HR management 1
Recruiter Traits and Behaviors
-Characteristics of Recruiter -Behavior of Recruiter -Enhancing Recruiter's Impact
Recruitment Sources: External Sources
-Direct applicants -Referrals -Advertisements in newspapers and magazines -Electronic recruiting -Public employment agencies -Private employment agencies -Colleges and universities
Maintaining Positive Employee Relations
-Preparing and distributing employee handbooks and company publications -Dealing with and responding to communications from employees' questions -Negotiating union contracts and maintaining communication with union representatives Collective bargaining
Which HR functions are primarily concerned with 1) ensuring employees are capable of doing their current job , 2) ensuring that employees are satisfied with their rewards.
1) selection ; 2) pay and benefits
Top 5 qualities employers look for in employees
1. Communication skills 2. Honest/integrity 3. Interpersonal skills 4. Motivation/initiative 5. Strong work ethic SOFT SKILLS
Key sections of PAQ
1. Information input 2. Mental processes 3. Work output 4. Relationships with other persons 5. Job context 6. Other characteristics
Advantages of Internal Sources of recruitment
1. It generates applicants who are well known to the organization. 2. These applicants are relatively knowledgeable about the organization's vacancies, which minimizes the possibility of unrealistic job expectations. 3. Filling vacancies through internal recruiting is generally cheaper and faster than looking outside the organization.
Pay Structure: Putting It All Together
1. Job Evaluation 2. Job Structure 3. Define Key Jobs 4. Pay Survey 5. Pay Policy Line 6. Pay Rates 7. Pay Grades 8. Pay Ranges 9. Pay Structure
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?"
There are three major steps to forecasting
1.Forecasting the demand for labor 2.Determining labor supply 3.Determining labor surplus or shortage
Employee Rights Under the OSH Act
1.Request an inspection. 2.Have a representative present at an inspection. 3.Have dangerous substances identified. 4.Be promptly informed about exposure to hazards and be given access to accurate records regarding exposure. 5.Have employer violations posted at the work site.
Maximum Punitive Damages Allowed Under the Civil Rights Act of 1991
14 to 100 employees --- $50,000 101 to 200 employees --- $100,000 201 to 500 employees ---- $200,000 500+ employees ----------$300,000
most common charges filed with the EEOC
2006 - race 2015 - retaliation
One employee dedicated to handle HR related matters is usually necessary in a company of how many employees?
90
Disparate Impact
A condition in which employment practices are seemingly neutral yet disproportionately exclude a protected group from employment opportunities. Intent irrelevant
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. By comparing the yield ratios of different recruitment sources, we can determine which source is the best or most efficient for the type of vacancy.
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.
Dual relationships
A subordinate who is also a significant other in the superior's life; ethics standards dictate that this practice is to be avoided.
13th Amendment (1865)
Abolition of slavery w/o compensation for slave-owners has been applied in cases where discrimination involved the symbols and incidents of slavery
civil rights act 1991
Adds compensatory and punitive damages in cases of discrimination under Title VII and ADA. Amount of punitive damages is limited by the act and depends on size of the organization charged with discrimination.
changes in the work force
Aging workforce Diverse workforce Skill deficiencies
Reasonable Accommodation
An employer's obligation to do something to enable an otherwise qualified person to perform a job. Companies should recognize needs based on individuals' religion or disabilities Employers may need to make such accommodations as adjusting work schedules or dress codes, making the workplace more accessible, or restructuring jobs.
human capital
An organization's employees, described in terms of their training, experience, judgment, intelligence, relationships, and insight.
Occupational Safety and Health Act (OSH Act)
Authorizes the federal government to establish and enforce occupational safety and health standards for all places of employment engaging in interstate commerce.
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 or surplus of labor for each job category. Determining expected shortages and surpluses allows the organization to plan how to address these challenges.
A male manager frequently engages in sexual activity with selected female subordinates. Other women in this work environment who are not involved
C. Yest because the manager was making others feel uncomfortable
A public accounting firm of 250 employees realizes they have a surplus of 15 support personnel (not auditors). What should they do? A.Hire temporary workers B.Offer early retirement C.Downsize people in those positions D.Wait for attrition and implement a hiring freeze for those positions
C.Downsize people in those positions
Forecasting the Demand for Labor using trend analysis
Constructing and applying statistical models that predict labor demand for the next year, given relatively objective statistics from the previous year.
