SHRM Test, SHRM, SHRM Flash Cards, Human Resources Test 1, HR TEST 1, People, SHRM, SHRM - RR - Multiple Choice, Foundations of HR - Midterm, SHRM-CP Workplace (15%) *
Discrimination
"Recognizing differences among items or people." -Treated different BECAUSE of your membership to protected class
What legal principle is followed by national policies requiring "affirmative actions" to prevent discrimination?
"Reservation"
The McKinsey Research
"War for Talent" - marked a shift away from passive reactive recruitment to "talent management". Need a robust sourcing method along with the EVP: understand who you want find them through acquisititions, outsourcing (got trained outside), insourcing Grow your people through job rotation Use multiple strategies Recruit continuously Hire external to refresh
are older workers bad for business?
"we need younger blood" "that's just old Fred" "overqualified"
selection rate =
# hires per group / # of applicants per group
Skill variety
# of skills used to perform a job Example: Sink factory - steel press
Prima Facie
(on its face) legal, reasonable evidence that discrimination has occurred in the workplace
Immigration Reform and Control Act I-9 form requires
-Certain documents establish proof of identity and right to work in the US -An employer should NOT tell employees which documents to provide or require more documents than the minimum requirement. -All employees hired after 1986 must complete a Form I-9
Trends that have been brought about because of globalization
-Creating worldwide company culture -Worldwide recruiting -Virtual workforce
Key HRM Responsibilities
-Development, Implementation, and maintenance of HR systems -Internal consulting -coaching and counseling
Three reasons we should understand the legal environment
-Doing the right thing -Realize the limitations of your firm's HR and legal departments -Minimize your firms potential liability
How has the internet revolution changed things for companies
-Greater written communication skills -Information overflow -Labor market barriers -Online learning -Focus on management
importances of SHRM
-HR systems are linked with high performing companies -A strong culture with happy staff members lead to stronger performance on the balance sheet
When are intellectual disabilities covered by the ADA?
-Intellectual function level is below 70-75 -Person has significant limitations in adaptive skill areas as expressed in conceptual, social, and adaptive skills -Disability originated before the age of 18
Functions of the EEOC
-Investigation -Conciliation - come to a common agreement -Litigation - hear the case
When is it legal to discriminate?
-Job relatedness -Bona fide occupational qualification (BFOQ) -Seniority -Business necessity
4 elements of a job description
-Job title -Job summary - briefly describes the job in one sentence -Job duties and responsibilities - outlines what the person does on a day to day basis -Job requirements and specifications - education, experience, licensing or certifications
Examples of policies to protect the integrity of the HRIS
-Limit access -Permit limited access -Grant permission only on a need-to-know basis -Allow employees to verify and correct their own information -Encrypting data
Affirmative Action Program involves
-Organizational profile - workforce analysis -Job group analysis -Availability analysis -Comparison with current job incumbents -Identification of problem areas -Placement goals -Action-oriented program
Major Functions of HR
-Recruitment -Selection -Training -Compensation -Performance Evaluation
HR traditionally?
-an enabling function (cost saving) -a transactional, administrative role not adding much value to the firm
age discrimination
-baby boomers getting older -EEO law states that a company with more than 20 employees cannot fire someone over 40 based on their age. -Maine law has no age limit, and applies regardless of the number of employees.
Advantages of outsourcing HR activities
-better-quality people -specialized -reduction in administrative costs -preserves a strong culture
Critical Psychological Stages of the Job Characteristics Theory
-experienced meaningfulness of the work -experienced responsibility for outcomes of the work -knowledge of the actual results of the work activities
PWC annial survey about what CEOS worry about
-global economy -talent (58%) -6/10 can't find right talent -16% satisifed with liking recruiting, compensation, values and strategic objective
Personal/ Work Outcomes of the Job Characteristics Theory
-high internal work motivation -high-quality work performance -high satisfaction with the work -low absenteeism and turnover
Benefits of telecommuting
-increase productivity -better overall performance -flexibility -gives females an easier way to stay in the workforce after pregnancy
Disadvantages of outsourcing HR activities
-loss of control over activities -losing the opportunity to gain knowledge -small businesses lose attention
Core Job dimensions of the Job Characteristics Theory
-skill variety -task identity -task significance -autonomy -feedback
Theories of Motivation
-two-factor theory -goal-setting theory -job characteristics theory -justice theory
What is the current wage gap?
.17 for every dollar
5 Points about visas, work permits, residence permits
1 - get legal counsel 2 - takes a long time and will not be smooth 3 - family members need visas / work permits too 4 - Domestic partners may not be recognized for visas 5 - some countries require a separate residence permit (in addition to work permit) **may require letter of undertaking (who is responsible for this person)
Establish Diversity Programs
1) top management commitment to diversity 2)management accountability for diversity results 3)Programs: form diversity committee conduct diversity training establish monitoring system emphasize diversity in succession and promotion establish multicultural work teams
Key Components of the Design Phase
1- Composing goals and objectives 2- Outlining the flow and structure of the program 3- Further defining the target audience
more effective downsizing
1- investigate alternatives (attrition, voluntary separations 2) involve key managers develop comprehensive communications plan plan for nurturing "survivors" offer outplacement assistance
Steps in Developing Pay Levels
1. Determine the organization's compensation philosophy 2. Conduct a job analysis 3. Group into job families 4. Rank positions 5. Conduct market research 6. Create job grades 7. Create a salary range 8. Determine how to deal with salaries not in range 9. Update all pay structures
Training Methods
1. On-the-job training 2. E-learning 3. Simulators 4. Coaching 5. Mentoring 6. Lectures 7. Group discussions 8. Role playing 9. Videos 10. Case studies
3 Underlying Principles of Human Behavior
1. People have a reason to do what they do 2. People do this to accomplish something 3. No two people are alike because of heredity and environment
Purpose of Formal Onboarding
1. Teach employee about role tasks and socialization 2. Integrate into organizational culture/norms 3. Build relationships and give employee sense of acceptance
4 Global Drivers of Engagement
1. Work itself, including opportunities for development 2. Confidence and trust in leadership 3. Recognition and Rewards 4. Org communication in timely and orderly way
HR manager/ employee ratio
1/1000
The Americans with Disabilities Act (ADA) applies to all employers with at least how many employees?
15
How long does one have to file a complaint of discrimination?
180 days
OSHA
1970; Occupational Safety and Health Administration; to assure safe and working conditions for men and women by authorizing the standards and documentation that is developed under the Act
consensual relationships and romance at work
40% of workers have dated a co-worker 58% of workers said they have been involved in a office romance 30% have found their partner at work
Maslow's Hierarchy of Needs
5 Basic human needs (pyramid) that influence and motivate behavior 1. Basic physical 2. Safety and Security 3. Belonging and love 4. Esteem 5. Self- Actualization
Peter Senge's Fifth Discipline
5 Disciplines that interface and support one another in order to create an environment where learning can occur: Systems thinking mental models personal mastery team learning shared vision **make training tied to business objectives, continuous, both empl and managers take responsibility for training
Job characteristics theory
5 core job characteristics --> 3 critical psychological states --> personal/work outcomes
SHRM survey on having formal, written dating policy
72% do not have a written policy 14% say they have an unwritten, but well understood, norm in their workplace. 13% do have a policy. 7% forbid dating
employee side of jobs
87% dislike job 33% hate job USA 67% labor in wrong career avg hours worker 75,000 hours
What is the usefulness of a key risk indicator (KRI)?
A KRI provides early warning of risk emergence.
Religion
A belief in and worship of a superhuman controlling power; especially a personal God or gods; a particular system of faith and worship
Negligent Referral
A claim made against a professional who negligently refers a client to another professional
Dispersed Leadership
A collective form of organizational governance in which leadership tasks are widely distributed among the organization's members
Competitive Advantage
A condition or circumstance that puts a company in a favorable or superior position
How will measuring revenue per employee help HR better understand the level of employee engagement?
A decrease in revenue per employee may correlate with lower employee engagement.
Worker's Compensation
A form of insurance that provides wage replacement and medical benefits to employees that might be injured on the job, in exchange for legal recourse
Functional Leadership
A model that focuses on how leadership occurs, rather than focusing on who does the leading; leadership is a distributed function
Working Mothers
A mother who engages in a work life, aside from their duties as a child care provider
High Performance Work Systems
A name given to a set of management practices that attempt to create an environment where employees has a greater involvement and responsibility
Whistleblowing
A person who exposes any kind of information or activity that is illegal, unethical or not correct
Strategy
A plan of action for accomplishing an organization's long-range goals.
Performance Improvement Plan (PIP)
A plan that is implemented when an employee has a problem on their performance review; a chance to give a struggling employee time to improve before termination
HR Planning
A process that identifies current and future HR needs for an organization to achieve its goals
Environmental Scanning
A process to survey and interpret relevant data about the surrounding area to identify threats and opportunities
Bill
A proposal presented to a legislative body for possible enactment as a statute.
Bona Fide Occupational Qualifications (BFOQ)
A quality or attribute that employers are allowed to consider when making decisions on hiring and retention of employees For example: a men's clothing manufacturer can legally advertise for male models without receiving legal recourse
Cultural Competence
A set of congruent behaviors, attitudes, and policies that come together in a system and how to be able to work across cross-cultural communities
Six Sigma
A set of techniques and tools for quality process improvement.
Strategic fit
A state in which an organization's strategy is consistent with its external opportunities and circumstances and its internal structure, resources, and capabilities.
Succession planning
A talent management strategy to help identify and foster the development of high-potential employees.
What is a good example of an upside risk?
A team finishes its project two weeks ahead of the schedule.
Applicant Tracking Software
ATS- also called automated tracking systems, electronic preemployment screening - organizations manage the entire recruiting process from receiving applications to hiring employees. Finds keywords- but applicants are starting to trick the system. Decreases cost and time though.
Leadership
Ability of an individual to influence a group or another individual toward the achievement of goals and results.
Validity
Ability of an instrument to measure what it is intended to measure.
Business intelligence
Ability to gather and analyze data from inside and outside the organization so that information is available for decision makers.
Global mindset
Ability to take an international, multidimensional perspective that is inclusive of other cultures, perspectives, and views.
What two organizational functions usually report to the chief financial officer?
Accounting and finance
Hacking
Act of deliberately accessing a computer without permission.
Veto
Action of rejecting a bill or statute.
Sympathy strike
Action taken in support of another union that is striking the employer.
Career planning
Actions and activities that individuals perform in order to give direction to their work lives.
sexual harassment
Actions that are sexually directed, unwanted, repeated, and subject the worker to adverse employment conditions or create a hostile work environment -Posters, Emails, Jokes, Dress, Mugs, cartoons gestures etc.
Value drivers
Actions, processes, or results that are needed to deliver a desired value.
Employee life cycle (ELC)
Activities associated with an employee's tenure in an organization.
Developmental activities
Activities that focus on preparing employees for future responsibilities while increasing their capacity to perform their current jobs.
Discretionary Benefits
Additional health or non-health related supports
Recognition
Addresses employees' psychological needs - the desire for approval and distinction, for growth and advancement.
HR Management Roles
Administrative (clerical, record keeping) Operational and Employee Advocate (managing HR activities) Strategic (helping define strategy relative to human capital and link with co. results)
Social Media in Recruiting
Adv - low cost, branding, target globally, reduce time to fill, engage passive applicants (employed but would leave for better opportunity) Disadv - can't trust everything you see, inadvertently learn too much (legal risks! -- freedom of speech, discrimination)
Internal Recruiting Adv and Disadv
Adv - rewards good employees, familiarity, cost-effective, improves morale, promotions Disadv- produce org inbreeding, limited perspective, heavy burden on training, political infighting for promotions
External Recruiting Adv and Disadv
Adv- new ideas/talent, gain competencies, cross-industry insights, reduce training (w/ experience hires), diversity Disadv- misplacements, increase recruitment costs, morale problems with internal candidates, longer onboarding and orientation
tangible indicators of diversity
Age Marital and family status Disabilities Race/ethnicity Religion Gender Sexual orientation
What federal law or regulation applies to most employers?
Age Discrimination in Employment Act
Collective bargaining agreement
Agreement or contract negotiated through collective bargaining process.
What are some specific things that are not considered a disability?
Alcoholism and drug abuse, obesity
Team learning
Aligning and developing the capacity of a team to create the results its members esire
Workforce management
All activities needed to ensure that the skills, knowledge, abilities, and performance of the workforce meet current and future organizational and individual needs.
How would an organization's use of zero-based budgeting affect the human resources budget?
All expenditures must be justified.
Compensation
All financial returns (beyond any benefits payments or services), including salary and allowances.
Outside the United States, for which employees are employment contracts generally used?
All levels of staff, including most temporary and part-time workers
Stakeholders
All those affected by an organization's social, environmental, and economic impact shareholders, employees, customers, suppliers, regulators, and local communities.
