Human Resource

Bona Fide Occupational

A business characteristic providing a legitimate reason why an employer can exclude persons on otherwise illegal bases of consideration. Example: Asians to wait on customers in a Chinese restaurant; Catholics to serve in certain religious-based positions

Voluntary absenteeism

Avoidable without justifiable cause (e.g., faking illness)

Competency-Based Job Analysis

Competencies: Individual capabilities linked to enhanced performance by individuals or teams Varies widely from organization to organization

equal employment opportunity (EEO)

deals with the concept of discrimination and is the law of managing diversity

Quid Pro Quo

linking employment outcomes to the individual's granting of sexual favors.

Balanced Score cards

measures the strategic performance of organizations on four persectives: Financial Internal Customer Learning and growth

Human resource strategic plan

should be based on the overall strategic plan

discrimination

"Recognizing differences among items or people." Illegal in employment-related situations

FTE (Full Time Equivalents)

A measure equal to one person working full-time for a year

Specialist

A person with in-depth knowledge and expertise in a limited area of HR.

Generalist

A person with responsibility for performing a variety of HR activities.

burden proof

A plaintiff charging discrimination: Must be a protected-class member Must prove that disparate impact or disparate treatment existed.

Business Necessity

A practice that is necessary for safe and efficient organizational operations.

Affirmative action

A requirement for federal government contractors with more than 50 employees and over $50,000 in government contracts annually to formally document the inclusion of women and racial minorities in the workforce.

Disparate treatment

A situation that exists when protected-class members are treated differently from others.

Job analysis

A systematic way of gathering and analyzing information about the content, context, and the human requirements of jobs.

Sexual Harrasment

Actions that are sexually directed, are unwanted, and subject the worker to adverse employment conditions or create a hostile work environment.

Absenteeism

Any failure to report for work as scheduled or to stay at work when scheduled.

Personality Tests

Assess the degree to which candidates' attributes match specific job criteria.

selection

Choosing individuals with qualifications

Glass Ceiling

Discriminatory practices that have prevented women and other protected-class members from advancing to executive-level jobs.

Retaliation

EEO laws prohibit employers from taking punitive actions against individuals exercising legal rights.

Negligent Hiring

Employer fails to check an employee's background and the employee later injures someone on the job

Job Description

Identification of the tasks, duties, and responsibilities of a job

protected class

Individuals within a group identified for protection under equal employment laws and regulation.

Cognitive Ability Tests

Measure an individual's thinking, memory, reasoning, and verbal and mathematical abilities.

Negligent Retention

Negligent Retention

disparate impact

Occurs when substantial underrepresentation of protected-class members results from employment decisions that work to their disadvantage.

individual performance

P = A * E * S P = Performance A = Ability E= Effort S = Support

undue hardship

Significant difficulty or expense imposed on an employer in making an accommodation for individuals with disabilities.

Task-based job analysis

Task: a distinct, identifiable work activity composed of motions Duty: a larger work segment composed of several tasks that are performed by an individual Responsibilities: obligations to perform certain tasks and duties

job specifications

The knowledge, skills, and abilities (KSAs) an individual needs to perform a job satisfactorily.

Involuntary absenteeism

Unavoidable with understandable cause (e.g., actual illness)

Structured Interview

Use a set of standardized questions asked of all job applicants. Useful for initial screening and comparisons

ROI (Return of Investment)

a calculation showing the value of expenditures for HR activities

3 HR Roles

administrative operational, employee advocate, and strategic

Hostile Environment

an individual's performance or psychological well-being is unreasonably affected by intimidating or offensive working conditions

HRMS (human resource management system)

an integrated system provided information used by HR management in decision making.

KSA (Knowledge skills and ability)

are collected and used to provide a basis for determining what capabilities will be needed in the future.

Benchmarking

compares specific measures of performance against data on those measures on other organizations.

civil rights act of 1964

created the equal employment commission to enforce anti-discrimination laws.

staffing

emphasizes the need to provide an adequate supply of qualified individuals to fill the jobs in an organization

WARN Act (Worker Adjustment and Retraining Notification)

is a federal law that provides 60-day notice to employees and communities of pending downsizing, plant closings, hiring freezes and layoffs.

Organization Culture

is a pattern of shared values and beliefs of a work force.

Human Resource Management

is management systems to ensure that human talent is used effectively and efficiently

Turnover

is the process in which employees leave an organization and have to be replaced

psychological contract

refers to the unwritten expectations employees and employers have about the nature of their work relationships.

Individual Motivation

the desire within a person causing that person to act.

labor market

the external supply pool from which organizations attract their employees

EVA (Economic Value Added)

the net operating profit of a firm after the cost of capital is deducted

recruiting

the process of generating a pool of qualified applicants for organizational jobs