HR Test 1

OSHA penalties are aimed at employers

, rather than employees. How does this affect employee safety

Supervisor's involvement in HRM

- Help define jobs - Forecast HR needs - Provide training - Interview (and select) candidates - Appraise performance -Recommended pay increases and promotions - communicates policies -motivate, with support from pay other rewards.

Reengineering affects HRM in two ways

- How HR accomplishes its goals may change - Change requires HR to help design and implement change so that all employees will be committed to the reengineered organization's success

HR Product lines

1. Administrative services and transactions 2. Business partner services 3. Strategic partner

Changes in Labor Force

1. Aging workforce 2. Diverse Workforce 3. Skill Deficiencies

Cost control

1. Downsizing, 2. Reengineering, 3. Outsourcing

For each of the following occupations, identify at least one possible hazard and at least one action employers could take to minimize the risk of an injury or illness related to that hazard. 1. Computer programmer 2. Truck driver 3.Worker in a fast-food restaurant

1. Hazard: Tripping hazard with all the computer cordsand making sure that there are no overloads with the outlets Action:Wireless devices and making sure the cords are not in a hazard manner and that the proper outlets are being used with all the computers. 2. Hazard: Transporting hazard materiel in an unapproved container. Action: Making sure that all hazards materiel is in the proper containers for transporting. 3. Hazard: Slip and fall. Action: Wearing slip resistant shoes.

How can organizations motivate employees to promote safety and health in the workplace? (LO 3-8)

1. Identifying and Communicating Job Hazards (Job hazard analysis technique) 2. technic of operations review (TOR) 3.

Job analysis Sources of job information

1. Incumbents: people who used to have the position 2. Manager: Newly created the job. 3. Occupational Information Network (O*NET): Online job description database developed by the labor department.

Developing a Workflow Analysis Steps (diagram)

1. Inputs: raw inputs (materials and information), equipment, and human resources (knowledge, skills, and abilities). 2. Activity: What tasks are required int he production of the output? 3. Output: WHat product, information or services is provided? How is the output measured?

Supervisor's Responsibility

1. Inspect the work area at the start of each shift 2. Fix problems before someone gets hurt 3. Investigate and remediate unsafe conditions 4. Create a culture of safety

HR Business Strategy: Issues Affecting HRM

1. Mergers & acquisitions 2. Reengineering 3. International Exnansion 3. DOwnsizing 4. Outsourcing

Under The Occupational Safety and Health Act Employees have a right to:

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 work site.

Work teams often assume many of the activities traditionally reserved for managers

1. Selecting new team members 2. Scheduling work 3. Coordinating work with customers and other units of the organization

Change=

D(issatisfaction) x V(ission) x D(irst steps)

LO 4-7 Identify approaches to designing a job to make it motivating.

According to the Job Characteristics Model, jobs are more motivating if they have greater skill variety, task identity, task significance, autonomy, and feedback about performance effectiveness. Ways to create such jobs include job enlargement (through job extension or job rotation) and job enrichment. Self-managing work teams also offer greater skill variety and task identity. Flexible work schedules and telework offer greater autonomy.

Development

Acquisition of knowledge, skills, and behaviors that improve an employee's ability to meet changes in job requirements and in customer demands.

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 must understand the business, its industry, and its competitors

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. Given the increasing focus on international management, organizations also need to consider how to ensure the safety of their employees regardless of the nation in which they operate.

A Psychological Contract

Declining Union Membership , Flexibility,

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. To be effective, HR people must understand the business so it can understand what the business needs.

Disparate Treatment

Differing treatment of individuals based on the individuals' race, color, religion, sex, national origin, age, or disability status. ex: include hiring or promoting one person over an equally qualified person because of the individual's race

General Duty Clause

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.

LO 2-3 Define employee empowerment, and explain its role in the modern organization.

Employee empowerment means giving employees responsibility and authority to make decisions regarding all aspects of product development or customer service. The organization holds employees accountable for products and services, and in exchange, the employees share in the rewards (or losses) that result. Selection decisions should provide employees who have the necessary decision-making and interpersonal skills. Job design should give employees latitude for decision making. Feedback and rewards must be appropriate for the work of empowered employees HRM can also play a role in giving employees access to the information they need.

LO 3-4 Describe ways employers can avoid illegal discrimination and provide reasonable accommodation.

Employers can avoid discrimination by avoiding disparate treatment of job applicants and employees, as well as policies that result in disparate impact. Companies can develop and enforce an EEO policy coupled with policies and practices that demonstrate a high value placed on diversity. Affirmative action may correct past discrimination, but quota-based activities can result in charges of reverse discrimination. To provide reasonable accommodation, companies should recognize needs based on individuals' religion or disabilities. Accommodations could include adjusting schedules or dress codes, making the workplace more accessible, or restructuring jobs.