Types of Group Interviews
All type of in-depth interviews: 1 -Multiple candidates meet with one or more interviewers. Done when the job is clearly defined and numerous candidates can be informed / asked about job requirements. 2 - fishbowl interview. Interactive where several applicants or one applicant and potential colleagues work together to solve a problem. 3 - most common are panel/team interviews where each interviewer serves a different purpose (tech, social, etc.). Structured questions are spread amongst panel members in a "tag-team" style of their proficiency. Save time. BE careful to not intimidate. Sit in a circle or living room style.
Senior management has determined that a reduction in force (RIF) is the only way it can address financial difficulties. Which action would best minimize the impact of the downsizing on the organization and employee morale?
Allow employees to volunteer to be separated.
What is the best career development strategy for an engineer who is not interested in a management position?
Allow for upward movement in technical positions.
Job bidding
Allows employees to indicate interest in a position before it's available.
making business more diverse
Allows new talent and new ideas from employees of different backgrounds. Helps recruiting and retention. Allows for an increase in market share. Leads to lower costs because there may be fewer lawsuits.
Days to Fill
Also time to fill - number of days from when a job requisition is opened until the offer is accepted. Helpful, but should look at this with new hire quality and ensure balance of 3 factors (cost efficiency, quality, speed)
During an interview, when is it appropriate to ask candidates about any outcome they might consider a failed performance?
Always; failures contribute to learning
Equity
Amount of owners' or shareholders' portion of a business.
Risk appetite
Amount of risk the organization or function is willing to pursue or accept to attain its goals.
Risk tolerance
Amount of uncertainty an organization is willing to pursue or to accept to attain its risk management.
What is meant by the term "residual risk"?
Amount of uncertainty remaining after all management efforts have been made
Affirmative Action
An action or policy favoring those who tend to suffer from discrimination
Risk control
An action taken to manage a risk.
Inside Moonlighting
An employee who holds a second job outside of normal working hours within the same organization.
Business Necessity
An employer's defense for an employment-related decision based on the requirements of the business and is consistent with other decisions
Risk position
An organization's desired gain or acceptable loss in value.
Attitude Survey
An survey of feelings that a population has towards a particular brand, product or company
ADDIE Model
Analysis Design Development Implementation Evaluation - cyclical, depends on previous success in steps, instructional design model that is conducive to any type of learning.
What type of assessment is most likely to be conducted near the beginning of the development of a global staffing plan?
Analysis to determine the gap between the current staffing situation and future staffing resource requirements
Selection screening
Analyzing candidates' application forms, curriculum vitae, and résumés to locate the most-qualified candidates for an open job.
Turnover
Annualized formula that tracks number of separations and total number of workforce employees per month.
Schaufeli and Bakker View on Employee Engagement
Antithesis of "employee burnout": Vigor - High levels of energy and effort in work Dedication - Involved in work and have a sense of pride/enthusiasm about it Absorption - Fully concentrated on and completely engrossed in work
Workplace Violence
Any act or threat of physical violence, harassment, intimidation, or other threatening or disruptive behavior that occurs in the workplace
Overtime
Any amount of time that is worked over 40 hours in one work week; pay rate is one and one half time the pay per hour
Workweek
Any fixed, recurring period of 168 consecutive hours (7 days times 24 hours = 168 hours).
Non-financial compensation
Anything that can be used to reward an employee besides a salary, for example: paid days off, medical insurance, retirement, etc.
Strategic Planning
Art and science of formulating, developing, implementing, and evaluating cross functional decisions they enable an organization to achieve its objectives
How is today's global organization best characterized?
As any organization, large or small, whose every process, action, and decision is firmly rooted in a carefully conceived global strategy
Competency Based
Ask questions based on real situations related tot he competencies for the position - ask for an example of a time he/she demonstrated the competency.
What strategy would be most helpful in obtaining commitment from managers when planning major changes in the performance appraisal process?
Ask the managers what changes they think should be made.
When planning major changes with the performance appraisal process, what would be most helpful in obtaining commitment from managers?
Ask the managers what changes they think should be made.
Needs Analysis
Assesses and identifies developmental needs at three levels: individual (thru perf reviews), task (changing in future?), organizational (high turnover areas, expansion future? choose these). Makes sure you make a program to see what program, why, how, challenges, resistances, and goals.
Situation judgment tests (SJTs)
Assessment tools that present prospective leaders with sample situations and problems they might encounter in a work environment.
Assessment centers
Assessment tools that provide candidates a wide range of leadership situations and problem-solving exercises.
Reasonable Accommodation
Assistance or changes to a position or workplace that will enable an employee to do his or her job despite having a disability
Secondary action
Attempt by a union to influence an employer by putting pressure on another employer.
Weighted average
Average of data that adds factors to reflect the importance of different values.
Mean
Average score or value.
Qualitative Analysis
Based on research that uses open-ended interviewing to explore and understand attitudes, opinions, feelings and behavior
Push training model
Based on training department schedule, success is based on number of people who attend training. Compliance based.
Compliance
Being in accordance with all national, federal, regional, or local laws, regulations, and government authority requirements for all the nations in which an organization operates.
Unitarianism
Belief that employers and employees can act together for their common good.
Organizational values
Beliefs that are important to an organization and often dictate employee behavior.
non-protected groups
Believe that the emphasis on diversity makes them scapegoats for problems created by increasing diversity.
calculations of costs of absenteeism should usually include
Benefits Overtime for replacements Fees for temporary employees, if incurred Supervisor's time Substandard production Overstaffing necessary to cover absences
Following recent media attention, a manufacturer is experiencing a sudden growth spurt. Which HR tasks can be effectively outsourced to allow HR to focus on strategic activities?
Benefits and payroll administration
median income for male and female workers
Biology and tradition Men were the real breadwinners! Increase in divorce rates EEOC laws - pregnancy disc act married =78% single, no children, under 18 = 96.1% never married =95.2 % all women= 82.1%
BFOQ
Bona fide occupational qualification - legitimate job criterion that employers can legally and permissibly use to hire a foreigner. Proves locals cannot do this job.
Global Recognition Trends
Broad Range of performance appraisal outcomes (promotion, increase pay) High levels of resources Empl Involvement in Target Setting Organizational justice Consistency and transparency
Design Phase
Broad goals and objectives are developed and broad plans for the treatment of the content and strategy for implementation are made. Outcome is an architecture or rough sketch of what the final program will look like.
Blogs
Broadcast-style communications that enable authors to publish articles, opinions, product or service reviews, etc., on a web page.
Job enlargement
Broadening the scope of a job by expanding the number of different tasks to be performed.
Employee Engagement
Broader concept than employee satisfaction, commitment, and morale. Outcome-driven concept - certain employee and employer/workforce characteristics can lead to employee behaviors that positively influence individual - and business - level performance. Organizational commitment and employees' willingness to go the extra mile.
Civil Rights Act of 1991 made what changes to the 1964 Act?
Burden of Proof = employer Quotas were banned Extended the possibility of collecting compensatory damages
When employer could potentially discriminate
Business Necessity and Job Relations Bona Fide Occupation Qualifications (BFOQS) Burden of Proof Non-Retalitory Practices
Corporate Social Responsibility (CSR)
Business approach that contributes to sustainable development by delivering economic, social and environmental benefits for all stakeholders
Enterprise resource planning (ERP)
Business management software, usually a suite of integrated applications, that a company can use to collect, store, manage and interpret data from many business activities.
How can an organization's greater diversity benefit its recruitment efforts?
By enhancing the employer's brand and ability to attract high-potential talent
Examples of Top Managers
CEO, President, Chief Human Resource, Chief Diversity, Chief Information Systems
CPHI vs CPHC
CPHI - for internal use, CPHC - for comparisons with competitors
Which statement about corporate social responsibility (CSR) policies and programs is correct?
CSR policy results are being included in annual financial performance reports.
Learning Activities
Can be Passive or Participatory - passive is listening to lectures, reading, panel discussions, and demonstrations. Participatory is learner interacts with instructor, co-learners, or a process.
Pivotal Talent Pools
Can lead to improved organizational decisions and performance - Boudreau and Ramstad believe traditional job descriptions often miss essential actions by being rigid and only showing current tasks being done.
Step 4 -- Make an offer to the top candidate
Can make different types of offers. Should consult legal for all: Contingent job offer - conditional upon passing tests (medial, psychological) Employment offer - oral or written comm formally offering candidate job usually through an offer letter (standard, state terms of employment with acceptance deadline, state details of acceptance). may begin salary negotiations. Employment Contract - written agreement between org and employee explaining employment relationship. Clarify terms. Include relocation, terms for resignation, compensation/benefits.
Recruitment Cost and Yield Ratios
Can measure several things such as: Cost to hire vs total first-year compensation (RecCosRatio) Qualified apps vs total apps (yield ratio) Minority apps vs total apps (yield ratio) Female apps vs total apps (yield ratio)
conditional job offer
Can you perform the essential functions of the job for which you are applying with or without accommodation?
Intercultural wisdom
Capacity to recognize, interpret, and behaviorally adapt to multicultural situations and contexts; also called cultural intelligence.
Which market practice benefits might be offered to entice an executive to join an organization?
Car, transportation allowance, and meal vouchers
HR Measuring/Analyzing Empl Engagement
Career Development - advancement (rotation, enrichment, enlargement), learning, opp to use skills, paid training/tuition, internal mobility Relationship with Management - Comm, autonomy, mgnmt recognition of employees Compensation and Benefits -equal to market, work life balance Work Environment - meaningfulness, corp culture, relationships, work to mission, work itself
How is career development often viewed in Eastern cultures?
Career decisions may be strongly influenced by family and friends.
Dual career ladders
Career development programs that identify meaningful career paths for professional and technical people outside traditional management roles.
What is the difference between career management and career planning?
Career management focuses on the organization's needs; career planning focuses on the individual's needs.
Organizational learning
Certain types of learning activities or processes that may occur at any one of several levels in an organization.
Organizational Learning
Certain types of learning activities or processes that may occur at any one of several levels within an org- individual (training/experience), Group (KSAs in group), Organizational (shared insights and past org memory -policies etc.)
70-20-10 Ratio
Challenging assignments 70%, Developmental relationships 20%, Coursework and training 10% -- For executive and all adult learning
Glocalization
Characteristic of an organization with a strong global image but an equally strong local identity.
After a workplace survey showed that it was not perceived as "employee-friendly," an organization decides to implement alternative dispute resolution (ADR). Which type of ADR would be most appropriate?
Chosen officer
Which task is critical to identifying the talent needs of a business?
Clarifying performance standards
Disparate treatment
Clear discrimination against an employee
Competency
Cluster of highly interrelated attributes, including KSAs, that give rise to the behaviors needed to perform a given job effectively. A set is called a "competency model".
Competencies
Clusters of highly interrelated attributes, including knowledge, skills, or abilities (KSA) that give rise to the behaviors needed to perform a given job effectively.
An organization has designed and published its values, provided training on the values, and outlined an individual's responsibilities in upholding those values. What has the organization created?
Code of ethics
Merger/acquisition (M&A)
Combination of two separate firms either by their joining together as relative equals (merger) or by one acquiring the other (acquisition).
Broadbanding
Combining several salary grades or job classifications with narrow pay ranges into one band with a wider salary spread.
Engagement Strategy Components
Commit long-term Measure consistently Connect engagement with business results Seek empl input Gain leadership support
mergers and acquisitions
Communicating decisions Revising the organization structure Merging HR activities
What do software as a service (SaaS) users need to access the software?
Compatible browser
psychological contract: employers provide
Competitive compensation and benefits Flexibility to balance work and home life Career development opportunities
What type of information might be discovered during an environmental scan?
Competitive threats
Requirements for Application Form
Complete, Easy to Read, Easy to Review: Authorization to verify info and check references Statement regarding truthfulness and a signature References Previous app/work with employer Work History Education, training, and special skills Basic personal data
Skill banks/skill tracking systems
Computerized talent or skill inventories furnish lists of qualified people
Diversity of thought
Concept describing the presence of different types of cognitive processes in a workplace; opposed to "groupthink," or similarity of thought processes and opinions.
Cultural relativism
Concept that argues that ethical behavior is determined by local culture, laws, and business practices.
Ethical universalism
Concept that argues that there are fundamental ethical principles that apply across cultures.
Due process
Concept that laws are enforced only through accepted, codified procedures.
Stakeholder concept
Concept that proposes that any organization operates within a complex environment in which it affects and is affected by a variety of forces or stakeholders who all share in the value of the organization and its activities.
Comparable worth
Concept that states that jobs requiring comparable skills, effort, responsibility, and working conditions filled primarily by women should have the same job classification and salary as similar jobs filled by men.
Rule of law
Concept that stipulates that no individual is beyond the reach of the law and that authority is exercised only in accordance with written and publicly disclosed laws.
