Human Resource Management Test 1
multinational corporation
a corporation that has facilities and other assets in at least one country other than its home country
What is human resource management?
a formal system in an organization designed to manage human talent for accomplishing organizational goals
balanced scorecard
a framework used to report a diverse set of performance measures
benchmarking
comparing the business results to industry standards
HR management challenges
competition, cost pressures, and restructuring, globalization, a changing workforce, and human resource and technology
affirmative action plan (AAP)
document reporting on the composition of an employer's workforce, required for federal contractors
organizational restructuring
eliminating layers of management and changing reporting relationships as well as cutting staff through downsizing, layoffs, and early retirement buyout programs
status blind
emphasizes that differences among people should be ignored and everyone should be treated equally
pay equity
idea that pay for jobs requiting comparable levels of knowledge, skill, and ability should be similar even if actual duties differ significantly
advantages of technology
improves efficiency of the administrative HR functions and reduces costs, helps in strategic planning, supports recruitment selection and training, contributes to organizational performance through collection and analysis of HR related data
skill shortage
inadequate supply of workers with the skills needed to perform the emerging new jobs
managing a talent shortage
increase employee work hours through overtime, outsource to a third party, implement alternative work arrangements, use contingent workers, reduce employee turnover
burden of proof
individuals who file suit against employers must establish that illegal discrimination has occurred; through either factual or statistical evidence, prima facie case- sufficient evidence provided to the court to support the case and allow the plantiff to continue with the claim
globalization
integration of global operations, management, and strategic alliances
diversity training components
legal awareness, cultural awareness, and sensitivity training for all employees
glass walls (glass elevators)
limits that keep women from progressing only in certain fields
Civil Rights Act of 1964, Title VII
made it illegal for employers to fail or refuse to hire or discharge any individual, discriminate with respect to compensation, terms, conditions, or privileges of employment because of race, color, religion, sex, or national origin
aligning HR activities
making HR efforts consistent with organizational efforts to improve productivity. includes ensuring that staffing, training and development, performance management, compensation, and other activities are not working to offset productivity
unlawful discrimination
making employment decisions in the basis of protected characteristics
ethnocentric policy
managers from headquarters staff key positions, eases transfer of policies from headquarters to subsidiary; moving current managers to the new location/different country
globalization- legal and political factors
many nations function under turbulent and varied legal and political systems; role of HR professionals- conducting comprehensive reviews of the political environment and employment laws before beginning operations in a country
productivity
measure of the quantity and quality of work done, considering the cost of the resources used
disparate treatment
members of a group are treated differently from others (basically discrimination): different standards used to judge different people, same standard is used, but it is not related to the individuals' jobs, and is overt and international
disparate impact
members of a protected category are substantially underrepresented as a result of employment decisions that work to their disadvantage. picking candidates in a way that is discriminations, but the tracks are beings hidden somewhat
reasonable accommodation
modification to a job or work environment that gives a qualified individual an equal employment opportunity to perform
common means of reasonable accommodation
modified work schedules, special equipment, job restructuring, job reassignment, employer-provided assistance, additional training time
HR issues in smaller organizations
not having qualified workers, rapidly increasing costs of employee benefits, payroll taxes, and compliance w/government regulations
contingent workers
temporary workers who represent about one-fourth of the US workforce
disabled person
someone who has a physical or mental impairment that substantially limits major life activities, has a record of such an impairment, and is regarded as having such an impairment
HR metrics
specific measures tied to HR performance indicators
HR functions
strategy and planning, equal employment opportunity, staffing, talent management, rewards, risk management and worker protection, and employee and labor relations
challenges for global HR
strategy: How will we do this?, people: send some of our people and higher new, complexity: what are the local needs? cost of distant centers? increase of expenses, risk: unfamiliar risk that may be difficult to analyze
Islamaphobia
hatred or fear of muslims
COBRA Act
Consolidated Omnibus Budget Reconciliation Act, displaced workers can retain their group medical coverage for up to 18 months for themselves, and for up to 36 months for their dependents, if they pay the premiums themselves
langue issues
EEOC issued guidelines stating that employers may require workers to speak only english at certain times or in certain situations, but the business necessity of the requirements must be justified
HR specialist
a person who has in depth knowledge and expertise in a limited area of HR