LO 4-9 Discuss how organizations can plan for the mental demands of a job.

Employers may seek to reduce mental as well as physical strain. The job design may limit the amount of information and memorization involved. Adequate lighting, easy-to-read gauges and displays, simple-to-operate equipment, and clear instructions also can minimize mental strain. Computer software can simplify jobs—for example, by performing calculations or filtering out spam from important e-mail. Organizations can select employees with the necessary abilities to handle a job's mental demands.

Specific Duties

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.

Job Enrichment

Empowering workers by adding more decision-making authority to jobs. Based on Herzberg's theory of motivation. Individuals motivated more by intrinsic aspects of work. Best for workers who are flexible and responsive to others for these workers, enriched jobs can dramatically improve motivation

EEOC

Equal Employment Opportunity Commission

An aging workforce

From 2012 to 2022, the fastest-growing age group is expected to be workers 55 and older. The 25- to 44-year-old group will increase its numbers only slightly, so its share of the total workforce will fall. Young workers between the ages of 16 and 24 will actually be fewer in number. This combination of trends will cause the overall workforce to age.

Downsizing is..

Going to be around, you may not be you but it will happen to someone around you.

legal immigrants

H1B Visa

Mergers And Acquisitions

HR involved in conflict resolution, due diligence, acquisition integration

Importance of Job analysis

HR managers that it has been called the building block of all HRM functions. Almost every HRM program requires some type of information determined by job analysis. Work redesign HR planning Selection Training Performance appraisal Career planning Job evaluation Pricing a job

Organizations can structure work that involves collaboration among employees at different times and places,

HR professionals must ensure that communications remain effective enough to detect and correct problems when they arise.

Job analysis is also important from a legal standpoint. It helps determines

Job analysis is also important from a legal standpoint. It helps determines Identify types of work in their units Information about work flow process Information that supports hiring decisions, performance review, and compensation

LO 2-2 Summarize areas in which human resource management can support the goal of creating a high-performance work system.

To find and keep the best possible fit between their social system and technical system, HRM recruits and selects employees with broad skills and strong motivation, especially in organizations that rely on knowledge workers. Job design and appropriate systems for assessment and rewards have a central role in supporting employee empowerment and teamwork.

The Platinum rule-

Treat others the way THEY want to be treated.

Mergers

Two companies become one

LO 3-6 Explain employers' duties under the Occupational Safety and Health Act.

Under the Occupational Safety and Health Act, employers have a general duty to provide employees a place of employment free from recognized safety and health hazards. They must inform employees about hazardous substances. They must maintain and post records of accidents and illnesses. They must comply with NIOSH standards about specific occupational hazards.

H1B

Used in order to get more employees and go to people from Indians and China. Companies want more but the government won't let them. Alien in a Specialty Occupation (Profession)

LO 4-2 Describe how work flow is related to an organization's structure.

Within an organization, units and individuals must cooperate to create outputs, and the organization's structure brings people together for this purpose. The structure may be centralized or decentralized. People may be grouped according to function or into divisions focusing on particular products or customer groups. A functional structure is most appropriate for people who perform highly specialized jobs and hold relatively little authority. Employee empowerment and teamwork succeed best in a divisional structure.

Disparate Impact

a condition in which employment practices are seemingly neutral yet disproportionately exclude a protected group from employment opportunities. (by chance). ex: pay, hiring, promotions, or training. Employee asked for referrals. These referrals can produce a pool of well-qualified candidates who would be a good fit with the organization's culture and highly motivated to work with people they already know. However, given people's tendency to associate with others like themselves, this practice also can have an unintentional disparate impact on groups not already well represented at the employer. People only referred whites.

To compete for talent, organizations must be flexible enough to meet the needs of older workers and must recruit from

a diverse population; establish bias-free HR systems; and help employees understand and appreciate cultural differences.

Ability

a general enduring capability that an individual possesses.

Disability

a physical or mental impairment that substantially limits one or more major life activities, a record of having such an impairment, or being regarded as having such an impairment.

Flextime

a scheduling policy in which full-time employees may choose starting and ending times within guidelines specified by the organization A work Schedule that allows time for community and family interests.

KSAOs is especially important for making decisions about

about who will fill a job.

How does each of the following labor force trends affect HRM?(LO 2-1) Aging of the labor force. Diversity of the labor force. Skill deficiencies of the labor force.

aging: Old teach young respect of old. Have to learn about the different generations and what they value and how they act. Many are retiring, more than in labor force. Diversity: Growing diversity leads to verification that they can work in the U.S., worrying about supply and demand for labor in addition to the need to comply to laws. Can not be unfair or bias, ensuring that employees can interact with new diverse environment. Skill differences: most need college. . More employers are looking for mathematical, verbal, and interpersonal skills, such as the ability to solve math or other problems or reach decisions as part of a team. Often, when organizations are looking for technical skills, they are looking for skills related to computers and using the Internet. Today's employees must be able to handle a variety of responsibilities, interact with customers, and think creatively.