Resume
Concise and general intro to a candidate's experiences and skills. 1-2 pages. Accompanied by a cover letter (letter of interest or motivation letter)
What is the best way to evaluate an emergency response plan?
Conduct a crisis drill.
What is the best method to use when training employees on an emergency response plan?
Conduct drills and role plays.
A recent employee survey identified work/life balance as a problem for an organization. What would be the best objective to include in HR's business plan?
Conduct five focus groups to identify work/life balance issues and prepare a report/recommendations by mid-year.
Gallup Meta-Analysis on Q12 Engagement Survey
Confirmed connection between employee engagement and 9 performance outcomes: % better in top engagement than low engagement: 10% customer ratings 22% profitability 21% productivity 25% turnover 48% safety incidents 28% shrinkage 37% absenteeism 41% quality (defects)
Human Capital
Conned knowledge, skills and experience of a companies employees
In his curriculum vitae (CV), a well qualified applicant takes a lot of credit for team initiatives. What should HR do?
Consider scheduling a screening interview.
Broad-based strategies and tactics to address individual employee concerns about
Consistency in organizational rewards Organizational support for employee efforts Accurate measurement of employee performance Desirability of rewards by employees
What policy gives employees an opportunity to understand expectations and change their behaviors?
Constructive discipline
millennials
Consumers born between 1977 and 2000 and the children of the Baby Boomers.
psychological contract: employees contribute
Continuous skill improvement and increase productivity Reasonable time with the organization Extra effort when needed
Outsourcing
Contracting with third-party vendors to provide selected services/activities.
Unstructured
Conversational, allows candidate to elaborate on topics, non-threatening. Difficult to compare answers. "non-directive interview"
Encryption
Conversion of data into a format that protects or hides its natural presentation or intended meaning.
What factors provide the best basis for determining future global staffing requirements?
Corporate and HR strategic plans
Maturity curves
Correlate pay with time spent in a professional field such as teaching or research.
An international hard discount supermarket chain's competitive strategy is to provide the lowest-cost products by minimizing operational costs and narrowing product choice. Which generic competitive strategy is it using?
Cost leadership
What is a traditional measure of recruiting costs?
Cost of hire
A manager in the IT department does not identify high-potential employees. As a result, many employees leave the company. What would be the best first step in solving the problem?
Counsel the manager on the importance of employee retention.
What is the goal of enabling local cluster developments?
Creating shared value
What type of organizational effectiveness and development intervention might focus on changing the values guiding employees' relationships with each other and with stakeholders?
Cultural
A mail-order bakery that has had national success in the U.S. is expanding into global markets. They intend to start with five cakes that are current best sellers. Which potential issue should HR anticipate with this strategic approach?
Cultural tastes will vary from what is popular in the U.S.
Intrinsic Motivation
Daniel Pink - For right-brained, creative thinkers, this works best. The desire to do things because they matter. Get pay off the table, then do this. Revolves around three elements: 1. Autonomy 2. Mastery 3. Purpose
Affinity diagramming
Data sorting technique in which a group categorizes and subcategorizes data until relationships are clearly drawn.
Mind mapping
Data sorting technique in which group members add related ideas and indicate logical connections, eventually grouping similar ideas.
Database
Data structure that stores organized information (numeric information as well as sound clips, pictures, and videos).
Skinner's Behavioral Reinforcement Theory
Deals with shaping behavior - desired behavior is recognized and rewarded, undesired behavior is ignored or punished. Positive Reinforcement - Give award for good behavior. Either contrived (salary increases, gifts, introduce to org), or natural (attention, praise, already exist) Negative Reinforcement - Avoiding undesirable consequences by giving person a reward when good behavior is exhibited. Punishment - negative reaction to undesirable behavior Extinction - no response
What action would an organization take during the strategy formulation phase?
Deciding on the organization's mission
What is the outcome of the arbitration process?
Decision
Step 1 -- Organize/summarize information in terms of selection criteria
Decision process -- gather all information gathered during the process. Should have been kept in one place (ATS) anyway. Be sure same level of information is available on every candidate. If not, consider language barriers or environmental conditions before DQ.
Step 2 -- Identify and Rank Acceptable Candidates
Decision process -- remove those who should not be considered and ranking the top. Should include explanations and relate to selection criteria. Use a variety of reviewers and consider the sources of data. Go through prioritization process twice.
Multi-criteria decision analysis (MCDA)
Decision-making tool in which a team deter¬mines critical characteristics of a successful decision; a matrix is used to score each alternative and compare results.
Mental models
Deeply ingrained assumptions that influence how we understand the world and how we take action
Statutory Benefits
Defined as something that is fixed
Competitive Strategy
Defined as the long-term plan of a particular company in order to gain competitive advantage over its competitors in the industry; aimed to receive superior ROI
Decentralization
Degree to which decision-making authority is given to lower levels of an organizations hierarchy
Power Distance Dimension of Culture
Degree to which the hierarchical distribution of power is accepted by all the culture's members - can have an impact on info shared and developmental/training needs that may be identified in analysis step of ADDIE. (aycan) Low - based on person's developmental needs, based on formal perf evals, conducted participatively HIgh - based on group membership, affiliation, and won't express what they need to save face
For which position may an applicant be asked to take a polygraph test?
Delivery driver for a pharmaceutical firm
E-learning
Delivery of training and educational materials, processes, and programs via the use of electronic media.
Which stage in the workforce analysis process considers the business challenges an organization faces and creates a forecast of the organization's future workforce composition?
Demand analysis
Strategy Implementation
Describe the activities within an organization to manage the execution of the strategic plan
Job Specifications
Describe the min quals needed to do the job in a satisfactory way - not the optimal candidate. Experience, education, training, licenses/certs, mental and physical abilities, level or org responsibilities. Ensures compliance with local laws.
Critical path
Describes the shortest amount of time required to complete a project, taking into account all project task relationships.
Mission
Describes why an organization exists and what the organization is
An HR director has been assigned to develop a program to support the opening of new retail stores. Which step in the ADDIE process identifies the behavioral results of the program?
Design
Intrinsic motivation
Desire to do things because they matter, because we like it, because they're interesting, or because they are part of something important.
Methodology to build an Employment Brand
Determine existing beliefs ID main competition SWOT Develop Brand - values, benefits Ensure Consistency Test, Execute, Reassess Reinforce
Four-fifths rule
Determines if adverse impact has occurred
At what stage of the strategic planning process is a SWOT analysis performed ?
Development
Talent management
Development and integration of HR processes that attract, develop, engage, and retain the knowledge, skills, or abilities of employees that will meet current and future business needs.
The Center for Creative Leadership, after 30 years of research, designed a model of learning called the 70-20-10 rule. The rule proposes that to develop managers it is important to engage them in three clusters of experience, using a 70-20-10 ratio. What type of experience does the "20" in the ratio stand for?
Developmental relationships
Mentoring
Developmentally oriented relationship between two individuals.
Diversity
Differences in characteristics of people; can involve personality, work style, race, age, ethnicity, gender, religion, education, functional level at work, etc.
Racial Diversity
Differences in people of different races/ethnicities
An employee receives a piece rate up to a standard and then receives a higher rate once the standard has been exceeded. What type of pay system is this?
Differential piece rate
compensation and lifestyle
Differentiated pay package, high total compensation, geographic location, and respect for lifestyle
What obstacles to accomplishing a successful change to a new enterprise management system are unique to a global firm?
Difficulties in communication across borders and time zones
Mobile learning
Digitized instructional content delivered to wireless mobile devices (e.g., smartphones, tablet computers, notebooks, and digital readers).
What term has been coined for the process of charting a course through cultural differences?
Dilemma reconciliation
Total rewards
Direct and indirect remuneration approaches that employers use to attract, recognize, and retain workers.
Andragogy
Discipline that studies how adults learn- based on 5 differences in adult learners: - self concept - experience - readiness to learn (developmental task on social role focus) - orientation to learning (immediate applicability and problem focused) - Motivation is internal
A supervisor hires a new employee, and, by the end of the first month, the employee is having performance problems. What is the first thing the supervisor should do?
Discuss performance issues with the employee
A salesperson takes a personal phone call while a customer needs help. How should the owner give the salesperson feedback?
Discuss the incident with the salesperson in private and remind the salesperson of the policy on personal phone calls.
Types of Illegal Discrimination
Disparate Treatment Adverse Impact
3 types of justice:
Distributive Procedural Interpersonal
ADDIE - Development
During which materials are created, purchased, or modified to meet the stated objectives. Learning activities are developed.
Employee Life Cycle
ELC - all activities associated with an employee's tenure: Recruitment and Selection - up to and including hiring Onboarding and Orientation Training and Development Performance Management Transition
Which act facilitates the legal use of electronic signatures on electronic applications and contracts in the U.S.?
ESIGN
Triple bottom line
Economic, social, and environmental impact metrics used to determine an organization's success.
Transfer of learning
Effective and continuing on-the-job application of the knowledge and skills gained through a training experience.
Which best describes the impact of self-service technologies on internal HR?
Eliminates many time-consuming duties for HR and benefits managers
Because of an increase in terrorism, a global organization establishes evacuation procedures and communication plans for company sites. The organization also creates a website that sits outside the company's firewall for easy access if the organization's network goes down. What activity has the organization completed?
Emergency response planning
3 Types of Employee Surveys
Employee Attitude- perceptions of quality of mngmt, org comm issues, etc. Employee Opinion- Specific processes Employee Engagement - morale/satisfaction/commitment
Tools to Gather Info on Employee Engagement
Employee Surveys Focus Groups Individual Interviews
EVP
Employee Value Proposition - the foundation of employment branding. Answers why an employee wants to work for you and stay working for you. Needs to align with strategic plan, vision, mission, and values.
Financial planning, legal assistance, and tuition assistance programs are just a few examples of what type of work/life program?
Employee assistance
Variable Pay
Employee compensation that changes as compared to salary, which is paid in equal
Informal Onboarding
Employee learns about his job without a structured plan. Leaves most up to the employee.
HR is trying to better understand the indirect costs associated with organizational turnover. The employee engagement survey is coming up. What should HR try to assess as part of the survey?
Employee morale
An employer wants to survey employees on current safety procedures to determine if they have ideas on how to improve overall safety in the workplace. What type of survey would the employer conduct?
Employee opinion survey
When is the retention rate for adult learners highest?
Employees are able to practice what they have learned.
Nonexempt employees
Employees covered under U. S. Fair Labor Standards Act regulations, including minimum wage and overtime pay requirements.
Exempt employees
Employees who are excluded from U.S. Fair Labor Standards Act minimum wage and overtime pay requirements.
Assignees
Employees who work outside their home countries.
HR concerns when completing Employee Surveys
Employees will be honest, can management handle it? Employees will always be critical of certain things (perf appraisal), if not willing to address, don't ask. HR will always be criticized (not empl oriented enough) Translation may be required. Do it well. Cultural differences. Online is good except need confidentiality and pilot testing
Employee engagement
Employees' commitment to an organization; willingness to put in effort that promotes the effective functioning of the organization.
3 things need to establish a case for disparate treatment
Employer did not hire him or her The person appeared to be qualified for the job The company continued to try to hire someone else for the position after rejection
How can a person be perceived to be disabled?
Employer makes assumptions about a employees condition and ability to do work based on an incident or history of illness
Pregnancy Discrimination Act
Employers can not: -Deny sick leave for pregnancy related issues -Design an employee health benefit plan that provides no coverage for pregnancy
Immigration Reform and Control Act of 1986 requires
Employers to only hire workers who can document that they are legally permitted to work in the United States
Well-being
Encompasses 3 Aspects of Employee Health: 1. Physical - overall health, stamina, energy 2. Psychological - stress, optimism, confidence, control 3. Social - work relationships, work/life balance, respect
Onboarding
Encompasses orientation as well as the first few months of an employee's tenure in a position.
Which practice is most likely to protect sensitive corporate data?
Encrypting employee computers and network communications
What approach will most help the change process go more smoothly?
Ensuring that employees have input into change alternatives
EEOC =
Equal Employment Opportunity Commission
What does the equal pay act guarantee?
Equal Pay Act guarantees the same amount of pay for men and women who do the same job in the same organization
Strictness
Error that occurs when an appraiser believes standards are too low and inflates the standards in an effort to make them meaningful.
Central tendency error
Error that occurs when an appraiser rates all employees within a narrow range, regardless of differences in actual performance.
Contrast error
Error that occurs when an employee's rating is based on how his or her performance compares to that of another employee rather than objective standards.
Leniency errors
Errors that are the result of appraisers who don't want to give low scores.
