered with them being hired or their ability to perform the job

Americans with Disabilities Act of 1990

The _____ amended Title VII of the Civil Rights Act of 1964 and the ADA to make it easier for the plaintiff (complaining party) to sue for damages claiming adverse impact or disparate treatment - employer's responsibility to prove illegal hiring and workplace discrimination did not occur

Civil Rights Act of 1991

the ____ requires organizations of more than 100 employees to provide at least a 60-days advance notice of a workforce layoff or downsizing

Worker Adjustment and Retraining Notification (WARN) Act of 1988

Managers with _____ authority in an organization supervise one or more employees, direct the work of others, and have HRM responsibilities. a. Line b. Staff c. Legal d. Personal

a. Line

This Act formed the National Labor Relations Board as the federal agency to enforce labor law. a. National Labor Relations. b. Taft-Hartley c. Equal Opportunity Employment d. Fair Labor Standards

a. National Labor Relations.

Reviewing workforce data and trends and deciding what positions are needed in an organization is consistent with responsibility for conducting: a. Workforce planning b. Workflow analysis c. Job description d. Job analysis

a. Workforce planning

____ unequal discriminatory effect of an employment practice on members of a protected class (passing score on a test not covering job knowledge for a protected class)

adverse impact

despite increased emphasis on technology, healthcare remains a service industry with people as the most important and valuable ___ an ____ is something of value to an organization that appears on the positive side of the financial statement

asset

____ is respect for an individual's voluntary choice - recognizes that employees need a voice in what happens to them in the workplace

autonomy

"Describe a situation in the past where there was team conflict and how you handled it" is an example of which type of interview question? a. Open-ended b. Behavioral c. Situational d. Knowledge

b. Behavioral

Listing of duties and responsibilities required of a job would be found in which of the following? a. Job summary b. Job description c. Job specifications d. Job interview

b. Job description

Which ethical principle recognizes the importance of treating people fairly and applying rules consistently? a. Autonomy b. Justice c. Respect d. Morality

b. Justice

The HIM department's receptionist is paid an hourly rate and is eligible for overtime pay, consistent with the Fair Labor Standards Act. According to this law, her position is classified as which of the following? a. Exempt b. Nonexempt c. Full-time d. Professional

b. Nonexempt

By law _ are excluded from an employee union bargaining unit. a. Clerical staff b. Supervisors c. Non-managers d. Clinical professionals

b. Supervisors

Which of the following laws established the EEOC as the federal agency to administer and enforce equal opportunity employment laws? a. Equal Pay Act of 1963 b. Title VII of the Civil Rights Act of 1964 c. Age Discrimination Act of 1967 d. Civil Rights Act of 1991

b. Title VII of the Civil Rights Act of 1964

_____ links specific examples of measurable job-related behaviors, both positive and negative, to a scaled rating

behaviorally anchored rating scale (BARS)

____ is based on comparison of external performance data on similar functions performed in similar organizations, collected through research manager must 1. identify work function to be benchmarked 2. type of performance measure 3. time period

benchmarking

two methods for developing performance standards commonly used in HIM are

benchmarking and work measurement

gathering performance appraisal data from additional sources allows the supervisor to consider input from others in close contact with the employee, and helps the supervisor avoid ___, also referred to as favoritism or partiality is illegal and is when a manager allows race, color, religion, age, gender, or disability influence performance ratings - trait causes higher or lower rating regardless of actual performance

bias

a ____ is the use of an otherwise discriminatory characteristic in making an employment decision if the characteristic is directly related to business necessity (Catholic teacher teaching at a Catholic school)

bona fide occupational qualification (BFOQ)

Which of the following statements is TRUE of the federal Age Discrimination in Employment Act? a. Employment discrimination against aged individuals with disabilities is prohibited. b. The Act sets standards to protect benefit and retirement plans of older workers. c. Discrimination against workers age 40 and older is illegal. d. The practice of mandatory retirement based on age can never be defended.

c. Discrimination against workers age 40 and older is illegal.