Lilly Ledbetter Fair Pay Act of 2009

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

Organizations seek flexibility in staffing levels through

alternatives to the traditional employment relationship—outsourcing and temporary and contract workers who might be hired on a project basis as part of the new "gig economy." The use of such workers can affect job design and also the motivation of the organization's permanent employees. Flexible work schedules, moving employees to different jobs to meet changes in demand.

skill

an individual's level of proficiency at performing a particular task.

In particular, when teams are self-managed and team members are highly involved in decision making, teams are

are more productive, employees more satisfied, and managers are more pleased with performance Teams also tend to do better when each team member performs a variety of tasks and when team members view their effort as significant.

in a merger or acquisition, HRM must lead efforts to manage change with skillful employee relations and meaningful rewards. HR professionals can

bring "people issues" to the attention of the managers leading change, provide training in conflict-resolution skills, and apply knowledge of the other organization's culture. HR professionals also must resolve differences between the companies' HR systems, such as benefits packages and performance appraisals.

To find and keep the best possible fit between their social system and technical system, HRM recruits and selects employees with

broad skills and strong motivation, especially in organizations that rely on knowledge.

Job Enlargement

broadening the types of tasks performed in a job. Makes things more interesting. (Consists of job extension and job rotation).

To achieve high-quality performance, organizations have to understand and match job requirements and people. 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.

`Organizations also may move employees to different jobs to meet

changes in demand

Equal employment opportunity (EEO)

condition in which all individuals have an equal chance for employment, regardless of their race, color, religion, sex, age, disability, or national origin.

Federal government's efforts for equal employment opportunity include:

constitutional amendments, legislation, executive orders, & court decisions

Organizations need employees with skills that may be hard to find:

decision making, customer service, and teamwork, as well as technical skills.

To support cost control through downsizing, the HR department can

develop voluntary programs to reduce the workforce or can help identify the least valuable employees to lay off. Employee relations can help maintain the morale of employees who remain after a downsizing.

The legislative branch and HR

develops laws such as those governing equal employment opportunity and worker safety and health.

An accommodation is considered "reasonable" if it

does not impose an undue hardship on the employer, such as an expense that is large in relation to a company's resources.

Examples of reasonable accommodations for disabilities include:

employers may restructure jobs, make facilities in the workplace more accessible, modify equipment, or reassign an employee to a job that the person can perform. In some situations, a disabled individual may provide his or her own accommodation, which the employer allows, as in the case of a blind worker who brings a guide dog to work

Job Extension

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

Job Rotation

enlarging jobs by moving employees among several different jobs

The executive branch of HR

establishes agencies such as the Equal Employment Opportunity Commission and Occupational Safety and Health Administration to enforce the laws by publishing regulations, filing lawsuits, and performing other activities. The president may also issue executive orders, such as requirements for federal contractors.

Four-Fifths Rule

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. Compares rates of hiring, not numbers of employees hired.

The Genetic Information Nondiscrimination Act (GINA) of 2008

forbids employers from using genetic information in making decisions related to the terms, conditions, or privileges of employment.

Employee empowerment means

giving employees responsibility and authority to make decisions regarding all aspects of product development or customer service. The organization holds employees accountable for products and services, and in exchange, the employees share in the rewards (or losses) that result.

Job design and appropriate systems for assessment and rewards have a central role in supporting employee empowerment and teamwork are a part of

human resource management can support the goal of creating a high-performance work system.

The Office of Federal Contract Compliance Procedures

is responsible for enforcing executive orders that call for affirmative action by companies that do business with the federal government. It monitors affirmative-action plans and takes action against companies that fail to comply.

The Equal Employment Opportunity Commission

is responsible for enforcing most of the EEO laws, including Title VII and the Americans with Disabilities Act. It investigates and resolves complaints, gathers information, and issues guidelines. Monitors organizations' hiring practices. Complaints must be filed within 180 days of incident. EEOC has 60 days to investigate complaint. Employers must comply with EEO laws (executive branch).

An organization's internal labor force comes from

its external labor market—individuals actively seeking employment.

Other Characteristics:

job-related licensing, certifications, or personality traits.

Job specifications

look at the qualities needed in a person performing the job. They list the 1. knowledge, 2. skills, 3. abilities, and 4. other characteristics that are required for successful (KSAO) performance of a job. ex: MIE teacher in HR.