Uncommon, Possible Elements of a JD
Essential Functions- for highly skilled Reasonable Accommodation - Appropriate modifications or adjustments employers make for disabled persons Nonessential functions - desired, not required Sign-off- "employee will adhere to company values" or "I understand the job" sign and date Disclaimers - responsibilities are not exhaustive
Conducting the Interview
Establish rapport - make candidate comfortable Listen carefully - paraphrase back to make sure you heard correctly Smooth transitions Observe nonverbals - you and candidate Take notes - but not directly on form or resume! Conclude interview - explain next steps
What is the most critical role of a diversity council?
Establishing the vision, goals, and programs that define the diversity and inclusion initiative
The creation of a global compensation and benefits strategy that fails to take into account important local differences in culture is most likely to occur in what approach to global management?
Ethnocentric
Engagement Trends in Empl First Year
Excitement slows at 3 months, and declines to 52% engaged by 6 months
What type of talent management training is best for senior managers?
Executive coaching
Mentor, facilitator, innovator, and broker are roles of what level of leader?
Executive-level
Brain drain
Exit of educated and skilled citizens from emerging and developing countries for better-paying jobs in developed countries.
Performance standards
Expectations of management translated into behaviors and results that employees can deliver.
other indicators of diversity (EC)
Experience Education Perspectives Knowledge
Extraterritoriality
Extension of the power of a country's laws over its citizens outside that country's sovereign national boundaries.
Identity alignment
Extent to which diversity is embraced in management of people, products/services, and branding.
Inclusion
Extent to which each person in an organization feels welcomed, respected, supported, and valued as a team member.
In the four-layer model of diversity, which layer consists of the results of life experiences and choices?
External dimensions
What communication method is more likely to be favored by high-context cultures?
Face-to-face
Motivation
Factors that initiate, direct, and sustain human behavior over time.
Legal Constraints on Pay Issues
Fair Labor Standards Act is what dictates the legal side of compensation as well as the minimum wage laws
Curriculum Vitae (CV)
Fairly detailed overview of a candidate's accomplishments, especially those in academia. Most common for research or academia positions. Beginning of career, 2-3 pages, seasoned could be in double digits
Pay equity
Fairness of compensation and benefits paid to employees.
T or F: Job analysis measures job performance.
False
How to Prepare for an Interview
Familiarize self with duties/requirements of position Answer general questions about org Form questions Org questions in good order Review candidates resume/cv/form
Consequences of Turnover
Fill costs Negates fill costs Lost training and knowledge Employee Moral and Productivity Diversity Lost opportunity costs
Assets
Financial, physical, and sometimes intangible properties an organization owns.
Substantive Assessment Methods
Find those with min quals but also will be high performers: Cognitive Ability Test - multiple choice test (verbal, math, reasoning, reading comprehension) Personality Test - Social interaction, traits, temperaments Aptitude Test - capacity to learn or acquire new skill Psychomotor Test - demonstrate a min degree of strength/dexterity Assessment Centers - method of assessing higher-level managerial competencies. Actual situations. One-several days (in-basket exercises, role-play, tests, interviews)
What key characteristic of an effective risk management program is identified in ISO 31000?
Fits the organization's risk and control environment
ADDIE model
Five-step instructional design process that governs the development of learning programs.
An organization has experienced significant turnover among its creative writers. During exit interviews, the writers have expressed dissatisfaction with rigid starting times, a lack of recognition for their work, and poor communication between managers and employees. What measure could the organization take immediately to address some of the concerns?
Flextime
"macro" strategic HR Management (SHRM)
Focus on the integration of HR practices and human capital with the company's strategy. Bundles of practices High Performance Work Systems (HPWS) Creating a synergistic effect
Delphi technique
Forecasting technique that progressively collects information from a group without physically assembling the contributors.
Codetermination
Form of corporate governance that requires a typical management board and a supervisory board and that allows management and employees to participate in strategic decision making.
Constructive discipline
Form of corrective discipline that implements increasingly severe penalties for employees; also called progressive discipline.
Incentive pay
Form of direct compensation where employers pay for performance beyond normal expectations to motivate higher performance.
A university is beginning its budget planning process. Due to cutbacks in state aid, every department must cut its budget by 3%. What is this budgeting method called?
Formula budgeting
Strategic Management
Formulation and implementation of the major goals and initiatives taken by a company's top management
What on boarding activity would be the best way to help a management new hire understand and navigate the cultural and political landscape of the organization during the first 90 days on the job?
Fostering organizational relationships and providing frequent opportunities for open discussions.
Diversity dimensions
Framework for understanding the range and complexity of diversity; includes four layers (personality, internal dimensions, external dimensions, and organizational dimensions); also known as identity group.
Systems thinking
Framework that makes patterns clearer and helps one see how things interrelate and hot to change them
attractive job
Freedom and autonomy, exciting challenges, and career advancement and growth
What is the most critical change in how organizations now define diversity?
From a defensive, compliance-based view to a strategic view of diversity as an asset
How has the role of the HR professional evolved?
From operational to strategic
What is an example of strategic drift?
Front-line managers change strategy in increments and strategic focus becomes incoherent.
essential job functions
Fundamental job duties of the employment position that an individual with a disability holds or desires.
Stereotyping
Generalized opinions about how people of a given gender, race, religion, age, education level, job type, or national origin look, think, act, feel, or respond.
The creation of a single, cohesive global compensation and benefits strategy, with the flexibility to conform to local cultural and legal differences, reflects what approach to global management?
Geocentric
Why an Application Form
Get information YOU want to know, not what the applicant wanted you to know Shows if applicants exaggerated Signature verifies the info is correct Goes directly into ATS
Flexible Work
Gives employee the flexibility to determine where they work and for how long they work
Cherry Picking
Giving higher salaries etc. for same skills other organizations pay less. Trying to recruit more talent.
Challenges to Employee Engagement
Global competition, harsh economy, tech adv, boundaries between work and life are blurred -- leading to lower productivity, greater absenteeism, increase in turnover
Local responsiveness (LR) strategy
Globalization strategy that emphasizes adapting to the needs of local markets and allows subsidiaries to develop unique products, structures, and systems.
Global integration (GI) strategy
Globalization strategy that emphasizes consistency of approach, standardization of processes, and a common corporate culture across global operations.
quid pro quo
Granting sexual favors for raise, promotion etc.
Which term refers to a company building a new global location from the ground up?
Greenfield operation
Which court case established the criteria for disparate impact?
Griggs v. Duke Power
GDP
Gross Domestic Product; estimate of the total value of goods and services produced in a country in a given year
Nominal group technique
Group of individuals who meet face-to-face to forecast ideas and assumptions and prioritize issues.
Trade union
Group of workers who coordinate their activities to achieve common goals in their relationship with an employer or group of employers; also called labor union.
Labor union
Group of workers who coordinate their activities to achieve common goals in their relationship with an employer or group of employers; also called trade union.
Works councils
Groups that represent employees, generally on a local or firm level; primary purpose is to receive from employers and to convey to employees information that might affect the workforce and the health of the enterprise.
Globalization
Growing interconnectedness and interdependency of countries, people, and companies.
Vision Statement
Guiding image of an organizations future
Well-Being and Engagement Relationship
H WB and H E - Most productive and happiest employees L WB and H E - More likely to leave organization, high productivity, and burnout H WB and L E - More likely to stay, less committed to org L WB and L E - Contribute the least and won't leave due to laziness Well being enhances relationship between engagement and productivity. Needs to align with culture.
Which HR professional is fulfilling the correct role of HR in managing organizational risk?
HR conducts a workshop with other functions to identify potential upside and downside risks to the next workforce management plan.
Staffing
HR function that acts on the organizational human capital needs identified through workforce planning and attempts to provide an adequate supply of qualified individuals to complete the body of work necessary for the organization's financial success
The process of collecting and tabulating HR data falls into which category?
HR measures
Head Count
HR metric - Snapshot of a moment in time - number of people on the organization's payroll (FTE - full-time equivalency)
Groups and Subgroups
HR metric - group ( exec, manager, staff, trainees, contractors) into subgroups (salaried, hourly). Reporting across various categories helps in planning for diversity.
Demographics
HR metric- age, occupation, income, retiring and new employees (for planning and forecasting)
During an HR audit, what undergoes a systematic and comprehensive evaluation?
HR policies, practices, and procedures
Bottom Line
HR practices drive key employee behaviors that are aligned with the company's strategy
Center of excellence (COE)
HR structural alternative established as an independent department that provides services within a focused area to internal clients.
Shared services HR model
HR structural alternative in which centers with specific areas of expertise develop HR policies in those areas; each unit can then select what it needs from a menu of these services.
Functional HR
HR structural alternative in which headquarters HR specialists craft policies and HR generalists located within divisions or other locales implement the policies, adapt them as needed, and interact with employees.
Dedicated HR
HR structural alternative that allows businesses with different strategies in multiple units to apply HR expertise to each unit's specific strategic needs.
traditional management view
HRM should not be part of developing or executing firm's strategy
Background Investigations
Happens after decide candidate could be good for job. Get a signed release if not on application form. Verify info on resume. Get transcripts. Usually helps to make better hiring decisions. Should be job-related.
Sexual Harassment
Harassment in a workplace or other professional situation; Making of unwanted sexual advances or obscene remarks
Employee Enablement
Having people in the right roles and providing them with both the resources and support to get things done.
What makes HR strategic?
Having the right people at the right time for the right job in the right company Develop a culture that can't be copied through systems of HR practices Bottom Line
Workforce Reporting
Head count, representation of groups and subgroups, demographics provide basis for decisions regarding employee deployment in key talent areas and predicting future staffing needs
Which characteristic is representative of an ethnocentric approach to global staffing?
Headquarters-country staffing policies are replicated in each country.
factors affecting Maine external supply
Health care, forestry, tourism, retail, education
What is the primary objective of the Organisation for Economic Co-operation and Development (OECD)?
Help countries address globalization issues.
In which type of culture may employee surveys be less acceptable?
Hierarchical
Personal mastery
High level of proficiency in a subject or skill area
link of absenteeism and employment
High unemployment - low absenteeism
Big data
High-volume, high-velocity, and high-variety information assets that require innovative forms of information processing for enhanced insight and decision making.
What term has been used to describe the global assignee who is unable to assimilate into the local culture?
Homebound
Compensation Philosophy
How a company determines how to compensate their employees
What distinguishes a punitive discipline system from a nonpunitive system?
How an employer responds to an infraction
Perlmutter's Relationship between Orientation and Talent Acquisition
How global mindsets affect staffing Ethnocentric - HQ country does all staffing - need to rotate coaches into different countries and bring back lessons learned Polycentric - each organization has it's own rules - need to encourage cross-border knowledge charing Regiocentric - employees circulate within regions with focus on regional results - need cross-region sharing of talent and ideas Geocentric - Single, international enterprise who share everything - evaluate and refine what you are doing, adjust as necessary, and leverage local talent
Learning Style
How you take in and process info: Western Based : - Visual Learners - ppts, seeing - Auditory Learners - Hearing, reading aloud, listening to others - Kinesthetic Learners - active/hands-on/tactile
HRIS
Human Resource Information System; systematic tool for gathering, storing, maintaining, retrieving and revising HR data
Herzberg's Motivation-Hygiene Theory
Hygiene (extrinsic) factors - must be there to be able to have motivation factors. Surround the job - environment, supervision, relationship Motivation (intrinsic) factors - present in the job itself. opportunity for recognition
Outcomes of Selection Screening
ID applicants who fit min selection criteria Provide source questions for subsequent interviews Provide info for reference checks Ensure line mngt and other internal stakeholders spend time interviewing only qualified candidates
Steps to Developing Policy
ID need for policy Determine policy content Obtain Stakeholder support Comm with empl Update and revise (at least annually)
Risk management
Identification, evaluation, and control of risk that may affect an organization, typically incorporating the use of insurance and other strategies.
Performance
If HR Management recruits, trains, develops, appraises and compensates employees well (marketing, sales, finance, operations, R&D, Production, Accounting, salary/ hourly)
During which phase of the strategic planning process does motivating employees to work toward organizational goals take place?
Implementation
What is the best example of risk mitigation?
Implementing an emergency communication system for assignees
Techniques to build a Formal Brand
Important because your organization has one, even if you don't advertise for it (informal - could be bad). Parents too. Website Media ads Social media Brochures etc. Marketing Campaign Traditional Recruiting Events (job fairs) Community Events Word of Mouth Dialogue
Health Maintenance Organization (HMO)
In-network physicians
impact of turnover
Inability to achieve business goals Loss of "image" to attract other individuals High costs of turnover and replacement Churn—hiring new workers while laying off others
What type of program are stock-ownership plans based on organizational performance?
Incentive pay program
to guard against pay inequities, employers should:
Include benefits and other items of remuneration to calculate pay. Inform all employees how pay practices work. Base pay on the value of jobs and performance. Benchmark pay against local and national markets so that pay structures are competitive. Conduct audits to detect gender-based inequities and ensure that pay is fair internally.
What is the best example of "high involvement" employee involvement strategies?