Vocational Rehabilitation Act of 1973
Covered organizations must engage in affirmative action for individuals with disabilities. Employers are encouraged to recruit qualified individuals with disabilities and make reasonable accommodations to them.
Promoting Safety Internationally
Cultural differences make this difficult. Laws, enforcement practices, and political climates vary from country to country. Companies may operate in countries where labor standards are far less strict than in U.S.
A male manager frequently engages in sexual activity with selected female subordinates. Other women in this work environment who are not involved
D. Yes because any consensual relationship in the workplace among employees is prohibited
Pregnancy Discrimination Act of 1978
Defines discrimination on the basis of pregnancy, childbirth, or related form of medical condition to be a form of illegal sex discrimination. Benefits, including health insurance, should cover pregnancy and related medical conditions in the same way as other medical conditions.
Alternatives to Job-Based Pay
Delayering Skill based pay systems
Psychological Contract
Describes what an employee expects to contribute and what the company will provide to the employee for these contributions
Options for Reducing a Surplus
Downsizing Pay reductions Demotions Transfers Work sharing Hiring freeze Natural attrition Early retirement Retraining
General Duty Clause (OSHA)
Each employer has a general duty to furnish each employee a place of employment free from recognized hazards that cause or are likely to cause death or serious physical harm.
Genetic Information Nondiscrimination Act of 2008 (GINA)
Employers may not use genetic information in making decision related to terms, conditions, or privileges of employment Includes a person's genetic tests, genetic test of the person's family members, and family medical histories Forbids unintentional collection of this data Forbids harassment of employee because of genetic information
Specific Duties (OSHA)
Employers must keep records of work-related injuries and illnesses. Employers must post and annual summary of these records from February 1 to April 30 in the following year.
True or False Applicants respond more positively when the recruiter is an HR specialist than line managers or incumbents.
False
True or False Realistic job previews should highlight the positive characteristics of the job rather than the negative.
False
Cost Per Hire
Find the cost of using a particular recruitment source for a particular type of vacancy. Divide that cost by the number of people hired to fill that type of vacancy. A low cost per hire means that the recruitment source is efficient.
In employment relationships employees are looking for:
Flexible work schedules Comfortable working conditions Greater autonomy Training and development Performance related financial incentives
14th amendment
Forbids the states from taking life liberty or property without due process of the law prevents the states from denying equal protection applies to the decisions or actions of the government or private groups
Civil Rights Act
Granted all persons the same property rights as white citizens granted all citizens the right to sue in federal court if they feel they have been deprived of some civil rights
HR Management implications of the Aging Workforce
HR professionals will spend much of their time on concerns related to retirement planning, retraining older workers and motivating workers whose careers have reached a plateau organizations will struggle with ways to control the rising costs of health care and other benefits many of tomorrow's managers will supervise employees much older than themselves organizations will have to find ways to attract, retain and prepare the youth labor force
Downsizing presents a number of challenges and opportunities
HRM function must "surgically" reduce the workforce by cutting only the workers who are less valuable than their performance
mergers and acquisitions
HRM should have a significant role in carrying out a merger or acquisition. Differences between businesses involved in the deal make conflict inevitable. Training should include conflict resolution skills. There is a need to sort out differences in the two companies' practices regarding compensation, performance appraisal, and other HR systems.
skill of HRM professionals
Human relations skills leadership skills decision making skills technical skills
Which of the following has FIRST priority for inspection by OSHA officials?
Immient danger
Reinforcing Safe Practices
Implementing a safety incentive program to reward workers for their support of and commitment to safety goals. Start by focusing on monthly or quarterly goals. Encourage suggestions for improving safety.
External labor market
Individuals who are actively seeking employment The number and kind of people determine the kinds of human resources available to an organization
Established the Occupational Safety and Health Administration (OSHA). Responsible for:
Inspecting employers Applying safety and health standards Levying fines for violation
Several personnel policies are especially relevant to recruitment:
Internal versus external recruiting Lead-the-market pay strategies Employment-at-will policies Image advertising
Judicial Branch
Interprets the laws The supreme court is the final court of appeal, binding decisions
Fleishman 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.
Examples of Competencies
Knowledge: factual or procedural information necessary for successfully performing a task. Skill: an individual's level of proficiency at performing a particular task. Ability: a more general enduring capability that an individual possesses. Personality Characteristics: job-related licensing, certifications, or personality traits.