Which of the following refers to the sum of the knowledge, skills, creativity, and problem-solving abilities of an organization's workforce? a. Labor b. Management c. Human capital d. Human resources management

c. Human capital

Where would the following information be found? Qualifications required: Bachelor's degree and two or more years of healthcare management experience. a. Job summary b. Job description c. Job specifications d. Job interview

c. Job specifications

____ appraiser ranks an employee compared to all others in a group or unit based on overall performance or a list of traits - employees ranked highest to lowest - is subjective and hard to determine where many employees performed at a similar level or factors outside employee control have impacted performance data

comparison system

____ are clear action-oriented statements identifying measurable knowledge, skills, abilities, or other characteristics required of an individual to successfully perform the work duty

competencies

___ employee works longer days to complete 40 hours of work in less than 5 days, such as 10 hours a day 4 days a week - may lead to fatigue and lower productivity

compressed workweek

___ temporary workers supplement full-time employees for a given period of time, often as part-time workers without benefits - flexibility for both parties

contingent or contract work

____ employee and supervisor identify critical job behaviors, both positive and negative - supervisor then observes the employee and keeps an ongoing evaluation record during the apraisal period - need for close observation and detailed documentation are strengths and weaknesses of this

critical incident method

Information in ____ is used as the basis for development of a job description. a. A job interview b. An employee performance appraisal c. Job specifications d. A job analysis

d. A job analysis

An employer should offer reasonable accommodation, such as by modifying office equipment, to a qualified applicant or employee based on physical or mental impairment. This is a provision of the: a. Genetic Nondiscrimination Act of 2008 b. Occupational Safety and Health Act of 1970 c. Civil Rights Act of 1991 d. Americans with Disabilities Act of 1990

d. Americans with Disabilities Act of 1990

Title VII of the Civil Rights Act of 1964 prohibits discrimination in employment that impacts members of a protected class. Which of the following does NOT describe a protected class under this act? a. Race or ethnic group b. Religious affiliation c. Women d. Disabled persons

d. Disabled persons

Collecting and analyzing information about a job in order to better understand the significant duties of the job, and to identify the skills and characteristics required, is consistent with: a Workforce planning b. Workflow analysis c. Job description d. Job analysis

d. Job analysis

Which of the following refers to the ability of a selection test to measure the job skill, knowledge, or behavior the test was intended to measure? a. Reliability b. Impact c. Performance d. Validity

d. Validity

____ is treating a person differently based on individual characteristics, such as race, or group membership such as religious affiliation - if in violation of law; it is illegal to support legal concepts and ethical principles, managers should avoid making employment decisions on the basis of personal attributes, characteristics, or behaviors unless they can be shown to be directly related to job performance

discrimination

____ illegal employment discrimination based on intentional unequal treatment of an individual who is a member of a protected class

disparate treatment

____ are errors of inequity like central tendency, where a manager rates all employees satisfactory regardless of performance in order to avoid conflict, or leniency or strictness where some managers are overly generous or strict compared to other raters

distributional errors

the _____ ensures equal access to employment and fairness in employment without regard to certain characteristics such as race is unrelated to a job

equal employment opportunity law

____ refers to the formal, intentional process to make clear and consistent decisions involving personal and professional values

ethics

True or false: Advantages of internal recruiting include both less orientation for the candidate selected and a positive impact on applicants who are not selected.

false

___, or flexible work hours employee can choose start and departure times, accommodating personal needs while completing a set number of hours a day required for the shift (7-8) and covering the department's core busy time period

flextime

____ managers are required to place appraised employees into predetermined performance categories (top, average, below)

forced distribution

one ____ employee is expected to work 8 hours a day, 5 days a week, 40 hours per week, 52 weeks a year, and 2,080 hours a year

full-time equivalent (FTE)