Including worker representatives on management committees
What is hyperconnectivity?
Increasing digital interconnection of people and things, any time and any place
Job enrichment
Increasing the depth of a job by adding responsibilities such as planning, organizing, tracking, and completing reports.
Cultural Considerations in Retention
Indirect compensation such as training opportunities (china) and elder care (US). When paid leave is required and isn't a new benefit.
Employees
Individuals who exchange work for wages or salary; in the U.S., workers who are covered by Fair Labor Standards Act regulations as determined by the IRS.
Protected Class
Individuals within a group identified for protection under equal employment laws and regulation. Race, ethnic origin, color •Sex/gender • Age Disability • Military experience •Religion - Marital status - Transgender
Which action best illustrates HR's strategic role in the organization?
Influencing and affecting management's view of organizational change
Occupational injury
Injury that results from a work-related accident or exposure involving a single incident in the work environment.
Employee Surveys
Instrument used to collect and assess employee perceptions about the work environment. Provide direct means to fix an issue that may not have been documented, increase trust, and show empl you care.
Employee surveys
Instruments used to collect and assess employee perceptions about the work environment.
Which communication platform provides a community where employees can share feelings and post specific questions about HR issues?
Internal social network
A firm exports its products to foreign countries, where it also opens production facilities, but its products, processes, and strategy are developed in the home country. What term best describes this company?
International
Which technology has impacted benefits administration the most?
Internet access
Methods of Gathering Job Information
Interview Observation Diary Questionnaire Checklist Work Participation O*Net
Selection interviews
Interviews designed to probe areas of interest to the interviewer in order to determine how well a job candidate meets the needs of the organization.
JD purpose in global environment
Intracountry/Cross-border transfers (avoiding) Career Management/Succession Planning Compensation Studies Statistics for job types across organization Comparison and alignment of business processes across countries
What is an ideal platform for publishing HR policies, procedures, and other documents that are useful in keeping employees informed?
Intranet
Autonomy, mastery, and purpose are three elements of which type of motivational theory?
Intrinsic motivation
A manufacturing organization's office employees are arriving late to work on a consistent basis. A focus group survey is conducted, and it appears that the employees' morning commute has changed significantly due to highway construction and the opening of new businesses. Which is the best strategy the organization should use to correct the problem?
Introduce a flextime policy with bandwidth hours.
What is the first step in developing a knowledge management system?
Inventorying knowledge assets
When faced with a sexual harassment case, an employer should...
Investigate immediately Take action if warranted
Negligent Hiring
Involves hiring a candidate who the employer knew (or should have known) posed a risk to others in the workplace. No direct legal consequences, but helps to mitigate risk.
What is the primary value of a written code of conduct?
It becomes a decision-making tool to guide employee conduct.
What is a characteristic of activity-based budgeting?
It considers the cost and strategic significance of key tasks.
In global staffing, why is it important to use a common approach for analyzing and describing job?
It facilitates communication and decision making about jobs.
What is an advantage of using the point-factor method in job evaluation?
It provides documentation and an audit trail.
When an organization prides itself on a strong corporate social responsibility identity, what is it likely to see as a primary area of responsibility?
Its stakeholders
Common Elements of a JD
Job ID, position summary, min quals, duties/responsibilities, success factors (competencies), physical demands, working conditions, performance standards
Who performs job analysis?
Job analysis is performed by HR or the job incumbent
root causes of turnover (Ways to measure)
Job and job levels Department, units, and location Reason for leaving Length of service Demographic characteristics Education and training Knowledge, skills and abilities Performance ratings/levels
Job description vs. job specification
Job description - written documentation that identifies, defines, and describes a job in terms of its duties, responsibilities, working conditions, and specifications Job specification - worker characteristics need to perform a job successfully. Part of the job description
Job enlargement v. Job enrichment
Job enlargement adds more tasks Job enrichment adds empowerment and autonomy
Job classification
Job evaluation method in which descriptions are written for each class of jobs; individual jobs are then put into the grade that best matches their class description.
Paired comparison
Job evaluation method in which each job is compared with every other job being evaluated; the job with the largest number of "greater than" rankings is the highest-ranked job, etc.
Job-content-based job evaluation
Job evaluation method in which the relative worth and pay structure of different jobs are based on an assessment of their content and their relationship to other jobs within the organization.
Market-based job evaluation
Job evaluation method in which the relative worth and pay structure of different jobs are based on their market value or the going rate in the marketplace.
Job ranking
Job evaluation method that involves establishing a hierarchy of jobs from lowest to highest based on each job's overall value to the organization.
Point-factor system
Job evaluation method that looks at compensable factors (such as skills and working conditions) that reflect how much a job adds value to the organization; points are assigned to each factor and then added to come up with an overall point value for the job.
Factory workers who usually work in the assembly department are assigned to the shipping department every other week. What career development program are these workers participating in?
Job rotation
What job evaluation tool assesses the content of different jobs and their relationship to other jobs within the organization?
Job-content-based job evaluation
Which of these technologies has the primary mission of sharing information in meaningful ways to promote employee learning?
Knowledge management systems
Explicit Knowledge
Knowledge that can be formalized, coded, and communicated. Responds best to training.
KSA
Knowledge, skills, or abilities needed to effectively perform a job.
Examples of Positive Recruitment Outcomes
Known as employer of choice More qualified applicants Increase in diverse candidates Increase in employee referrals of qualified candidates Retention increase Creation of talent pipelines Increased candidate acceptance rate Rapidly filled positions increase
What is a specific subset of knowledge management?
LMS
Labor Supply and Demand
Labor Supply: the amount of hours people are willing to supply at a given wage rate Labor Demand: the amount of hours of hiring an employer is willing to do
JD Challenges in global environment
Lack of global competency model Varied interpretations of job functions Varied expectations for similar jobs Varied approaches to OTJ development Work environment impose different requirements Varied compliance requirements/employment law
Step 4 - Select and Offer
Last step in selection process to bring everything together to complete candidate evaluations and make hiring recommendations. Document and be systematic. Ideally, select a pool not one for flexibility.
Engagement at Separation
Layoffs - do it in a fair way Voluntary - exit interviews should be conducted Well-handled, objective, positive separations help define employer brand to employee leaving (for possible reemployment later), current employees, and future employees.
4 Key Areas of Employee Engagement
Leadership Characteristics (care, communication, trust) Team Practices (strategy, rewarding empl, understand customers) Org Values (Empl, customer-focused, give back) Work Itself (org strat, challeng, meaning)
HR Competencies
Leadership and Navigation Ethical Practices Consultation Communication Relationship Management Ethical Practice HR Knowledge Business Acumen Critical Evaluation Global and Cultural Effectiveness
Transformational leadership
Leadership based on vision and strategy and focused on challenging and developing organizational members in order to attain long-range results.
Authentic leadership
Leadership grounded in an individual's values and principles and focused on empowering others to act.
Bloom's Taxonomy
Learning objectives proceed in a hierarchical manner: Remember facts Recognize what you learned Apply what is learned to draw conclusions Use learning content to analyze the causes or poss outcomes Use learning to create new solutions Make judgment about value of materials
Pilot programs
Learning/development programs offered initially in a controlled environment with a segment of the target audience.
Vicarious liability
Legal doctrine under which a party can be held liable for the wrongful actions of another party.
Employment at-will
Legal presumption that an employer can terminate the employment relationship for no reason, at any given time
Civil law
Legal system based on written codes (laws, rules, or regulations).
Common law
Legal system in which each case is considered in terms of how it relates to legal decisions that have already been made; evolves through judicial decisions over time.
When using information from a background check as a reason to not hire someone, an employer must:
Let the employee know in writing (according to the Fair Credit Reporting Act)
What level of evaluation will measure changes in productivity after training?
Level 4: Results
What is an example of an ILO core labor standard?
Limiting employment in hazardous work to those over 18
What does "chain of command" identify?
Line of authority within an organization
Chain of command
Line of authority within an organization.
What is the key to making a successful business case for a diversity and inclusion strategic initiative?
Link it directly to the organization's unique mission, vision, and business objectives.
Developmental Activities
Long-term focus on preparing for future responsibilities while increasing capacities of employees to perform current jobs.
Indicator of Employee Engagement
Low turnover = high engagement Decrease in empl referrals - could be low engagement Increased rev per employee - high engagement
Training activities that spell out all the details and use direct and logical communication work best in what type of culture?
Low-context culture
Passive Listening
Lowest form of adult learning next to reading - adults rely on prior knowledge, experiences, failures, and successes when learning
Obstacles to Learning
Mainly affect pushed learning: - low tolerance for change - lack of trust - peer group pressure/perceptions - Bad previous training experience
Training Delivery Methods
Major methods include self-directed study, instructor-led training, and OJT. Instructor and self-directed can be combined in blended learning.
disability diversity -enable tech
Make facilities accessible Restructure jobs Modify work schedules Job reassignments
Engagement Practices in Hiring and Onboarding
Make job hunt simple, seamless, and informative Create accurate first impressions Make the first day count (seamless) Structured onboarding experience (formal) Show the path to success (growth opportunities)
Selecting Employee Engagement Intiatives
Make sound investments Create a business case Consider unintended consequences Base investment decision on sound data Create an Engagement Culture
What is the Older Workers Protection Act?
Makes it illegal for employers to discrimination in providing benefits to employees based on age
Ethical Decision Making
Making decisions based on a person's moral compass and their morals/beliefs
Management versus Human Resource Management
Management - broad term that can apply to all things (production management, labor relations management) Human Resource Management - more narrow term that applies to managing employees
As regulated by the Fair Labor Standards Act (FLSA), which employee must be paid overtime?
Manager who earns $425 per week
Examples of First-Line Managers
Manufacturing Plant Manager, Store Manager (day-to-day operations)
What job evaluation tool uses pay survey data to identify the relative value of jobs based on what other employers pay for similar jobs?
Market-based job evaluation
Which part of the organization has primary responsibility for bringing in revenue?
Marketing and sales
If an organization's competitive advantage is cost leadership, what practice is most likely to happen?
Mass-producing product to meet general market needs
An organization places more emphasis on training and formalizing policies and procedures. What phase of organizational evolution is it probably in?
Maturity
Theory Y
McGregor's Theory - Employees dislike rigid controls and inherently want to accomplish something - participative - sales team
Theory X
McGregor's Theory - employees inherently do not like to work and must be strictly controlled - authoritative - manufacturing might work best here
Common Reasons Employees Stay
Meaningful work and Appealing incentives/perks **employees need to get embedded in an organization and be engaged
What is the best way to demonstrate the effectiveness of an organizational effectiveness and development initiative?
Measure change over the course of the initiative.
In terms of risk management, what is a control?
Measure taken to reduce the probability or severity of a threat
Balanced scorecard
Measurement approach that provides an overall picture of an organization's performance as measured against goals in finance, customers, internal business processes, and learning and growth.
Gross Profit Margin
Measures the difference between what it costs to produce a product and the selling price
Occupational illness
Medical condition or disorder, other than one resulting from an occupational injury, caused by exposure to environmental factors associated with employment.
A manager has come to you because an employee cannot meet production standards. After further investigation, you discover that several other employees cannot meet production standards. Records show that all employees have been properly trained and certified. What would you recommend to the manager?
Meet with each employee to determine the obstacles to production.
What type of program could promote ongoing communication during an assignment and provide career advice and repatriation assistance?
Mentoring
Which activity requires an HR strategy of organizational growth?
Mergers and acquisitions
What are the exceptions to the Equal Pay Act?
Merit pay plan - employer can pay a man more if he is doing a better job than a female worker Quantity and quality of production - employers can pay for difference in the quantity and/or quality in work Seniority - can pay a man more if he has been with the company longer than a female Any factor other than sex - employer can use any other excuse to pay a male more than a female other than sex
Mediation
Method of nonbinding dispute resolution involving a third party who helps disputing parties reach a mutually agreeable decision; also known as conciliation.
Conciliation
Method of nonbinding dispute resolution involving a third party who tries to help disputing parties reach a mutually agreeable decision; also known as mediation.
Step 3 - Assess and Evaluate
Methods to determine of a candidate has the potential to be successful on a job that interviews cannot gather. Verify background data, conduct non-discriminatory formal assessments (rate on aptitude, personality, abilities, etc.). Can be categorized in several ways (basic skills, multidimensional, etc.). Must be cost-effective and equitable. Can create own (less cost, more personable, more time) or use commercial (expensive, often updated, valid, test security down)
Key risk indicators (KRIs)
Metrics that provide an early signal of increasing risk exposures in the various areas of an enterprise.
Median
Middle point above and below which 50% of scores in a set of data lie.
challenges with diversity
Miscommunication Conflict Higher Turnover Lower Performance
who is disabled
Mitigation means/methods usu. don't matter Mental disabilities (e.g., depression) Life-threatening illnesses (e.g., AIDS and HIV)
Accounts payable
Money an organization owes its vendors and suppliers.