Cost control may focus on a specific issue, such as

managing health benefits, or on support for a strategic move such as downsizing, reengineering, or outsourcing.

quid pro quo Harassment

meaning that a person makes a benefit (or punishment) contingent on an employee's submitting to (or rejecting) sexual advances. For example, a manager who promises a raise to an employee who will participate in sexual activities is engaging in quid pro quo harassment.

technic of operations review (TOR)

method of promoting safety by determining which specific element of a job led to a past accident

Internet applications include searching for talent globally

online job postings, screening candidates online, providing career-related information on the organization's website, and delivering training online.

Human capital

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

In reengineering, the HR department can lead in communicating with employees and providing training. It will also have to

prepare new approaches for recruiting and appraising employees that are better suited to the reengineered jobs.

The Age Discrimination in Employment Act (ADEA)

prohibits employment discrimination against persons older than 40. Age discrimination complaints make up a large percentage of complaints filed with EEOC

Title VII of the Civil Rights Act of 1964

prohibits employment discrimination on the basis of race, color, religion, sex, or national origin *AGE NOT INCLUDED* Applies to organizations that employ 15 or more.

The Civil Rights Act of 1991

provides for compensatory and punitive damages in cases of discrimination.

Labor force

refers to all the people willing and able to work. For an organization, the labor force consists of: 1. Internal Labor Force 2. External Labor Market

Knowledge

refers to factual or procedural information that is necessary for successfully performing a task.

The Vietnam Era Veterans' Readjustment Act of 1974

requires affirmative action in employment of veterans who served during the Vietnam War.

The Equal Pay Act of 1963

requires equal pay for men and women who are doing work that is equal in terms of skill, effort, responsibility, and working conditions. pay differences are allowed if they result from differences in seniority, merit, quality or quantity of production, or any factor other than gender (such as work shift differentials).

The Uniformed Services Employment and Reem-ployment Rights Act of 1994

requires that employers reemploy service members who left jobs to fulfill military duties.

The Vocational Rehabilitation Act of 1973

requires that federal contractors engage in affirmative action in the employment of persons with disabilities.

The concept of HRM implies that employees are

resources of the employer.

Performance appraisals are a good opportunity to review

review the job description. Preparation of a job description begins with gathering information about the job from people already performing the task, the position's supervisor, or the managers creating the position. Based on that information, the writer of the job description identifies the essential duties of the job, including mental and physical tasks and any methods and resources required

Online information sharing enables employee self-service for many HR needs

rom application forms to training modules to information about the details of company policies and benefits.

Besides complying with OSHA regulations, employers often establish

safety awareness programs designed to instill an emphasis on safety

Organizations also may seek flexible work schedules, including .

shortened workweeks, which can be a way for employees to adjust work hours to meet personal and family needs.

To meet this challenge, organizations may hire employees who lack certain

skills, then train them for their jobs.

hostile working environment

someone's behavior in the workplace creates an environment in which it is difficult for someone of a particular sex to work. ex: harassers ran their fingers through the plaintiffs' hair, made suggestive remarks, touched intimate body parts, posted pictures with sexual content in the workplace, and used sexually explicit language or told sex-related jokes.

NIOSH

standards about specific occupational hazards. ex: what is in a substance. Chemicals.

Union membership has been declining, which is consistent with the idea of

taking personal responsibility for one's career.

use virtual teams

teams that rely on communications technology such as videoconferences, e-mail, and cell phones to keep in touch and coordinate activities

SHRM Success Categories

technical interpersonal business leadership

Information systems for HRM are widely used and often are provided through

the internet

Job design

the process of defining the way work will be performed and the tasks that a given job requires.

A job description lists .

the tasks, duties, and responsibilities of a job. ex: lecturer job description focuses on the activities involved in carrying out a job

In the traditional version, organizations expected their employees to contribute

time, effort, skills, abilities, and loyalty in exchange for job security and opportunities for promotion

One way employers can avoid disparate impact is to

to be sure that employment decisions are really based on relevant, valid measurements. the company's employment practices lack obvious discriminatory content, but they affect one group differently than others. Examples of employment practices that might result in disparate impact include pay, hiring, promotions, or 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

The Pregnancy Discrimination Act of 1978

treats discrimination based on childbirth, or pregnancy-related form of medical conditions as illegal sex discrimination. Benefits, including health insurance, should cover pregnancy and related medical conditions in the same way as other medical conditions. amendment to Title VII of the Civil Rights Act of 1964.

The Americans with Disabilities Act requires that employers make reasonable accommodations for individuals with disabilities. How might this requirement affect law enforcement officers and firefighters? (LO 3-4)

unproductive to the structure of the organization if the officers are not capable of performing the duties of their jobs in emergencies but at the same time they can also accommodate people with disabilities in desk jobs where their special needs would not impede the job functionality.