____ a checklist used to numerically rate employees on general traits, like job knowledge or attendance simple and easy to use, but its validity and reliability may be limited in determining future job performance due to lack of job-related specifics

graphic rating scale

a rating fairness trap for managers, the ____, occurs when the employee is strong (halo) or weak (horn) in one rated area and the supervisor unfairly generalizes that performance to rate the employee high or low across all others areas on the performance appraisal

halo-horns effect

____, including sexual ____, is a form of illegal discrimination covered under title 7 ____ involves unwelcome workplace conduct based on an individual's race, color, religion, gender, national origin, age, disability, or genetic information - to be considered illegal, enduring the conduct becomes a condition of continued employment or is severe enough to create a hostile work environment best management strategies focus on prevention with clear policies, open communication, and anti-harassment training

harassment

a _____ is a setting where intimidating and abusive workplace conduct that interferes with an employee's job performance takes place - the unwanted conduct goes beyond a minor or occasional annoyance

hostile work environment

the human assets of an organization are often referred to as ____, the sum of knowledge, skills, creativity, and problem-solving abilities of the workforce

human capital

____ is the process of acquiring, training, appraising, and compensating employees, and of attending their labor relations, health, safety, and fairness concerns

human resources management (HRM)

____ involves collecting and analyzing information about a job in order to better understand the significant duties of the job, and identify the skills and characteristics required of an employee who can successfully perform the job - provides information to create, revise, or redesign a job description and job specifications required for employee recruitment and selection supports performance appraisal, staffing, and training 3 major steps of ____ are 1. clarify the purpose of the analysis 2. collect information about the job 3. Identify the job's primary duties and competencies required to perform them

job analysis

a ____ is a written explanation of a job and the duties it entails and is based on information provided by job analysis - helps understand job duties and expectations most contain section headings such as - Job title or identification - job summary - reporting relationships - duties - standards of performance (expectations) - working condition (health/safety) - job specifications (required skills, knowledge, experience)

job description

a ____ is a conversation in which a hiring manager and a job applicant exchange information - goal oriented and designed to support the selection process based on the candidate's oral responses ___ classified as structured or unstructured

job interview

____ two or more employees split one full-time job over a day, week, or month

job sharing

____ describes the individual qualifications required to perform the job outlined in the job description based on job analysis, ___ list the education level, experience, skills, personal characteristics, physical strength requirements, licensure, or credential needed to do the job must be job-related and justified based on job analysis data

job specifications

____ is treating people fairly and applying rules consistently

justice

managers who have _____ in an organization are those who supervise one or more employees, can give orders, and are responsible for getting work done by directing the work of others

line authority

____ is hiring individuals with criminal backgrounds or other problems without applying proper safeguards to protect customers' information or property - background checks, testing, and interviewing are essential

negligent hiring

____, a type of outsourcing, is where employees of the vendor are based outside the US - wages are often lower outside the US offering a cost benefit, but quality, cultural and language differences, privacy and security are areas of concern

offshoring

where shortages of qualified staff or cost consideration are concerns, some organizations have turned to ____ HIM work - organization contracts with an outside vendor firm having expertise in an area to provide staff and assume responsibility for a function such as transcription, disclosures, coding, or billing

outsourcing

____ tasks are handled simultaneously by several workers; each completes all steps in the process from beginning to end, working independently of the other employees

parallel work division

a ____ is one who consistently works less than 30 hours a week

part-time employee

true or false the NLRA excludes managerial and supervisory staff from protections of the law and from participation in a bargaining unit and differentiates employees from supervisors - a supervisor is one with authority and uses independent judgment in the interest of the employer to hire, transfer, suspend, lay off, recall, promote, discharge, assign, reward, or discipline other employees, or responsibility to direct them or adjust their grievances, or effectively recommend such action

true

____ job interview open ended; interviewer asks each candidate questions that come to mind flexible cannot be rated or scored since questions are different candidate encouraged to talk potentially discriminatory time consuming

unstructured

____ of a selection test refers to the test's ability to accurately measure job skill, knowledge, or behavior it was meant to measure - test should be consistent with knowledge, skills, and abilities required of the job and supported by job analysis and description

validity

reported performance data should be regularly analyzed for ____, where actual performance does not meet or is significantly different from the standard