Accounts receivable
Money an organization's customers owe the organization.
Direct compensation
Money to employees like salaries, wages, commissions
Global remittances
Monies sent back home by migrants working in foreign countries.
Ethics
Moral principles that govern a group
Discretionary Assessment Methods
More focused on finding a cultural fit (diversity inclusion beliefs, citizenship). Very subjective in nature and should not be used alone.
Reward
More transactional - the various financial and nonfinancial benefits for which superior performance can be exchanged.
Hertzberg's Two Factor Theory
Motivator factor: the factors that lead to satisfaction and the things that make employees work harder; examples like enjoying work and career progression Hygiene factor: the factors that can lead to dissatisfaction and a lack of motivation if they are absent; like salary, benefits, company policies, etc.
Job rotation
Movement between different jobs.
Formal Onboarding
Much more structured programs. May start during recruitment and selection and extend through several months on the job. Orientation rolls into additional structured activities. May last entire first year.
Main Idea of Learning and Development
Must turn organization into a learning team. Skilled workers are hard to find, and you must maximize their efforts to be successful. Their skills are hard for competitors to duplicate.
Elements in Resume
Name and contact information Education Work experience
What areas of HR practice can technology support?
Nearly every HR functional area
Due diligence
Necessary level of care and attention that is taken to investigate an action before it is taken.
factors affecting external supply
Net migration for an area Individuals entering and leaving the workforce Individuals graduating from schools and colleges Changing workforce composition and patterns Economic forecasts Technological developments and shifts Actions of competing employers Government regulations and pressures Other circumstances affecting the workforce
Which of the following technologies has the greatest impact on policies and procedures concerning privacy?
Network monitoring
Engagement Metrics
No specific calculation - but can tie investments made to empl engagement; Reduce absenteeism was goal? Calc empl absence rate before and after engagement plan.
A team leader uses social media to express frustration to team members about recent cuts in a project budget. Is this appropriate?
No, comments can quickly spread beyond the team and have unintended effects.
Which judgmental forecasting method requires a face-to-face meeting?
Nominal group technique
racial diversity
Non-Hispanic white (69% current, 60% 2025) Hispanic 50 million or 17% - second largest
Indirect compensation
Non-cash benefits like medical insurance, retirement and employee services
Under Fair Labor Standards Act (FLSA) regulations, how is a bank teller who works 38 hours per week and is paid $23,000 a year classified?
Nonexempt employee
Contingent Assessment Methods
Not always needed and can be done at any time in selection period. Dependent upon local laws and cultural norms: Drug Tests- substance abuse tests Medical Exams - Must be directly related to job-related duties
Head count
Number of people on an organization's payroll at a particular moment in time.
Stress Interview
Objective is to see how the candidate reacts under pressure. May be aggressive or unusual behavior from interviewer, puzzle-type questions (to see analytical/decisions/comm skills)
Disparate Treatment
Occurs in employment-related situations when either: Different standards are used to judge different individuals, or the same standard is used, but it is not related to the individuals' jobs E.g. Only Female applicants must pass a test E.g. Latino fired for customer complaints
Bias
Occurs when an appraiser's values, beliefs, or prejudices distort performance ratings.
Lockout
Occurs when management shuts down operations to prevent union employees from working.
Hostile environment harassment
Occurs when sexual or other discriminatory conduct is so severe and pervasive that it interferes with an individual's performance; creates an intimidating, threatening, or humiliating work environment; or perpetuates a situation that affects the employee's psychological well-being.
Disparate Impact
Occurs when substantial underrepresentation of protected-class members results from employment decisions that work to their disadvantage.
Pay compression
Occurs when there is only a small difference in pay between employees regardless of their experience, skills, level, or seniority; also known as salary compression.
Aging Workforce
Once defined as working individuals who are over the age of 40; now being expanded to age and knowledge
Management and employee engagement
One of the most important components of employee engagement. Facilitate engagement when showing gratitude, amplifying accomplishments, communicating well and often, positive feedback emphasis.
Performance bonus
One-time payment made to an employee; also called a lump-sum increase (LSI).
Lump-sum increase (LSI)
One-time payment made to an employee; also called performance bonus.
Which recruiting source would be the most effective way to extend the employment brand for a global enterprise?
Online social networks and blogs
What type of survey usually has the highest response rate among knowledge workers?
Online surveys
In most parts of the world, on what grounds are individual dismissals allowable?
Only for poor performance and serious misconduct
A company has established an internal procedure to improve communication between workers and management. According to company policy, managers are available to meet with any employee who wishes to discuss an issue. What form of dispute resolution is being used?
Open-door policy
Which part of the organization is responsible for building products?
Operations
Grievance procedure
Orderly way to resolve differences of opinion in regard to a union contract.
Employee Engagement and Strategic Plan
Org strategic plan is advanced by creating and environment that: promotes positive empl/mngmt relationships seeks to balance empl and org needs more empl engagement
HR Contribution to Organization Effectiveness
Organization Productivity Customer service and quality Financial contributions
Learning organization
Organization characterized by a capability to adapt to changes in environment.
Multinational enterprise (MNE)
Organization that owns or controls production or services facilities in one or more countries other than the home country.
Liabilities
Organization's debts and other financial obligations.
Who must begin the process of creating an ethical environment?
Organization's leaders
Based on an analysis of future skills needs, an organization implements two new training courses. What type of intervention is this?
Organizational
What term describes the method by which work flows through an organization?
Organizational structure
Functional structure
Organizational structure in which departments are defined by the services they contribute to the organization's overall mission, such as marketing and sales, operations, and HR.
Divisional Structure
Organizational structure in which divisions are separated by product, customer or market or region
Geographic structure
Organizational structure in which geographic regions define the organizational chart.
Matrix Structure
Organizational structure that combines departmentalization by division and function to gain the benefits of both
Matrix structure
Organizational structure that combines departmentalization by division and function to gain the benefits of both.
Functional Structure
Organizational structure that defines departments by what services they contribute to the organizations over all mission
Front-back structure
Organizational structure that divides an organization into "front" functions, which focus on customers or market groups, and "back" functions, which design and develop products and services.
Hybrid structure
Organizational structure that mixes elements of the functional, product, and geographic structures.
Decision Process to Selection
Organize and summarize information in terms of selection criteria ID and rank acceptable candidates Collect additional info as necessary Make an offer to the top candidate
Theory Z
Ouchi's Theory -Focus on increasing loyalty and well being- on and off work. Job for life. Assumes employees want to work and can do their work well. Generalist mindset. Promotions are slower because get to learn so much.
Porter's Business Unit Strategies
Overall cost leadership strategy Differentiation Focus strategy
Intellectual property (IP)
Ownership of innovation by an individual or business enterprise; includes patented, trademarked, or copyrighted property.
performance calculation
P= Ability (A) x Effort (E) x Support (s)
An organization is expanding operations into a new country. What acronym best describes the factors to consider during environmental scanning and strategic planning?
PEST Analysis
Service-level agreement (SLA)
Part of a service contract where the service expectations are formally defined.
In what culture is a verbal agreement or handshake likely to be better received than a detailed contract?
Particularist
Behavioral
Past performance is the best predictor of future performance. Focus is on how the candidate previously handled situations. Can probe more.
An organization has more than 50 full-time employees. Which act requires the organization to provide health coverage that meets minimum benefit specifications or pay a $2,000 per employee penalty?
Patient Protection and Affordable Care Act
Preferred Provider Organization (PPO)
Patients can go out-of-network; Have premiums, deductibles and co-pays
Cost-of-living adjustment (COLA)
Pay adjustment given to eligible employees regardless of performance or organizational profitability; usually linked to inflation.
General pay increase
Pay increase given to employees based on local competitive market requirements; awarded regardless of employee performance.
Compa-ratio
Pay rate divided by the midpoint of the pay range.
Differential pay
Pay rates that are affected by where or when an employee works.
Person-based pay
Pay systems in which employee characteristics, rather than the job, determine pay.
Incentives
Payments in return for the achievement of specific, time-limited, targeted objectives.
Premiums
Payments in return for the achievement of specific, time-limited, targeted objectives.
Benefits
Payments or services provided to employees to cover issues such as retirement, health care, sick pay/disability schemes, life insurance, and paid time off.
HR Trends in Recognition
Peer-to-peer is great 1% or more of total payroll goes to employee recognition Programs tie to corp values are more effective Strategic recognition programs report less-frustrated, more-enabled employees
Generation Y
People born after 1980
Generation X
People born between 1965 and 1980
Auditory learners
People who learn best by relying on their sense of hearing.
Visual learners
People who learn best by relying on their sense of sight.
Kinesthetic learners
People who learn best through a hands-on approach; also called tactile learners.
What is the primary distinguishing characteristic of an enterprise risk management framework?
Perception of risk as an integrated organizational issue
HR is conducting a benefits needs assessment and has just finished analyzing the design and utilization data on all benefit plans. What should be done next?
Perform a gap analysis.
What would be the first step in solving an organization's problems with a sharp increase in back orders of shipments?
Perform a process analysis.
A manager and an employee are working together to develop objectives and goals for the employee to attain. Which phase of the employees life cycle does this represent?
Performance management
Metrics
Performance parameters based on the relationship between two or more measures.
Tacit Knowledge
Personal and experience based knowledge. Responds best to development activities such as job experiences, relationships. 70% of adult learning takes place like this.
outplacement services are provided to displaced employees to give them support and assistance
Personal career counseling Resume preparation and typing services Interviewing workshops Referral assistance Severance payments Continuance of medical benefits Job retraining
issue of unnethical use of data
Personal computers now make it possible to access databases with confidential information
Firm Competitiveness
Pertains to the ability and performance of a firm to sell and supply goods or services in a given market
A woman with preschool-aged children is not hired while a man with preschool-aged children is hired. Which U.S. Supreme Court case found this practice in violation of Title VII?
Phillips v. Martin Marietta Corporation
Disability
Physical or mental impairment that substantially limits major life activities.
Well-being
Physical, psychological, and social aspects of employee health.
Blended learning
Planned approach to learning that includes a combination of instructor-led training, self-directed study, and/or on-the-job training.
Disparate impact
Policies, practices, rules that appear to be neutral but result in discrimination against protected groups
Challenges to Talent Acquisition and Retention (PEST)
Political Factors - immigration Economic Factors - the economic cycle (contraction/expansion). Early recruit a lot, mature or decline see layoffs/retrenchment. Cherry Picking. Social Factors- multiple generations, lack of skilled labor (tech increasing, etc.), brain drain Technological Factors - shifts in technology (LinkedIn), lack of availability of reliable data in emerging markets
An organization treats each of its subsidiaries as its own entity. Local personnel manage the operation, and there is little cross-border movement of talent. In terms of its staffing, this is an example of what type of organization?
Polycentric
For a multinational enterprise subsidiary in Malaysia, which compensation and benefits strategy would embrace incentives that promote the achievement of Malaysian objectives over global ones?
Polycentric
Picketing
Positioning of employees at a place of work targeted for the action for the purpose of protest.
culture and values of job
Positive, distinctive company that is well-managed, and offers exciting challenges.
Hazard
Potential for harm, often associated with a condition or activity that, if left uncontrolled, can result in injury or illness.
Organizational Development
Practice dedicated to expanding the knowledge and effectiveness of people to accomplish more successful organizational change
Affirmative action
Practice in which employer's identify conspicuous imbalances in their workforce & take steps to correct under-representation of protected classes
Sustainability
Practices that balance economic, social, and environmental interests to secure the interests of present and future generations.
Sourcing
Precursor to actual recruitment. Generates a pool of qualified applicants through internal and external advertising -- social media, professional associations, internal postings, referrals, etc.
Non-selected Candidate Notification
Preferable - phone call. But lots of times, automated. Try to make it as considerate as possible.
Career management
Preparing, implementing, and monitoring employees' career paths, with a primary focus on the goals and needs of the organization.
Types of Interviews
Prescreening Interviews (20 min, HR, pre-quals helpful with tons of applicants) with In-Depth Interviews (1 hour, management, can be several)
Business case
Presentation to management that establishes that a specific problem exists and argues that the proposed solution is the best way to solve the problem in terms of time, cost efficiency, and probability of success.
Stress
Pressure or tension around a particular subject
Essential functions
Primary job duties that a qualified individual must be able to perform, either with or without reasonable accommodation.
Employment at-will
Principle of employ¬ment in the U.S. that employers have the right to hire, fire, demote, and promote whomever they choose for any reason unless there is a law or contract to the contrary and employees have the right to quit a job at any time.
Duty of care
Principle that organizations should take all steps that are reasonably possible to ensure the health, safety, and well-being of employees and protect them from foreseeable injury.
Code of Ethics
Principles of conduct within an organization that guide decision making and behavior
Code of conduct
Principles of conduct within an organization that guide decision making and behavior; also known as code of ethics.