HR generalist
a person who has responsibility for performing a variety of HR activities
effectiveness
ability to produce a specific desired effect or result that can be measured
characteristics of HR metrics and analytics
accurate data, measures linked to strategic and operational objectives, clearly understood calculations, measures provide information valued by executives, results can be compared both internally and externally, measurement data drive HR management efforts
sexual harassment
actions that are sexually directed, are unwanted, and subject the workers to adverse employment conditions or create a hostile work environment
strategic role of HR management
address business realities, focus on future business needs, fit between human capital and business plans and needs
HR activities during mergers and acquisitions DURING INTEGRATION
address key HR processes, retain key talent, recognize cultural differences
roles of HR management
administrative, operational and employee advocate, and strategic
customer service and quality linked to HR
affects organizational effectiveness and can be the focus for a core competency. Can contribute to achieving organizational goals and maintaining a competitive advantage
older workers benefit protection act
an amendment to the ADEA, protects employees when they sign liability waivers for age discrimination in exchange for severance packages
HR analytics
an evidence-based approach to making HR decisions on the basis of quantitative tools and models
American with Disabilities Act(ADA)- Enforce by EEOC
applies to private employers, employment agencies, and labor unions with 15 or more employees
protected characteristics
attribute about an individual that is protected under EEO laws and regulations: age and color, disability (mental included), genetic information and marital status, and military status or experience
job shifts
caused to reduce the number of existing employees while attracting and retaining employees with different capabilities
managing religious diversity
changing an employee's job tasks, making an exception to dress and grooming rules, accommodations relating to payment of union dues or agency feeds, accommodation prayer, proselytizing, and other forms of religious expression
compliance audit
checks record keeping on state and federal paperwork requirements
third-country national
citizen of one country who is working in a second country and employed by an organization headquartered in a third country
expatriate
citizen of one country who is working in a second country and employed by an organization headquartered in the first country
host-country national
citizen of one country who is working in that country and employed by an organization headquartered in a second country
human (intellectual) capital
collective value of the capabilities, knowledge, skills, life experiences, and motivation of an organization workforce. called intellectual to reflect thinking, knowledge, creativity, and devision making that people contribute in organizations
due diligence
comprehensive assessment of all aspects of the business being acquired. each function determines the assets and liabilities of the target company to ascertain whether there are serious risks to the buyer
unit labor cost
computed by dividing the average cost of workers by their average levels of output
HR activities during mergers and acquisitions BEFORE THE DEAL
conduct due diligence, assess risks, identify possible conflicts
operational and employee advocate role of HR management
cooperate with managers and supervisors, identify and implement needed programs and policies in organization
estimating internal labor supply for a given unit
current staffing level- projected outflows this year + projected inflows this year = internal supply for next years
positive views of HR departments
deal with the huge number of government regulations, protects corporate assets against the many legal issues
efficiency
degree to which operations are done in an economical manner
glass ceiling
discriminatory practices that have prevented women and minorities from advancing to executive-level jobs
phased retirement
employees gradually reduce their workloads and pay level
Equal Employment Opportunities
employment that is not affected by illegal discrimination: national origin, pregnancy, race and religion, and sexual orientation
ADA Amendments Act
establishes a very low threshold for establishing whether an individual is disabled
strategic approaches to international staffing
ethnocentric policy and polycentric policy
long range plans
extend beyond 3 years
source of inflows of $$$
external hires, internal transfers, promotions, recalls
administrative role of HR management
focus on administration and record-keeping; major shifts- technology and outsourcing
short range planning
forecast for the immediate HR needs of an organization
HR audit
formal research effort to assess the current state of HR practices
essential job functions
fundamental job duties
family and medical leave act
giving up to 12 weeks of unpaid family leave and allowing the individual to return to job
redesigning work
having fewer employees who perform multiple job tasks. can involve replacing workers with capital equipment or making them more efficient by use of technology or new processes
SWOT analysis
helps managers to consider both internal and external conditions; strength and weakness (internal) opportunities and threats (external)
polycentric policy
host-country nationals staff key positions, coordination with headquarters may be problematic; hiring people from the new country instead of using current employees
religious discrimination
hostile remarks or refusal to hire individuals from different faiths
