Human Resource Management Test #1

HR responsibilities of Supervisors

- Help define jobs - Forecast HR needs. - Provide Training - Interview (and select) candidates - Appraise Performance - Recommend pay increases and promotions - Communicate Policies - Motivate, with support from pay, benefits, and other rewards.

5 Ethics in Constitution and Bill of Rights

- Right to free consent - Right of privacy - Right of freedom of conscience - Right of freedom of speech - Right to due process

High Performance Work System Characteristics

-reliance on knowledge workers -empowerment of employees to make decisions -use of team work

Total Quality Management (TQM)

A company wide effort to continuously improve the ways people, machines, and systems accomplish work.

Job Specifications

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

Job Description

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

Benchmarking

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

Job Sharing

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

Affirmative Action

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

Disparate Treatment

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

Disparate Impact

DIFFERENT- a condition in which employment practices are seemingly neutral yet disproportionately excluded a protected group from employment opportunities.

Employee Empowerment

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

9 HR Success Competencies

HR expertise, relationship management, ethical practice, consultation, leadership, and navigation, communication, global and cultural effectiveness, ethical practice, critical evaluation, and business acumen.

What skills are sought by U.S employers today?

Interpersonal Skills

Business Acumen

Involves understanding how information can be used to support the organization strategy. Behaviors include gaining and applying knowledge of business principles and how HR functions relate to business success. Competency Type: Business

Title VII (7) of the Civil Rights Act of 1964

Led by individuals such as Dr. Martin Luther King Jr. to ensure that employment opportunities would be based on character and ability rather than race, Congress wrote and passed Title VII, and President Lyndon B. Johnson signed it. Enforced by Equal Employment Opportunity Commission (EEOC)

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. Responsibilities: Recruiting; job positions; interviewing, testing; coordinating use of temporary labor

Job Design

Process of defining how work will be performed and what task will be required in a given job.

Performance Management

Process through which managers ensure that employees' activities, and outputs contribute the organization's goals. Responsibilities: Performance measures; preparation and administration of performance appraisals; discipline

Recruitment

Process through which the organization seeks applicants for potential employment. Responsibilities: Recruiting; job positions; interviewing, testing; coordinating use of temporary labor

Americans with Disabilities Act (ADA) of 1990

Protects individuals with disabilities from being discriminated against in the workplace. Under this Act, discrimination against a disabled person is illegal in employment, transportation, public accommodations, communications and government activities. Reasonable Accommodations

Position Analysis Questionnaire (PAQ)

Questionnaire containing 194 questions about work behavior, work conditions, and job characteristics

Orientation

Should be done at 3 levels--> company, crew, and task

Job Evaluation

The process involves assessing the relative dollar value of each job to the organization in order to set up fair pay structures. If employees do not believe pay structures are fair, they will become dissatisfied and may quit, or they will not see much benefit in striving for promotions. To put dollar values on jobs, it is necessary to get information about different jobs and compare them.

Job Analysis

The process of getting detailed information about jobs

Ergonomics

The study of the interface between individuals' physiology and the characteristics of the physical work environment

Workforce Analytics

The 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.

1964 CRA

This act applies to organizations that employ 15 or more persons working 20 or more weeks a year and that are involved in interstate commerce, as well as state and local governments, employment agencies, and labor organizations. Opposition and Participation in a proceeding

Sexual Harassment

Unwelcome sexual advances as defined by the EEOC

Reverse Discrimination

White/male individuals have fought against affirmative action and quotas. Discriminating against males by preferring women and minorities. Ex: lawsuit on old people

Physiological Contract

a description of what an employee expects to contribute in an employment relationship and what the employer will provide the employee in exchange for those contributions.

Quid Pro Quo

a person makes a benefit (or punishment) contingent on a employee's submitting to (or rejecting) sexual advances. "This for that"

Talent Management

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

Dictionary of Occupational Titles (DOT)

a vehicle for helping the new public employment system link the demand for skills and the supply of skills in the U.S. Workforce. Described of 12,000 jobs. Served U.S for 60 years.