What factors does the risk equation use to determine level of risk?
Probability of occurrence and magnitude of impact
Uniform Guidelines on Employee Selection Procedures
Procedural document designed to assist employers in complying with federal regulations prohibiting discrimination.
Arbitration
Procedure in which disputes are submitted to one or more impartial persons for final determination.
Vesting
Process by which a retirement benefit becomes nonforfeitable.
Strategy Formulation
Process by which an organization chooses the most appropriate course of action to achieve its goals
Career development
Process by which employees progress through a series of stages in their careers, each of which is characterized by relatively unique issues, themes, and tasks.
Collective bargaining
Process by which management and union representatives negotiate the employment conditions for a particular bargaining unit for a designated period of time.
SWOT analysis
Process for assessing an organization's strategic capabilities in comparison to threats and opportunities identified during environmental scanning.
Orientation
Process in which a new employee becomes familiar with an organization as well as his or her department, coworkers, and the job.
Management Development
Process in which managers learn better skills for accomplishing their jobs and management skills
Negotiation
Process in which two or more parties work together to reach agreement on a matter.
Workforce planning
Process of analyzing the organization's workforce and determining steps required to prepare for future needs.
Dilemma reconciliation
Process of charting a course through cultural differences.
Knowledge management (KM)
Process of creating, acquiring, sharing, and managing knowledge to augment individual and organizational performance.
Distance learning
Process of delivering educational or instructional programs to locations away from a classroom or site.
Recruitment
Process of encouraging candidates to apply for job openings. Quality is more important. NO one-size-fits-all recruitment method.
Organizational development
Process of enhancing the effectiveness and efficiency of an organization and the well-being of its members through planned interventions.
Performance management
Process of maintaining/improving employee job performance.
Performance appraisal
Process of measuring employees' adherence to performance standards and providing feedback.
Employment branding
Process of positioning an organization as an "employer of choice" in the labor market.
Training
Process of providing KSAs specific to a particular task or job. Best when the skills are missing and person wants to learn.
Training
Process of providing knowledge, skills, or abilities (KSA) specific to a task or job.
Benchmarking
Process that compares performance levels and/or processes of one entity with those of another to identify performance gaps and set goals aimed at improving performance.
Job evaluation
Process that determines the value and price of a job in order to place and compare it within an organization as well as attract and retain employees in a competitive environment.
Environmental scanning
Process that involves a systematic survey and interpretation of relevant data to identify external opportunities and threats and to assess how these factors affect the organization currently and how they are likely to affect the organization in the future.
Environmental Scanning
Process that surveys and interprets relevant data to identify external opportunities and threats
Performance improvement involves accurately identifying sources of unacceptable outcomes and intervening to create effective practices. Impractical or outdated procedures are an example of which type of performance problem?
Process-related
What pay system ties pay to the volume of the work performed by the individual?
Productivity-based
_________________are most common approaches to affirmative action
Professional recruiting
PERT
Program Evaluation Review Technique; project management tool used to schedule, organize and coordinate tasks within a project
Onboarding
Programs that help employees develop positive working relationships with coworkers; encompass orientation as well as the first months of an employee's tenure in a position.
Gantt Chart
Project planning tool that graphically displays activities of a project in sequential order and plants them against time
A company collects more personal information from its employees than it needs to accomplish its stated purpose. What principle of data privacy is the company violating?
Proportionality of collected data
Expectancy Theory
Proposes that people will choose how to behave depending on the outcomes they expect as a result of their behavior Expectancy: the belief that your effort will result in your desired goal Instrumentality: the belief that you will receive a reward if you meet performance expectations Valence: the value that you place on the reward
Uniformed Services Employment and Reemployment Rights Act of 1994
Protects the right of people who take short leaves from a private-sector employer to perform military service
Contingency plan
Protocol that an organization implements when an identified risk event.
Value of Onboarding
Provides a strategy for an employee to succeed. Most organizations see a reduction in turnover.
Single-rate pay
Provides each incumbent of a job with the same rate of pay, regardless of performance or seniority; also known as flat-rate pay.
Flat-rate pay
Provides each incumbent of a job with the same rate of pay, regardless of performance or seniority; also known as single-rate pay.
An organization develops a technical training course on using spreadsheet software for administrative assistants. What factor about the training will be most appealing to adult learners?
Provides skills they can immediately apply in their work
Vision
Provides the strategic direction and describes what the owner wants the company to achieve in the future
In the balanced scorecard approach to strategic management, what company action does the customer value?
Providing quality goods and services
An agency drafts proposed changes in existing workplace safety requirements. The changes are not deemed critical. What will happen next?
Public comment on the changes will be sought.
Emotional intelligence (EI)
Quality of being sensitive to and understanding of one's own and others' emotions and the ability to manage one's own emotions and impulses.
Key performance indicators (KPIs)
Quantifiable measures of performance used to gauge progress toward strategic objectives or agreed standards of performance.
Two types of sexual harassment
Quid pro quo Hostile work environment
Realistic Job Preview
RJP - any part of the selection process that provides an applicant with honest and complete information about a job and work environment. Let applicant get as much info to make best decision, show job objectively, get best match. Videos, tours, interviews with future coworkers, simulations are all this. Pays to tell the truth! Reduces negative stress, turnover, disappointments, unrealistic expectations
Title VII (1964) prohibits employers from basing decisions on...
Race Color Religion Sex National origin
Promotion
Raising someone to a higher position or rank
What is diversity's greatest value to an organization?
Range of perspectives and modes of thinking it provides
Gross profit margin
Ratio of gross profit to net sales.
Net profit margin
Ratio of net income (gross sales minus expenses and taxes) to net sales.
Cost-benefit analysis
Ratio of value created to cost of creating that value; allows management to determine the financial impact particular activities and programs have on an organization's profitability.
Cost-Benefit Analysis
Ratio that allows management to determine the financial impact particular activities and programs will have on a company's profitability
Unweighted average
Raw average of data that gives equal weight to all values, with no regard for other factors.
Corporate social responsibility (CSR)
Recognition of the impact a corporation has on the lives of its stakeholders and the environment; can include corporate governance, corporate philanthropy, sustainability, and employee rights and workplace safety.
E-Recruiting
Recruiting through the internet. Key characteristic is the significantly increased exposure of position offerings. Not effective/appropriate in all countries. Basics - great to get more candidates faster, but bad because high volume and don't reach everyone
Specific costs associated with turnover
Recruitment Selection Training Lost productivity Separation costs - severance pay
Warning Signs on CV/Resume/Form
Red flags - but don't DQ necessarily - screening phone call could help clarify Over/Underqualified Hide gaps Filler information Messy/Grammar errors Too much credit for team work Vague Terms Inconsistent, lateral moves, changed professions, short times in positions
Demotion
Reduction in rank or status
What action is an ombudsperson empowered to take after hearing both sides of a workplace dispute?
Refer the matter to further alternative dispute resolution (ADR).
Gender identity
Refers to one's internal, personal sense of being a man or a woman (or boy or girl), which may or may not be the same as one's sexual assignment at birth.
National origin
Refers to the country (including those that no longer exist) of one's birth or of one's ancestors' birth.
Formalization
Refers to the extent to which rules, policies, and procedures govern the behavior of employees in an organization.
Cross-Cultural effectiveness
Refers to the knowledge and skills that affect/motivation that enable people to adapt effectively in a cross-cultural environment
Span of control
Refers to the number of individuals who report to a supervisor.
External Competitiveness
Refers to the pay rates of an organization's jobs in relation to its competitor's pay rates
Internal Alignment Strategy
Refers to the pay relationships between the jobs/skills/competencies within a single organization
Gender
Refers to the socially constructed system that associates masculinity or femininity to certain roles, behaviors, activities, and attributes.
Sit-down strike
Refusal by workers to work; also refusal by workers to leave their workstations, making it impossible for the employer to use replacement workers.
Examples of Middle Managers
Regional Manager
Apprenticeship
Related to technical skills training; often a partnership between employers and unions.
Job Design
Related to the specification of contents, methods and relationships of jobs in order to satisfy technological and organizational requirements
Offshoring
Relocation of processes or functions from a "home" country to another country
To collect information on base pay, incentive plans, and the like, what type of a survey should an HR professional use?
Remuneration survey
What best describes the difference between replacement planning and succession planning?
Replacement planning focuses on the short term; succession planning focuses on the long term.
Dashboards
Reporting mechanisms that aggregate and display metrics and key performance indicators.
RFP
Request For Proposal; written request asking contractors to propose solution and process that fit customers requirements
Under the Occupational Safety and Health Act (OSH Act), what right can employees exercise?
Requesting an Occupational Safety and Health Administration (OSHA) investigation
Purpose of EO 11246
Required covered organizations (firms with government contracts) to develop affirmative action programs to promote the employment of protected-class members (affirmative action)
Overtime pay
Required for nonexempt workers under U. S Fair Labor Standards Act at 1.5 times the regular rate of pay for hours over 40 in a workweek.
What type of measure is an average value of increased production as a result of a development initiative?
Return
ROI
Return On Investment; calculation that compares the money earned, or lost, on an investment to the amount of the money being invested
Evaluating Retention
Review HR metrics (turnover rates, emp and team perf ratings, feedback from new hires, retention threshold) and complaints/absenteeism. Conduct an audit (details on who is leaving). Exit information.
An organization that provides benefits to help parents achieve better work/life balance has been accused of providing more benefits to employees who are parents than to childless employees. Parents get time off for child-related illnesses and appointments, while childless employees are expected to work longer hours. Which is the best course of action to address this complaint?
Review related policies and, if the claims are valid, revise the policies so they apply equitably and fairly to all employees.
Jurisdiction
Right of a legal body to exert authority over a given geographical territory, subject matter, or persons or institutions.
An organization that offshores apparel fabrication has come under fire for using a supplier subcontractor cited for human rights violations. To avoid this situation in the future, which certification should the organization seek in their next supplier?
SA8000
In developing a corporate social responsibility (CSR) strategy, an organization is reviewing existing international principles and guidelines. It is looking for CSR certification and is focusing its attention on human rights issues. Which set of guidelines is apt to be most useful to them?
SA8000
Cost PER Hire
SHRM defined as: CPH = Sum of external costs + Sum of internal costs/total number of hires in a time period
Divestiture
Sale by a company of an asset that is not performing well, that is not core to the company's business, or that is worth more as a separate entity.
Structured
Same questions to everyone to get similar answers, interviewer is in control. "repetitive interviews"
An annual workplace survey shows a significant decline in overall employee satisfaction rates across departments. What should management do?
Schedule group interviews to gather more qualitative data.
Steps in the Selection Process
Screen, Interview, Assess and Evaluate, Select and Offer
There are two main "push" reasons for global expansion. One is increased cost pressures. What is the other primary push factor?
Search for new markets
Quantitative Analysis
Seeks to obtain easily quantifiable data on a limited number of measurement points
Gamification
Selective use of game design and game mechanics to drive employee engagement in non-gaming business scenarios.
Independent contractors
Self-employed individuals hired on a contract basis for specialized services.
Which company illustrates a regiocentric global orientation as described by Perlmutter?
Senior management talent moves between countries within regions.
costs of turnover
Separation costs Replacement costs Training costs Hidden costs
Which type of agreement often helps users migrate from the licensing of a product to a service subscription?
Service-level agreement (SLA)
Outplacement Services
Services that maintain job sites or job boards for individuals displaced due to layoffs (external)
What is the most significant impact of the creation of the triple bottom line?
Serving as the foundation for measurement and public reporting of sustainability performance by multinational corporations
Ethics
Set of behavioral guidelines by which all directors, managers, and employees of an organization are expected to behave to ensure appropriate moral and ethical business standards, typically beyond the letter of the law.
Culture
Set of beliefs, attitudes, values, and behaviors shared by members of a group and passed down from one generation to the next.
What is one of the key tasks of the "Plan implementation" step in the corporate social responsibility (CSR) strategic process?
Set priorities and objectives.
Pay ranges
Set the upper and lower bounds of possible compensation for individuals whose jobs fall within a pay grade.
Discrimination Types:
Sexual, religious, disability, race, color, national origin; applies to companies with 15 or more employees
An organization recently changed its employee benefits package and has decided to measure employee satisfaction. What action should the employer take before administering an employee survey?
Share survey goals with employees.
What is the most productive focus for knowledge management?
Sharing organizational learning and reducing knowledge loss
Virtual Organization
Short-term alliance between independent organizations in a potentially long-term relationship to design, produce, and distribute a product
Which is a specific and measurable aspect of strategy that serves as the basis for implementation decisions?
Short-term objectives
undue hardships
Significant difficulty or expense imposed on an employer in making an accommodation for individuals with disabilities.