Regulation of HRM
Legislative Branch, Executive Branch, Judicial Branch.
In an organization, who should be concerned with HR management?
Managers and HR departments
Equal Pay Act of 1963
Men and women in an organization doing the same work must be paid equally equal is defined in terms of skill, effort, responsibility and work conditions
Technic of Operations Review (TOR)
Method of promoting safety by determining which specific element of a job led to a past accident.
Enforcement of the OSH Act
OSHA is responsible for inspecting businesses, applying safety and health standards, and levying fines for violations. OSHA regulations prohibit notifying employers of inspections in advance.
Leading Indicators of Trend Analysis
Objective measures that accurately predict future labor demand.
Fastest growing age group in the work force
Older generation
Trends in Job Analysis
Organizations are being viewed as a field of work needing to be done, rather than as a set series of jobs held by individuals.
The Process of Human Resource Planning
Organizations should carry out human resource planning so as to meet business objectives and gain a competitive advantage over competitors.
Options for Avoiding a Shortage
Overtime Temporary employees Outsourcing Retrained transfers Turnover reductions New external hires Technological innovation
Skill-Based Pay Systems
Pay structures that set pay according to the employees' levels of skill or knowledge and what they are capable of doing. This is appropriate in organizations where changing technology requires employees to continually widen and deepen their knowledge.
Age Discrimination in Employment Act
Prohibits discrimination against workers over the age of 40 and restricts mandatory retirement
Executive Order 11246
Prohibits federal contractors and subcontractors from discriminating based on race, color, religion, sex, or national origin. Employers whose contracts meet minimum size requirements must engage in affirmative action.
Enhancing the Recruiter's Impact
Recruiters should provide timely feedback Recruiters should avoid offensive behavior. They should avoid behaving in ways that might convey the wrong impression about the organization The organization can recruit with teams rather than individual recruiters.
Delayering
Reducing the number of levels in the organization's job structure. More assignments are combined into a single layer. These broader groupings are called broad bands. More emphasis on acquiring experience, rather than promotions.
Vietnam Era Veteran's Readjustment Act of 1974
Requires federal contractors and subcontractors to take affirmative action toward employing veterans Vietnam War veterans. Covers veterans who served between August 5, 1964 and May 7, 1975.
Executive Order 11478
Requires the federal government to base all its employment decisions on merit and fitness. Also covers organizations doing at least $10,000 worth of business with the federal government.
Equal Employment Opportunity Commission (EEOC)
Responsible for enforcing most of EEO laws. Investigates and resolves complaints about: discrimination Gathers information Issues guidelines Monitors organizations' hiring practices Complaints must be filed within 180 days of incident. EEOC has 60 days to investigate complaint.
Four-Fifths Rule
Rule of thumb that finds evidence of discrimination if an organization's hiring rate for a minority group is less than four-fifths the hiring rate for the majority group.
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.
Employer-Sponsored Safety and Health Programs
Technic of Operations Review (TOR) Identifying and communicating hazards Reinforcing safe practices Promoting safety internationally
Ethics
The fundamental principles of right and wrong Many ethical issues in the workplace involve HR management
Sources of Job Information
The incumbents - people who currently hold the position in the organization. Dictionary of Occupational Titles (DOT) - published by the U.S. Department of Labor Occupational Information Network (O*NET) - an online job description database developed by the Labor Department
Job Posting
The process of communicating information about a job vacancy On company bulletin board In employee publications On corporate intranets Anywhere else the organization communicates with employees
Performance Management
The process of ensuring that employees' activities and outputs match the organization's goals
strategic business issues affecting hrm
Total Quality Management Mergers and Acquisitions Reengineering International Expansion Downsizing Outsourcing
True or False Applicants respond positively to recruiters whom are warm and informative
True
True or False Personnel policies are more important than the recruiter when deciding whether or not to take a job.
True
Designing Jobs That Meet Mental Capabilities and Limitations
Work is designed to reduce the information- processing requirements of the job. Workers may be less likely to make mistakes or have accidents. Simpler jobs may be less motivating. Technology tools may be distracting employees from their primary task resulting in increased mistakes and accidents. EPSS; context specific help
Categories of Abilities [Fleishman Job Analysis System]
Written comprehension Deductive reasoning Manual dexterity Stamina Originality
Determining Labor Supply using 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.