Bureau of Labor Statistics

an agency of the Department of labor, tracks changes in the composition of the U.S. labor force and forecast employment trends. is a unit of the United States Department of Labor. It is the principal fact-finding agency for the U.S. government in the broad field of labor economics and statistics and serves as a principal agency of the U.S. Federal Statistical System.

Competency

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

High Performance Work System

an organization in which technology, organizational structure, people, and processes work together seamlessly to give an organization and advantage in the competitive environment

Human Capital

an organization's employee's, described in terms of their training, experience, judgement, intelligence, relationships, and insights--the employee characteristic that can add economic value to the organization.

Outsourcing

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

Expatriates

employees who take assignments in other countries NOW called Radical Nationalist

Job Enrichment

empowering workers by adding more decision making authority to jobs. (vertical)

Vocational Rehabilitation Act of 1973

enhance employment opportunity for individuals with disabilities. This act covers executive agencies and contractors and subcontractors that receive more than $2500 annually from federal government. The department of Labor's Employment Standards Administration enforces this act.

Job Rotation

enlarging jobs by moving employees among several different jobs (horizontal) common among production teams.

Human Resource Expertise

essentially involves understanding and carrying out the functions of human resource management. These behaviors include using HR technology, applying policies and procedures, and keeping-up-to-date on HR laws. Competency Type: Technical

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. Shifts the recruiting focus away from technical skills and toward general cognitive and interpersonal skills.

Work Flow Analysis

identifies the outputs of the process, the activities involved, and the three categories of input (materials and information, equipment, and human resources)

Equal Pay Act of 1963

if men and women in an organization are doing equal work, the employer must pay them equally. ANYTHING BUT SEX

Herzberg's Two factor Theory

individuals are motivated more by the intrinsic aspects of work (for example, the meaningfulness of a job) than by extrinsic rewards, such as pay.

Ethical Practices

involves applying integrity, accountability, and other core values. Examples include maintaining confidentiality, rewarding ethical behavior, and responding to report of unethical conduct. Competency Type: Leadership

Relationship Management

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. Competency Type: Interpersonal

Communication

involves the skills needed to exchange information with others inside and outside the organization. Behavior examples include expressing information clearly, providing constructive feedback, and listening effectively. Competency Type: Interpersonal

Consent 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, including such remedies as back pay, reinstatement of the employee, and promotions.

Global and Cultural Effectiveness

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. Competency Type: Interpersonal

Training

organizations planned efforts to help employees acquire job related knowledge, skills. abilities, and behaviors, with the goal of applying these on the job. EX: safety training- teach employees safe habits. Responsibilities: orientation; skills training; career development programs.

Age Discrimination Employment Act (ADEA)

outlaws hiring, firing, setting compensation rates, or other employment decisions based on a persons age being over 40

Leadership and Navigation

refer to directing the organization processes and programs. Depending on one's level in the organization, the necessary behaviors would include behaving consistently with the organization's culture, encouraging people to collaborate, or setting a vision for HR function or entire organization. Competency Type: Leadership

Critical Evaluation

refers to the interpretation of information needed for making business decisions. Behaviors include gathering relevant data, applying statistical knowledge to understand the data, and finding roots causes of problems Competency Type: Business

Consultation

refers to ways HR employees guide others in an organization. They do this through behaviors such as coaching, gathering data to support business decision, and especially at a senior level, designing solutions in support of business strategy. Competency Type: Business

Self Service

system in which employees have online access to information about HR issues and go online to enroll themselves in programs and provide feedback through surveys Ex: training, benefits, compensation, and contracts Sierra Cedar

Development

the acquisition of knowledge, skills, and behaviors that improve an employee's ability to meet changes in job requirements and in customer demands. Preparing employees for management responsibility. EX: development programs Responsibility: orientation; skills training; career development programs.

Downsizing

the planned elimination of large numbers of personnel with the goal of enhancing the organization's competitiveness.

Human Resource Management

the policies, practices, and systems that influence employees behavior, attitudes, and performance.

Occupational Information Network (O*NET)

uses a common language that generalizes across jobs to describe the abilities, work styles, work activities, and work context required for 1000 broadly defined occupations.