HR activities during mergers and acquisitions POST INTEGRATION
optimize workforce, identify and establish new culture
strategic planning process
organizational mission, SWOT analysis, establish goals and objectives, formulate organizational strategy, formulate supporting functional strategies, implement, evaluate and reasses
improving productivity
organizational restructuring, redesigning work, aligning HR activities, and outsourcing analyses
the equal pay act
paying similar wage rates for similar work without regard to gender, differences in pay between men and women are permitted when there is a difference in seniority, performance, working conditions
hostile environment harassment
perpetrated by employee's superior, coworkers, and/or third parties, pervasive unwanted sexual comments, pictures, jokes, and/or other derogatory events create a dysfunctional workplace, company may be liable if it cannot offer an affirmative defense
quid pro qup harassment
perpetrated by employees superior, employment decisions hinge on whether an employee provides sexual favors, company is liable (this can only be from a boss)
Four types of organizational assets
physical, financial, intellectual property, and human
business necessity
practice necessary for safe and efficient organizational operations. ex: manufacturing company says no loose clothing, someone w/headdress refuses to take headdress off , interviewer says they will not be considered
nepotism
practice of allowing relatives to work for the same employer
HR and organizational ethics
primary determinant of ethical behavior is organizational culture. influences how organizational decisions are made
coverage of Civil Rights Act of 1964, Title VII
private employers of 15 or more employees, all educational institutions (public and private), state and local governments, public and private employment agencies, labor unions with 15 or more members, joint labor/management committees for apprenticeships and training
affirmative action
proactive employment practices to make up for discrimination against women and minorities; reactive, not proactive; used to right the wrongs
succession planning
process of identifying a plan for the orderly replacement of key employees
where employees can be a core competency
productivity, customer service and quality, and organizational culture
age discrimination in employment (ADEA)
prohibits discrimination against all individual age 40 or older working for employers having 20 or more workers
intermediate range plans
project 1-3 years into the future
source of outflows of $$$
promotions, turnover, terminations, demotions, retirements, deaths, layoffs
bona fide occupational qualification (BFOO)
provide legitimate reason why an employer can exclude persons on otherwise illegal bases of consideration; stating in ad they will discriminate
rehabilitation act
provided for equal employment opportunity for disabled workers and applicants
retaliation
punitive actions taken by employers against individuals who exercise their legal rights
managing a talent surplus (too many employees)
reduce employee work hours or compensation, attrition (open positions not filled), hiring freezes, voluntary separation programs, workforce downsizing/reduction in force
Sarbanes-Oxley (SOX) Act
reduces likelihood of illegal and unethical behaviors, HR issues- major concerns are linked to executive compensation and benefits, requires companies to: establish ethics code, develop employee complaint systems, and have antiretaliation policies for employees who act as whistle blowers to identify wrongful actions
offshoring
relocation of a business process or operation by a company from one country to another; actual process of moving company operations to a different country
outsourcing analyses
required to conduct cost-benefit analysis to examine the impact of outsourcing
Immigration Reform and Control Act (IRCA)
requires employers to verify the employment status of all employees without any discrimination. Within the first 3 days of employment each employee must complete an Employment Eligibility Verification (I-9) form
Full HR audit
reviews all of the above plus any and all other HR functions
I-9 audit
reviews compliance with immigration regulation and the I-9 form requirement
benefit program audit
reviews regulatory compliance, benefits administration and reporting
specific program audit
reviews specific HR subareas such as compensations, EEO, or training
organizational culture
shared values and beliefs that give members of an organization meaning and provide them with rules for behavior. values are inherent in the ways organizations and their members view themselves, define opportunities, and plan strategies
organizational mission
the guiding force and core reason for existence of the organization and what makes it uniques; explains who you are and why this company exists
aap objective
to have the company's workforce demographics reflect as closely as possible the demographics in the labor market from which workers are recruited; population of where you are should be around % of that company's employee backgrounds
negative views of HR departments
too bureaucratic, detail-oriented, and costly and are comprised of naysayers, more concerned about activities than results, efforts are seen as seldom linking employee, managerial, and business performance
the pregnancy discrimination act (PDA)
treating maternity leave the same as other personal or medical leaves
core competency
unique capability that creates high value in which an organization excels. can differentiate an organization from its competitors, a key determinant of competitive advantages, and the HR department's focus is using people as this.
forecasting
using information from the past and the present to identify expected future conditions