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