Sexual harassment

unwelcome sexual advances and related behavior that makes submitting to the conduct a term of employment or the basis for employment decisions or that interferes with an individual's work performance or creates a work environment that is intimidating, hostile, or offensive. Prohibited by Title VII

The employment relationship takes the form of a "psychological contract" that describes

what employees and employers expect from the employment relationship, including unspoken expectations that are widely held.

In the United States, the labor market is aging and becoming more racially and ethnically diverse, with

women constituting roughly half of the total.

Informed decisions about jobs take place in the context of the organization's overall

work flow. Basing decisions on work flow design can lead to better results than the more traditional practice of looking at jobs individually.

Modern organizations' needs are constantly changing, so organizations require top performance and longer work hours but cannot provide job security. Instead, employees seek

work schedules, comfortable working conditions, greater autonomy, opportunities for training and development, and performance-related financial incentives.

LO 4-3 Define the elements of a job analysis, and discuss their significance for human resource management.

Job analysis is the process of getting detailed information about jobs. It includes preparation of job descriptions and job specifications. A job description lists the tasks, duties, and responsibilities of a job. Job specifications look at the qualities needed in a person performing the job. They list the knowledge, skills, abilities, and other characteristics that are required for successful performance of a job. Job analysis provides a foundation for carrying out many HRM responsibilities, including work redesign, human resource planning, employee selection and training, performance appraisal, career planning, and job evaluation to determine pay scales.

Why would people doing similar work be paid differently?

Piecework, Seniority, Sales quotas, Better negotiators, & Job performance

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

Work Flow Design

Process of analyzing tasks necessary for production of a product or service.

The Americans with Disabilities Act of 1990 (ADA)

Protects individuals with disabilities from being discriminated against in the workplace. requires reasonable accommodations for qualified workers with disabilities. (amendment to Title VII of the Civil Rights Act of 1964. )

LO 4-8 Explain how organizations apply ergonomics to design safe jobs.

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. Ergonomic design may involve (1) modifying equipment to reduce the physical demands of performing certain jobs or (2) redesigning the jobs themselves to reduce strain. Ergonomic design may target work practices associated with injuries.

LO 3-3 Identify the federal agencies that enforce equal employment opportunity, and describe the role of each. (Just list)

The Equal Employment Opportunity Commission &The Office of Federal Contract Compliance Procedures

Managing Diversity

The Golden Rule- Treat others the way YOU would want to be treated. The Platinum rule- Treat others the way THEY want to be treated.

LO 3-7 Describe the role of the Occupational Safety and Health Administration.

The Occupational Safety and Health Administration publishes regulations and conducts inspections. If OSHA finds violations, it discusses them with the employer and monitors the employer's response in correcting the violation.

Teamwork

The assignment of work to groups of employees with various skills who interact to assemble a product or provide a service Work teams often assume many of the activities traditionally reserved for managers

LO 4-6 Describe methods for designing a job so that it can be done efficiently.

The basic technique for designing efficient jobs is industrial engineering, which looks for the simplest way to structure work to maximize efficiency. Through methods such as time-and-motion studies, the industrial engineer creates jobs that are relatively simple and typically repetitive. These jobs may bore workers because they are so simple.

Telework

The broad term for doing one's work away from a centrally located office.

Employees and customers tend to be more satisfied when...

The companies tend to be more innovative, have greater productivity, develop a more favorable reputation in the community, Employees are motivated to perform (engaged)

LO 2-7 Explain how the nature of the employment relationship is changing.

The employment relationship takes the form of a "psychological contract" that describes what employees and employers expect from the employment relationship, including unspoken expectations that are widely held. In the traditional version, organizations expected their employees to contribute time, effort, skills, abilities, and loyalty in exchange for job security and opportunities for promotion. Modern organizations' needs are constantly changing, so organizations require top performance and longer work hours but cannot provide job security. Instead, employees seek flexible work schedules, comfortable working conditions, greater autonomy, opportunities for training and development, and performance-related financial incentives. For HRM, the changes require planning for flexible staffing levels For employees, the changes may make job hopping look attractive, but this career strategy often backfires. Union membership has been declining, which is consistent with the idea of taking personal responsibility for one's career.

LO 3-1 Explain how the three branches of government regulate human resource management

The legislative branch develops laws such as those governing equal employment opportunity and worker safety and health. The executive branch establishes agencies such as the Equal Employment Opportunity Commission and Occupational Safety and Health Administration to enforce the laws by publishing regulations, filing lawsuits, and performing other activities. The president may also issue executive orders, such as requirements for federal contractors. The judicial branch hears cases related to employment law and interprets the law.

