Management Ch 11 - Managing Human Resource Systems
Adverse Impact
-Unintentional Discrimination that occurs when members of a particular race, sex, or ethnic group are unintentionally harmed -They are hired, promoted, or trained at substantially lower rates than others +Four fifths (80%) rule =Used to determine if there's been a case of adverse impact
Structured
All applicants are asked the same set of standardized questions
The fact that a 98-pound candidate is not hired as a dock worker to move 60-pound boxes of produce is a legal result of....
BFOQ
Which of the following is an example of a subjective performance measure?
Behavioral Observation Scale
Which of the following types of tests accurately predicts job performance in almost all kinds of jobs?
Cognitive ability tests
Pay Level
Decisions about whether to pay workers at a level that's below, above, or at current market wages
Pay Variability
Decisions concerning the extent to which employees' pay varies with individual and organizational performance
Pay Structure
Decisions concerning the extent to which people in the company receive very different levels of pay
External Recruiting
Developing a pool of qualified job applicants from outside the company
Internal Recruiting
Developing a pool of qualified job applicants from people who work in the company
Quid Pro Quo
Employment outcomes or keeping one's job, depend on whether an individual submits to sexual harassment
Disparate Treatment
Intentional Discrimination that occurs when people deliberately deprived of employment, promotion or membership opportunities. -Due to race, color, sex, ethnic group, national origin, or religious beliefs
Unstructured interviews
Interviewers are free to ask the applicants anything they want
Employee Turnover
Loss of employees who voluntarily choose to leave the company -Functional Turnover -Dysfunctional Turnover
Dysfunctional Turnover
Loss of high-performing employees who voluntarily choose to leave a company
Functional Turnover
Loss of poor-performing employees who voluntarily choose to leave a company
Criteria to select training methods
Number of people to be trained Cost of training Objectives of the training
Accurately Measuring job performance
Objective performance measures Subjective performance measures Behavior observation scales (BOSs)
360-degree feedback
Obtained from the boss, subordinates, peers and coworkers, and the employees themselves
Compensation Decisions
Pay Level Pay Variability Pay Structure
Downsizing
Planning elimination of jobs in a company
Employment References
Previous employers or co-workers who can provide job-related info about job candidates
Performance Appraisal
Process of assessing how well employees are doing their jobs
Needs assessment
Process of identifying and prioritizing the learning needs of employees
Sexual Harassment Types
Quid Pro Quo Hostile Work Environment
To which of the following aspects of the human resource management process does U.S Federal employment law apply?
Selection Training Compensation
Selection Tests
Specific ability (aptitude) Cognitive ability Biodata Work Sample Assessment centers
Job Analysis
Systematic process for collecting info on the important work-related aspects of a job -Provides job descriptions and specs required for conducting recruitment
Types of Employee Separation
Termination Downsizing Retirement -Early retirement incentive programs (ERIPs) -Phased retirement Employee Turnover
Hostile Work Environment
Unwelcome and demeaning sexually related behavior creates an intimidating and offensive work environment
Background Checks
Verify the truthfulness and accuracy of info that applicants provide about themselves
Selection
the process of gathering information about job applicants to decide who should be offered a job