variance

a ____ is a process of data collection to determine the type and appropriateness of a unit's work assignments, time allowed for the tasks, and the employees doing the work - employees can log how much time is spent on key tasks and functions results can help the manager identify - enough time is being spent on priority job functions versus minor tasks - some employees are working over capacity, and other are underutilized - there is duplication of work

work distribution analysis

____ to develop standards is based on assessment of internal data collected on actual work performed within the organization and calculation of time it takes to do the work to gather this information, you can - analyze historical performance data - supervisor performs the work, logging their time spent - employees self-report data - observe a sample of job functions

work measurement

____, also called remote or virtual work, is where the employee uses technology to perform work and link with the organization from home or another out-of-office location - advantage for employee for reduced expense of commuting, increased productivity, less distractions, but can lead to social isolation

telecommuting

true or false employment discrimination based on a characteristic associated with a protected class is illegal unless it directly interferes with job performance

true

the _____ prohibits age discrimination against job applicants or workers age 40 or older, making hiring, compensation, and other employment decisions based on age illegal retaining qualified experienced older workers can help maintain stability within the organization's workforce employers may defend age as a BFOQ if they can show age is directly related to job performance based on job analysis

Age Discrimination in Employment Act of 1967

the ____ requires that men and women in the same workplace be paid equally for performing equivalent work - job content rather than job title is used to determine if one job is equivalent to another - covers all employers and forms of pay

Equal Pay Act of 1963

the _____ sets the minimum wage requirements for overtime pay and child labor standards - enforced by US Department of Labor employees classified as exempt or nonexempt based on job title, duties, and salary level nonexempt employees - covered by ____ minimum wage and overtime provisions exempt employees - not covered

Fair Labor Standards Act (FLSA) of 1938

the ___ covers public agencies and private employers with 50 or more employees working in 20 or more workweeks in a calendar year employees who have worked at least 12 months can take job-protected leave for up to 12 workweeks for specified family and medical reasons - employees must comply with employer's policies for requesting leave, advance notice, and sick leave and vacation time

Family and Medical Leave Act of 1993

the ____ prohibits the employer's use of genetic information in making decisions regarding hiring, promotion, benefits, pay, and termination, and restricts disclosure of genetic information about applicants, employees, and their families

Genetic Nondiscrimination Act of 2008 (GINA)

____ gives employees the right to form labor unions and bargain collectively, regulates union-employer relations, and formed the National Labor Rations Board (NLRB) as the federal agency to enforce the law made it unlawful for employers to - threaten employees with loss of jobs based on union vote or activity - question employees about union views - promise special benefits to employees to discourage union support - punish employees for engaging in legal union activity, as by firing or transferring to a more difficult job labor organizations cannot use throats or coercive tactics to gain employee support for the union or striking over issues not related to employment terms or conditions

National Labor Relations Act (NLRA) of 1935 (Wagner Act)

The ____ assures safe and healthy working conditions for employees by providing research, information, education, and training in the field of occupational health and safety - employers must report all job-related injuries, illnesses, and fatalities the ___ created the Occupational Safety and Health Administration (OSHA) agency within the DOL to administer and enforce the law and provide education on workplace safety

Occupational Safety and Health Act (OSHA) of 1970

Title 7 of the Civil Rights Act was amended with the ____ to protect women from sex discrimination based on pregnancy, and conditions related to pregnancy or childbirth

Pregnancy Discrimination Act of 1978

Job analysis is needed to support several HRM functions performed by managers. Name two of these HRM functions.