Job Characteristics Model

The model predicts that a person with such a job will be more satisfied and will produce more and better work. This model describes jobs in terms of five characteristics , the more of each of these characteristics a job has, the more motivating .

Human Resource Management (HRM)

The policies, practices, and systems that influence employees' 1. behavior 2. attitude 3. performance

Outsourcing

The practice of having another company, such as a vendor, third-party provider, or consultant, provide service. gives the company access to in-depth expertise and is often more economical as well HR helps with the transition to outsourcing.

Selection

The 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.

Job Design

The process of defining how work will be performed and what tasks will be required in a given job.

Performance Management

The process of ensuring that employees' activities and outputs match the organization's goals. Are we on track? HR may be responsible for developing or obtaining questionnaires and other devices for measuring performance. track of how well employees are performing relative to objectives such as job descriptions and goals for a particular position. T

Job Analysis

The process of getting detailed information about jobs 1. Job description 2.Job specifications

Recruitment

The process through which the organization seeks applicants for potential employment.

To identify instances of sexual harassment, the courts may use a "reasonable woman" standard of what constitutes offensive behavior.

This standard is based on the idea that women and men have different ideas of what behavior is appropriate. What are the implications of this distinction? Do you think this distinction is helpful or harmful? Why? (LO 3-5)

Summarize recent trends in job analysis.

To broaden traditional approaches to job analysis in support of talent management, organizations develop competency models. A competency model identifies and describes all the competencies, or personal capabilities, required for success in a particular occupation or set of jobs. Because today's workplace requires a high degree of adaptability, job tasks and requirements are subject to constant change. For example, as some organizations downsize, they are defining jobs more broadly, with less supervision of those positions. Organizations are also adopting project-based structures and teamwork, which also require flexibility and the ability to handle broad responsibilities.

Key components of job description

Job Title Brief description of the TDRs List of the essential duties with detailed specifications of the tasks involved in carrying out each duty Job descriptions should be reviewed periodically: Once per year

HR implications Toward Undocumented or Illegal Immigrants

Supply of and demand for labor, Need to comply with laws.

Job Characteristics Model components

1. Skill variety—The extent to which a job requires a variety of skills to carry out the tasks involved. 2. Task identity—The degree to which a job requires completing a "whole" piece of work from beginning to end (for example, building an entire component or resolving a customer's complaint). 3. Task significance—The extent to which the job has an important impact on the lives of other people. 4. Autonomy—The degree to which the job allows an individual to make decisions about the way the work will be carried out. (decisions made by others). 5. Feedback—The extent to which a person receives clear information about performance effectiveness from the work itself. Individual differences among workers will affect how much they are motivated by job characteristics and able to do their best work. For example, someone who thrives in a highly structured environment might not actually be motivated by autonomy and would be a better fit for a job where a supervisor makes most decisions STTAF

LO 3-2 Summarize the major federal laws requiring equal employment opportunity. (Just list them)

1. The Civil Rights Acts of 1866 and 1871 2. The Equal Pay Act of 1963 3. Title VII of the Civil Rights Act of 1964 p 4. The Age Discrimination in Employment Act 5. The Vocational Rehabilitation Act of 1973 6. The Vietnam Era Veterans' Readjustment Act of 1974 7. The Pregnancy Discrimination Act of 1978 8. The Americans with Disabilities Act of 1990 9. The Civil Rights Act of 1991 10. The Uniformed Services Employment and Reem-ployment Rights Act of 1994 11. The Genetic Information Nondiscrimination Act (GINA) of 2008 f 12. Lilly Ledbetter Fair Pay Act of 2009

For each of the following, identify one or more constitutional amendments, laws, or executive orders that might apply. 1. A veteran of the Iraqi conflict experiences lower-back pain after sitting for extended periods of time. He has applied for promotion to a supervisory position that has traditionally involved spending most of the workday behind a desk One of two female workers on a road construction crew complains to her supervisor that she feels uncomfortable during breaks, because the other employees routinely tell off-color jokes. A manager at an architectural firm receives a call from the local newspaper. The reporter wonders how the firm wishes to respond to calls from two of its employees alleging racial discrimination. About half of the firm's employees (including all of its partners and most of its architects) are white. One of the firm's clients is the federal government.

1. The Vocational Rehabilitation Act of 1973 , The Americans with Disabilities Act of 1990 2. Title VII of the Civil Rights Act of 1994, The Civil Rights Act of 1991 3. Title VII of the Civil Rights Act of 1964 ,The Civil Rights Act of 1991

Investigating Sexual Harassment

1. Try to resolve the issue with the offender. 2. If you report the offense to Human Resources, they are obligated to investigate it.