Total Quality Management (TQM)
a companywide effort to continually improve the ways people, machines, and systems accomplish work TQM approach provides guidelines for all the organization's activities, including HRM
Workforce Utilization Review
a comparison of employees in protected groups with the proportion that each group represents in the relevant labor market. The organization must assess current utilization patterns, then forecast how they are likely to change in the near future.
Reengineering
a complete review of the organization's critical work processes to make them more efficient and able to deliver higher quality Involves reviewing all the processes performed by all the organizations major functions
job descriptions
a list of tasks, duties, and responsibilities (TDRs) that a particular job entails
job
a set of related duties
HR departments have responsibility for
a variety of functions related to acquiring and managing employees
Sharon is a very smart and conscientious worker. Lately, she has felt that her ideas were disregarded and she was denied autonomy in completing her work. This situation is probably caused by a lack of a) Employee Empowerment b) Knowledge Management c) Turnover d) Teamwork
a) Employee Empowerment
Competencies
abilities, and other characteristics (KSAPs) that an individual must have to perform a particular job.
Internal labor force
an organization's workers (its employees and the people who have contracts to work at the organization) drawn from the external labor market
Recruiting Human Resources
any activity carried on by the organization with the primary purpose of identifying and attracting potential employees. 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.
The HRM function during downsizing is to terminating the workers who
are less valuable in their performance
Forecasting
attempts to determine the supply and demand for various types of human resources to predict areas within the organization where there will be labor shortages or surpluses.
Adding more tasks to an existing job is called ____________, while adding more decision- making authority to jobs is called _________. a) Job extension; job rotation b) Job rotation; job enrichment c) Job enlargement; job enrichment d) Job enlargement; job rotation
c) Job enlargement; job enrichment
Ensuring that knowledge workers will share information and store it so that it is easily retrieved by others is the concern of which of the following HR activities. a) turnover b) employee empowerment c) knowledge management d) employee selection
c) knowledge management
the organization's structure brings together the people who must collaborate to efficiently produce the desired outputs
centralized decentralized functional product or customers
HR management requires skills in
communicating negotiating team development decision making skills leadership skills technical skills
Which HR functions are primarily concerned with 1) ensuring employees are capable of doing their current job , 2) ensuring that employees are satisfied with their rewards. a) 1. Development; 2. Employee Relations b) 1. Training; 2. Legal Compliance c) 1. Selection; 2. Pay & Benefits d) 1. Training; 2. Pay & Benefits
d) 1. training; 2. pay and benefits
Which of the following has FIRST priority for inspection by OSHA officials? a) Catastrophes and fatal accidents b) Employee complaints c) High-hazard industries d) Imminent danger
d) Imminent danger
The gap between skills needed and skills available has _______ companies ability to compete
decreased they sometimes lack the capacity to upgrade technology, reorganize work, and empower employees
Dejobbing
designing work by project rather than jobs.
Organizations can prevent sexual harassment by:
developing a policy that defines and forbids it training employees to recognize and avoid this behavior providing a means for employees to complain and be protected
Which of the following is covered under Title VII of the Civil Rights Act? a. A group of Hispanic applicants claim that they were discriminated against during the hiring process. b. A gay man charges that he was discriminated against as reflected in his performance evaluation. c. A group of women claim they were denied training opportunities that their male counterparts received d. A group of older workers claim they were laid-off disproportionately in comparison to younger workers. e. Both a & c
e. Both a & c
knowledge workers
employees whose main contribution to the organization is specialized knowledge, such as knowledge of customers, a process, or a profession
Uniformed Services Employment and Reemployment Rights Act (USERRA)
employers must reemploy workers who left their jobs to fulfill military duties for up to five years should be in the job they would have held if they had not left to serve in the military
During an interview it is legal to ask only women if they have child-care needs
false
Government requirements include:
filing reports and displaying posters, avoiding unlawful behavior
Employee rights
free consent, privacy, freedom of conscience, freedom of speech, due process
Legislative Branch
has enacted a number of laws governing HR activities
Fastest growing occupation
healthcare
knowledge workers are especially needed in...
healthcare business services social services engineering management
organizations depend on their HR department to help
hiring promotions discipline benefit All aspects of HRM require careful and discrete records
Competencies
how you do your job
Human Resource Planning
identifying the numbers and types of employees the organization will require to meet its objectives
the building block of all HRM functions.