Recruitment and selection, training

the ____ made changes to the employer-employee labor relationship by - giving employers freedom to express their views to employees regarding unionization - allowing the US president to issue a temporary ban on strikes that might impact national health and safety - giving states permission to enact right-to-work laws prohibiting forced union membership as a condition of employment Healthcare Amendments of this act clarified that employees of private, nonprofit hospitals are covered under federal labor law and healthcare unions must provide 10-day advance notice of a strike

Taft-Hartley Act of 1947

____ applies to employers with 15 or more employees and prohibits employment decisions, including those involving hiring, compensation, dismissal, or working conditions, based on an individual's race, color, religion, sex, or national origin established the Equal Employment Opportunity Commission (EEOC) - federal agency responsible for administering and enforcing equal opportunity employment laws, investigating complaints, and filing discrimination charges in court HRM definitions developed from ___ court cases - protected class, disparate treatment, adverse impact

Title 7 of the Civil Rights Act of 1964

____ refers to the formal system of review and evaluation to assess, and ultimately improve, employee or team performance planning and implementation of an effective and fair appraisal system involves attention to - job related criteria for employee assessment, determined through job analysis - clear performance expectations - standardization of methods, instruments, and time periods for data collection and appraisal interview with formal documentation of legal protection - training of appraisers - continuous communication and feedback before and after appraisal interview to support performance improvement and avoid surprise - formal grievance (complaint) procedure should need for appeal of appraisal results arise

performance appraisal

____ includes the full range of activities involved in measuring, reviewing, and improving employee performance, including defining job expectations, setting goals, monitoring performance, providing feedback, and designing strategies to improve performance ongoing process

performance management

____ compares work outcomes to the established performance standards - results are typically expressed in quantifiable terms, such as rates analysis of employee performance data based on standards can support - employee performance appraisals - staffing decisions - job analysis and job description redesign - productivity and quality improvement initiatives

performance measurement

____ refers to systematic steps or actions taken in order to accomplish a goal, or to create a product or service two major ways that ___-type work is organized in HIM are 1. serial work 2. parallel work

process

____ identified groups of people with specific characteristics protected by law based on past history of employment discrimination affecting these groups

protected class

____ is the way an organization attracts a pool of qualified job applicants - best way to recruit talent is to build an environment where people want to work; treating employees with respect and offering opportunities for growth sources of qualified candidates can be internal or external to the organization - internal candidates include promotion or transfer of employees from within the organization, are known by the organization and need less orientation, is not brining in new talent when hiring from within, may create another open position, rejected internal candidates can have negative effects methods of identifying qualified candidates include job posting, employee referral, online, print advertising - use more than one method to reach all types of candidates

recruiting

HRM functions performed by managers include

recruitment, staff selection, performance management and training

____ refers to the degree to which a selection test produces consistent scores on test and retest (coder scoring a 150 on a test one day and a 70 the next day would be questioned)

reliability

___ is the process of choosing the individual to hire who best firs the job and the organization from among the pool of qualified prospects generated by recruiting, making the best investment in human capital hiring the right person boosts staff morale and productivity and ability to reach goals, whereas hiring the wrong person may cause them to perform poorly and lead to replacement need in a short time

selection

when used as one component of the candidate selection process, a well-constructed ____ can assess job skills and abilities or identify job-related attitudes that may not surface in an interview disadvantages are inability to measure motivation at work and risk of discrimination tests used must be necessary to appropriately evaluate the knowledge, skills, and abilities identified in job analysis as needed to perform the job to be fair, legal, and effective, ____ should be designed to meet standards for validity and reliability

selection test

____ is tasks or steps in a process handled separately in sequence by individual workers, as with an assembly line, to complete a process

serial work division

a type of harassment based on sex is called _____ - may include verbal comments, unwanted physical contact, sexual advances, or requests for sexual favors - sexual favors may be requested in return for continued employment or job benefit - applies REGARDLESS OF GENDER by supervisors, coworkers, or nonemployees

sexual harassment

___, as a HRM function, involves management decisions about the types of employees needed, how many employees are needed, how work will be organized, and how employees are scheduled in a work unit

staffing

____ job interview planned in advance; each candidate is asked the same questions questions include: - situational: candidates are asked how they would handle a given job-related scenario - behavioral: candidates asked to relate a behavior used in the past to handle a job situation - knowledge: candidates asked direct questions about job knowledge or skill answers can be rated and scored questions are job related, based on job analysis more objective and consistent than unstructured interview legally defensible time efficient not flexible

structured