Work Flow In Organizations

1. Work Flow Design 2. Position 3. Job

Organizations can prevent sexual harassment by

1. developing a policy that defines and forbids it 2. training employees to recognize and avoid this behavior 3. and providing a means for employees to complain and be protected. 4. management can prepare to act promptly to discipline those who engage in sexual harassment, as well as to protect the victims of sexual harassment.

Summarize the elements of work flow analysis.

1. the analysis identifies the amount and quality of a work unit's outputs (products, parts of products, or services). 2. the analyst determines the work processes required to produce the outputs, breaking down tasks into those performed by each person. 3. Finally, the work flow analysis identifies the inputs used to carry out the processes

The Civil Rights Acts of 1866 and 1871

1866: granted all persons same property rights as white citizens. 1871: granted all citizens right to sue in federal court if they feel they have been deprived of some civil right

Employee Engagement

86% of americans not engaged at work. Full involvement in one's work and commitment to one's job and company. This is associated with: 1. Higher productivity, 2. Better customer service, 3. Lower employee turnover

Reengineering

A complete review of the organization's major work processes to make them more efficient and able to deliver higher quality

HR Information System

A computer system used to acquire, store, manipulate, analyze , retrieve and distruve info related to an orgs HR Support strategic decision making, Help the organization avoid lawsuits, Provide data for reevaluating

Bona Fide Occupational Qualification (BFOQ)

A necessary (not merely preferred) qualification for performing a job. Supreme Court has ruled that _______ are limited to policies directly related to a worker's ability to do the job. If related to the job directly, and no reasonable accommodation can be made, you can discriminate.

Training Employees

A planned effort to enable employees to learn job-related knowledge, skills, and behavior.

EEO-1

A report that is prepared annually by HR. It details the number of women and minorities employed in 9 different job categories. If you are underutilized in any job category, you need to describe how you will take affirmative action to address the underutilization

Job Redesign

A similar process that involves changing an existing job design. To design jobs effectively, a person must thoroughly understand: job itself (through job analysis) and its place in the units work flow (work flow analysis)

Job sharing

A work option in which two part-time employees carry out the tasks associated with a single job. Enables the organization to attract or retain valued employees who want more time to attend school family matters.

High-Performance Work System

An organization in which technology, organizational structure, people, and processes all work together to give an organization a competitive advantage. Effective HR forms this.

LO 2-1 Describe trends in labor force composition and how they affect human resource management.

An organization's internal labor force comes from its external labor market—individuals actively seeking employment. In the United States, the labor market is aging and becoming more racially and ethnically diverse, with women constituting roughly half of the total. To compete for talent, organizations must be flexible enough to meet the needs of older workers and must recruit from a diverse population; establish bias-free HR systems; and help employees understand and appreciate cultural differences. Organizations need employees with skills that may be hard to find: decision making, customer service, and teamwork, as well as technical skills. To meet this challenge, organizations may hire employees who lack certain skills, then train them for their jobs. HR professionals need to be aware of trends in the composition of the external labor market because these trends affect the organization's options for creating a well-skilled, motivated internal labor force. The number and kinds of people in the external labor market determine the kinds of human resources available to an organization (and their cost).

Internal Labor Force

An organization's workers includes its employees and the people who have contracts to work for the organization. Drawn from external labor market.

Occupational Safety and Health Act

Authorizes federal government to establish and enforce occupational safety and health standards for all places of employment engaging in interstate commerce. Established OSHA

Administering Pay & Benefits

Systems for keeping track of employees' earnings and benefits are needed. Employees need information about their benefits plan. Extensive record keeping and reporting is needed

LO 3-8 Discuss ways employers promote worker safety and health.

Besides complying with OSHA regulations, employers often establish safety awareness programs designed to instill an emphasis on safety. They may identify and communicate hazards through the job hazard analysis technique or the technic of operations review. They may adapt communications and training to the needs of different employees, such as differences in experience levels or cultural differences from one country to another. Employers may also establish incentive programs to reward safe behavior.

OSHA penalties are aimed at employers, rather than employees. How does this affect employee safety? (LO 3-7)

It helps keep employees accountable and creates an environment where people want to report wrongdoings because kids are getting disciplined.

LO 2-4 Identify ways HR professionals can support organizational strategies for growth, quality, and efficiency.

HR professionals should be familiar with the organization's strategy and may even play a role in developing the strategy. In a merger or acquisition, HRM must lead efforts to manage change with skillful employee relations and meaningful rewards. HR professionals can bring "people issues" to the attention of the managers leading change, provide training in conflict-resolution skills, and apply knowledge of the other organization's culture. HR professionals also must resolve differences between the companies' HR systems, such as benefits packages and performance appraisals. For empowering employees to practice total quality management, job design is essentiaL Cost control may focus on a specific issue, such as managing health benefits, or on support for a strategic move such as downsizing, reengineering, or outsourcing. To support cost control through downsizing, the HR department can develop voluntary programs to reduce the workforce or can help identify the least valuable employees to lay off. Employee relations can help maintain the morale of employees who remain after a downsizing. In reengineering, the HR department can lead in communicating with employees and providing training. It will also have to prepare new approaches for recruiting and appraising employees that are better suited to the reengineered jobs. Outsourcing presents similar issues related to job design and employee selection.