job analysis
Key components of job descriptions
job title brief description of the TDRs List of the essential with detailed specifications of the tasks involved in carrying out each duty
Skilled HR professionals can apply
knowledge of human behavior along with performance management tools to help the organization manage change constructively
The HRM function during downsizing is to terminate the workers who are
less valuable than their performance
Under these guidelines, preventing sexual discrimination includes
managing the workplace in a way that does not tolerate anybody's threatening or intimidating employees through sexual behavior.
today's employers are looking for:
mathematical skills verbal skills interpersonal skills computer skills
today's employment relationship
organization's needs are constantly changing organizations are requiring top performance and longer work hours but cannot provide job security
Traditional employment relationship
organizations expected employees to contribute time, effort, skills, abilities, loyalty in exchange for job security and promotions
#1 Cause of Workplace Injuries
overexertion
Direct Applicants
people who apply for a vacancy without prompting from the organization There's no job readily available
Title 7 of the Civil Rights Act of 1964
prohibits discrimination based on race, color, religion, or gender applies to organizations that employ 15 or more persons companies can't retaliate in any way
Americans with Disabilities Act
protects individuals with disabilities from being discriminated against in the workplace prohibits discrimination based on disability in all employment practices employers must take steps to accommodate individuals covered by the act
Sexual Harassment:
refers to unwelcome sexual advances, requests for sexual favors, and other verbal or physical contact of a sexual nature when: 1.Submission to such conduct is made explicitly or implicitly a term of condition of an individual's employment 2.Submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individual 3.Such conduct has the purpose of effect of unreasonably interfering with an individual's work performance or creating an intimidating, hostile, or offensive working environment.
The concept of "human resource management" implies that employees:
resources profit center or capital asset vs. an expense
Executive Branch
responsible for enforcing laws includes the regulatory agencies that the president oversees EEOC
the decisions of HR professionals should:
result in the greatest good for the largest number of people. respect basic rights of privacy, due process, consent, and free speech. treat employees and customers equitably and fairly.
Work teams often assume many of the activities traditionally reserved for managers:
selecting new team members scheduling work coordinating work with customers and other units of the organization
Careers in HRM may involve
specialized work in fields such as recruiting, training or labor relations
teamwork
the assignment of work to groups of employees with various skills who interact to assemble a product or provide a service
Equal employment opportunity
the condition in which all individuals have an equal chance for employment, regardless of their race, color, religion, sex, age, disability, or national origin constitutional amendments legislation executive orders and court decisions
"people practices" of HR management
the policies, practices, and systems that influence employees behavior, attitudes, and performance
outsourcing
the practice of having another company (a vendor, third-party provider, or consultant) provide services gives company access to in depth expertise, more economical HR departments help with the transition to outsourcing
Human Resource planning 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
Work Flow Design
the process of analyzing the tasks necessary for the production of a product or service
Job Design
the process of defining the way work will be performed and the tasks that a given job requires
Human Resource Management (HRM)
the process of determining human resource needs and then recruiting, selecting, developing, motivating, evaluating, compensating, and scheduling employees to achieve organizational goals What's missing? competitive advantage, ROI, corporate strategy
Job Analysis
the process of getting detailed information about jobs
Job Analysis
the process of getting detailed information about jobs Many organizations identify task performance behaviors by conducting a job analysis Each activity on this list is rated by "subject matter experts" according to things like the importance and frequency of the activity The activities that are rated highly in terms of their importance and frequency are retained and used to define task performance
position
the set of duties (job) performed by a particular person
Industrial Engineering
the study of jobs to find the simplest way to structure work in order to maximize efficiency. Reduces the complexity of work. Allows almost anyone to be trained quickly and easily perform the job. Used for highly specialized and repetitive jobs.
Ergonomics
the study of the interface between individuals' physiology and the characteristics of the physical work environment The goal is to minimize physical strain on the worker by structuring the physical work environment around the way the human body works. Redesigning work to make it more worker- friendly can lead to increased efficiencies.
contigent workforce
those who work in positions that are temporary or freelance or who work as independent contractors BMW ---> MAV
Within an organization, units and individuals must cooperate...
to create outputs
Hiring only men to model male underwear is legal.
true
If a company unintentionally hires a disproportionate number of non-minorities, they can be held liable for discrimination.
true
Rates of Occupational injuries and illness are decreasing
true
organizations can screen can screen candidates using a test
true
Based on Title VII's prohibition of sex discrimination, the EEOC defines sexual harassment of employees as
unlawful employment discrimination.
human resources influences
who works for the organization and how those people work