Administrative services and transactions

Handling administrative tasks (for example, hiring employees and answering questions about benefits) efficiently and with a commitment to quality.

Self-Managing Work Teams

Have authority for an entire work process or segment Team members motivated by autonomy, skill variety, and task identity.

Full involvement in one's work and commitment to one's job and company. This is associated with

Higher productivity, Better customer service, Lower employee turnover.

International Labor pool

Hiring at home may involve selection of employees from other countries, Immigration, and Expatriates (take assignments in other countries)

Planning Pay & Benefits

How much salary, wages bonuses, commissions, and other performance-related pay to offer Which benefits to offer and how much of the cost will be shared by employees

Designing Jobs that Motivate

Job En;agement, Job extension, job rotation.

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 Force

Individuals who are actively seeking employment. Number and kinds of people in external labor market determine kinds of human resources available for an organization.

LO 4-4 Tell how to obtain information for a job analysis.

Information for analyzing an existing job often comes from incumbents and their supervisors. The Labor Department publishes general background information about jobs in the Dictionary of Occupational Titles and Occupational Information Network (O*NET). Job analysts, employees, and managers may complete a Position Analysis Questionnaire or fill out a survey for the Fleishman Job Analysis System. In the case of teamwork, there are standard ways to measure the nature of teams, such as looking at three critical dimensions: skill differentiation, authority differentiation, and temporal (time) stability.

LO 2-6 Discuss how technological developments are affecting human resource management.

Information systems for HRM are widely used and often are provided through the Internet. Internet applications include searching for talent globally, using online job postings, screening candidates online, providing career-related information on the organization's website, and delivering training online. Online information sharing enables employee self-service for many HR needs, from application forms to training modules to information about the details of company policies and benefits. Organizations can structure work that involves collaboration among employees at different times and places, so HR professionals must ensure that communications remain effective enough to detect and correct problems when they arise.

OSHA. Responsible for:

Inspecting employers, Applying safety and health standards, Levying fines for violation.

Total Quality Management

Is a company wide effort to constantly improve the ways people, machines and systems accomplish work TQM approach provides guidelines for all organization's activities, including HRM

Advantages of telework to employers include

Less need for office space, Greater flexibility to implement for managerial, professional, or sales jobs. Difficult to set up for manufacturing workers. Flexibility to employees with special needs Corporate Social Responsibility - fewer cars on the road Occasional telework is available at two-thirds of companies.

Technic of Operations Review (TOR)

Method of promoting safety by determining which specific element of a job led to a past accident.

Alternative Work Arrangements

Methods of staffing other than the traditional hiring of full-time employees (for example, useof independent contractors, on-call workers, temporary workers, and contract company workers).

Offshoring

Moving operations from the country where a company is headquartered to a country where pay rates are lower but the necessary skills are available.

Material Safety Data Sheet

Must be available to employees. Is a form that details the hazards associated with any chemicals that are on site.

Acquisitions

One company buys another

LO 2-8 Discuss how the need for flexibility affects human resource management.

Organizations also may move employees to different jobs to meet Organizations also may seek flexible work schedules, including shortened workweeks, which can be a way for employees to adjust work hours to meet personal and family needs Organizations also may move employees to different jobs to meet changes in demand.

HR Implications of an Aging Workforce

Organizations must find ways to prepare (attract & retain) youth labor force. HRM Spends much time on retirement planning , retaining, and motivating worker Managers will supervise older employees Orgs struggle to rakte care of rising health costs

Reshoring

Reestablishing operations in North America

OSHA Recordables. Employers must record all accidents that:

Result in loss of consciousness, Result in transfer to a different job, Result in restriction of motion, Result in a hospital treatment

What Keeps HR people up at night?

Rising costs of Healthcare

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

Position

Set of job duties performed by a particular person.

Job

Set of related duties

LO 3-5 Define sexual harassment, and tell how employers can eliminate or minimize

Sexual harassment is unwelcome sexual advances and related behavior that makes submitting to the conduct a term of employment or the basis for employment decisions or that interferes with an individual's work performance or creates a work environment that is intimidating, hostile, or offensive. Organizations can prevent sexual harassment by developing a policy that defines and forbids it, training employees to recognize and avoid this behavior, and providing a means for employees to complain and be protected.