Knowledge Transfer
Simply transferring knowledge from one person to another or even one organization to another
Offshoring
Situation in which a company relocates processes or production to an international location by means of subsidiaries or third-party affiliates.
Conflict of interest
Situation in which a person or organization has the potential to be influenced by opposing sets of incentives.
Cosourcing
Situation in which an enterprise outsources only one part of a function, often collocating it at the organization's workplace.
Joint employment
Situation in which an organization shares responsibility and liability for their alternative workers with an alternative staffing supplier; also known as co-employment.
Co-employment
Situation in which an organization shares responsibility and liability for their alternative workers with an alternative staffing supplier; also known as joint employment.
External equity
Situation in which an organization's compensation levels and benefits are similar to those of other organizations that are in the same labor market and compete for the same employees.
Internal equity
Situation in which employees feel that performance or job differences result in corresponding differences in rewards that are fair.
Moral hazard
Situation in which one party engages in risky behavior knowing that it is protected against the risk because another party will incur any resulting loss.
Bona fide occupational qualification (BFOQ)
Situation in which religion, sex, or national origin is reasonably necessary to carrying out a particular job function in the normal operations of an organization.
Work-to-rule
Situation in which workers slow processes by performing tasks exactly to specifications or according to job or task descriptions.
Performance-based pay
Situation where an individual's performance on the job is the basis for the amount and timing of pay increases; also called merit pay or pay for performance.
Pay for performance (P4P, PfP)
Situation where an individual's performance on the job is the basis for the amount and timing of pay increases; also called merit pay or performance-based pay.
Merit pay
Situation where an individual's performance on the job is the basis for the amount and timing of pay increases; also called performance-based pay or pay for performance.
Green-circle rates
Situations in which an employee's pay is below the minimum of the range.
What does the type of technology an organization selects greatly depend on?
Size of organization
Focus group
Small group (normally six to twelve) invited to actively participate in a structured discussion with a facilitator.
What recruitment method would best support an organization's attempts to attract Generation Y applicants?
Social media
SHRM
Society for Human Resource Management
Low-context culture
Society in which people tend to have many social connections but of shorter duration and where behavior and beliefs may need to be described explicitly so that those coming into the cultural environment know how to behave.
High-context culture
Society or group where people have close connections over a long period of time and where many aspects of behavior are not made explicit, because most members know what to do and think from years of interaction.
Software as a service (SaaS)
Software that is owned, delivered, and managed remotely and delivered over the Internet to contracted customers on a pay-for-use basis or as a subscription based on use metrics.
Applicant tracking software (ATS)
Software that provides an automated way for organizations to manage the recruiting process.
disabled person
Someone who has a physical or mental impairment that substantially limits life activities, who has a record of such impairment, or who is regarded as having such an impairment.
Intraregion Recruiting
Sourcing for specific skills in a specific country for positions that cannot be filled by local hires (external) -- epcot
Perquisites
Special incidental payments, benefits, or privileges given to individual employees, over and above their regular rewards.
What would be the most effective measure of an effort to improve customer service?
Specific numerical rating on a customer satisfaction survey
Mission Statement
Specifics what the company does, who its customers are, and the priorities it has set in pursuing its work
The Older Workers Benefit Protection Act (OWBPA) of 1990 prohibits age discrimination in the provision of employee benefits. Since some benefits cost more for older employees, how can an employer afford older workers on the payroll?
Spend the same amount on the benefit for each employee.
Reynold's Changing Global Staffing Patterns
Start by hiring lots of expatriates until your local workforce is ready, when you can then send your expatriates elsewhere and hire localy
Income statement
Statement that reports revenues, expenses, and net income (profit) for a specified period.
Balance sheet
Statement that reports the financial position of the organization at a specific point in time; shows assets, liabilities, and shareholder equity.
Cash flow statement
Statement that shows incoming and outgoing cash in the areas of operations, investments, and financing and remaining cash reserves; reflects an organization's ability to meet its current and short-term obligations.
Mission statement
Statement that specifies what activities an organization intends to pursue and what course management has charted for the future; a concise statement of its strategy.
Variance analysis
Statistical method that identifies the degree of difference between planned and actual performance.
Trend analysis
Statistical method that studies the way in which a variable may change over time.
Scenario/what-if analysis
Statistical method used to test the possible effects of altering the details of a strategy to see if the likely outcome can be improved.
Setting Goals/Objectives in Design Phase
Step 1 in the Design phase - objectives are what the course is based on. They provide focus, alert participants to what they should be learning, contribute to the knowledge and skill transfer, and provide a way to measure what was learned.
Screen
Step 1 of Selection Process - Screening the pool of applicants. Analyzing the candidates' application forms, curricula vitae, and resumes to locate the most qualified candidates for an open job.
Selection Interview
Step 2 in Selection Process - designed to probe areas of interest to the interviewer in order to determine how well the candidate meets the needs of the organization. Rely most heavily on this step in process. Manager typically conducts.
At what stage of the corporate social responsibility (CSR) strategic process does a global organization decide whether there will be local initiative leadership and how they will coordinate with global efforts?
Step 3: Infrastructure creation
Balance Scorecard
Strategic management planning system which takes into account the non-financial aspects of the organization, such as customer satisfaction, business processes, so that there is a complete picture of how the company is likely to perform in the future
Blue ocean strategies
Strategies that generate competitive advantage by creating a new marketplace arena in which there are no other competitors.
HR practices w/ company strategy
Strategy ->Recruiting/ Training/ Compensating -> SHRM
SWOT Analysis
Strengths, weaknesses, opportunities and threats
Types of In-Depth Interviews
Structured - Unstructured - Behavioral - Competency Based Group Interviews Stress Interview
Pedagogy
Study of Education of children
Andragogy
Study of how adults learn.
Pedagogy
Study of the education of children.
SWOT Analysis
Study undertaken by an organization to identify its internal strengths, weaknesses, opportunities and threats
Cloud computing
Style of computing in which scalable IT-enabled capabilities are delivered as a service using Internet technologies.
A three-year-old company has achieved excellent results through perceptive market timing and aggressive marketing. What type of strategy is the company following?
Successful differentiation strategy
An organization has four generations working side-by-side in the workplace. Which practice could alleviate management concerns that intergenerational tensions and a lack of camaraderie could undermine organizational success?
Succession planning
Workforce planning is a technique used to help an organization reach its short- and long-term goals and objectives. The staffing needs analysis consists of four steps. What is the first step?
Supply analysis
Management Themes in Good Employee Engagement
Supporting Employee Growth - autonomy, development, feedback Interpersonal Style and Integrity - Individual interest, availability, personal manner, ethics Monitoring Direction - reviewing and guiding, clear expectations, managing time and resources, following processes and procedures
Compliance program
System for ensuring that policies and procedures addressing issues identified in the code of conduct are presented to and understood and acted on by everyone in the organization and for evaluating the results of those efforts.
Governance
System of rules and processes an organization puts in place to ensure its compliance with local and international laws, accounting rules, ethical norms, and its own codes of conduct.
Learning management system (LMS)
System that holds course content information and has the capability of tracking and managing employee course registrations, career development, and other employee development activities.
HR audit
Systematic and comprehensive evaluation of an organization's HR policies, practices, procedures, and strategies.
Workforce analysis
Systematic approach to anticipate human capital needs and data HR professionals can use to ensure that appropriate knowledge, skills, or abilities will be available when needed to accomplish organizational goals and objectives.
Training Design
Systematic development of training that is provided to employees to ensure that the goals and needs of the company will be met through the training
Needs Assessment
Systematic process for determining and addressing the needs, or gaps, in current workplace conditions and desired workplace conditions
Job analysis
Systematic study of jobs to determine what activities (tasks) and responsibilities they include, personal qualifications necessary for performance of the jobs, the conditions under which the work is performed, and the reporting structure.
Job Analysis
Systematic study of jobs to determine what activities and responsibilities they include, qualifications, conditions, and reporting structure. Written statement of tasks performed in the job and education level, experience, training, KSA, etc. needed to do it. Should re-evaluate at 6 months post selection and continue to re-evaluate all current periodically.
Human resource information system (HRIS)
Systematic tool for gathering, storing, maintaining, retrieving, and revising HR data.
Learning organization
Systems level concept -- organization adapts to changes and response quickly to lessons of experience by altering org behavior: - learning accomplished by org as a whole -systems thinking - network in and out of org - change is embraced, risk tolerated, failure are opportunities - org adapts and changes as environ changes
In an effort to enrich jobs, management wants employees working at one of three assembly stations to complete the entire assembly job and put their names on the finished product. About half of the employees are resisting the change. What is the best course of action?
Talk with those opposed to the change to determine their concerns
Diversity council
Task force created to define a diversity and inclusion initiative and guide the development and implementation process.
What approach to handling global assignee taxes requires more administrative resources than other methods?
Tax equalization
Layoffs
Temporary employment separations; employees may be recalled to work, or the separation may become permanent.
Safety Management
Term used to describe how to manage employee safety in the workplace
A bona fide occupational qualification (BFOQ) is a job criterion that employers can use to hire a foreigner. To use the BFOQ defense, what must employers prove?
That local employees can not perform the key duties required by the job.
What current globalization force affects workplace diversity, and what is its effect?
The "demographic dichotomy" has brought new attention to generational diversity.
Why is an organization using PEST analysis data much more likely to have successful talent acquisition and retention?
The PEST data helps to adapt to environmental realities.
Leadership and Navigation competency
The ability to direct and contribute to initiatives and processes within the organization.
Communication competency
The ability to effectively exchange information with stakeholders.
Ethical Practice competency
The ability to integrate core values, integrity, and accountability throughout all organizational and business practices.
Critical Evaluation competency
The ability to interpret information with which to make business decisions and recommendations.
Retention
The ability to keep talented employees in the organization
Consultation competency
The ability to provide guidance to organizational stakeholders.
Business Acumen competency
The ability to understand and apply information with which to contribute to the organization's strategic plan.
Global and Cultural Effectiveness competency
The ability to value and to consider the perspectives and backgrounds of all parties in global business.
Capacity
The ability to yield output
Retaliation
The act of punishing someone for something they might have done; Example: firing someone for filing a discrimination complaint
Leadership
The action of leading a group or an organization in a certain direction
Strategic management
The actions that leaders take to move their organizations toward those goals and create value for all stakeholders.
Minimum Wage
The amount that an employer must at least pay their workers per hour; $7.25 an hour
Organizational culture
The basic beliefs and customs shared by members of an organization that contribute to an organization's sense of its identity.
Value
The benefit created when an organization meets its strategic goals.
Disciplinary Termination
The cause of termination due to a problem in discipline
Which statement about Equal Employment Opportunity Commission (EEOC) procedures regarding Title VII is true?
The charging party is given notice of the right to sue if no reasonable cause is found.
Organizational Effectiveness
The concept of how effective an organization is in achieving the outcomes of what the organization intends to produce
Equal Employment Opportunity (EEO)
The concept that all individuals should have equal treatment in all employment-related actions (14th amendment).
Job Documenation
The creation of job descriptions, specifications, and competencies.
What characteristic of an organizational effectiveness and development program would demonstrate that it was designed for how adults learn?
The debate and challenge of ideas is encouraged.
Human Resource Management
The design of formal systems in an organization to ensure the effective and efficient use of human talent to accomplish organizational goals.
Transfer of Training
The effect that knowledge or abilities acquired in one area have the ability to be transferred to another area of work
Productivity
The effectiveness of a productive effort; usually measured in terms of the rate of output per unit
HR Trends
The employee experience Data & analytics The gig/freelancer economy Shift from work-life balance to work-life integration HR working closer with IT
Maturity
The experience, local market development, and skill sets for a particular international location
Seniority
The fact or state of being older in position or status than someone else
Intellectual Capital
The intangible value of a business
HR Expertise (HR Knowledge)
The knowledge of principles, practices, and functions of effective human resource management.
Attrition
The loss of employees due to reasons other than firing and other employer-initiated events. Can look at: Overall attrition Attrition of critical talent New-hire attrition
Change Management
The management of change and development within a business or organization
Step 3 -- Collect Additional info As Necessary
The need for more information comes about after prioritization the first time. Make sure all candidates get to give same additional info and think of cultural barriers.
HR would like to implement an organizational policy regarding the use of the organization's e-mail system. Senior management is wary about adding yet another policy. What would be the strongest argument in support of HR's initiative?
The new policy would reduce the amount of risk posed to the organization by employees' use of the e-mail system.
Span of Control
The number of individuals that report to a supervisor
A program pairs at-risk youths with corporate mentors who encourage them to stay in school. The cost of the program to corporate participants is approximately $30,000 per year. What is the primary advantage to an organization of participating in the program?
The organization will build goodwill in the community.
Employment Brand
The persona an organization presents to current or prospective employees; it is the value an organization promises about the total employment experience.
Retention Thresholds
The point at which a new employee exits the organization
Value chain
The process by which an organization creates the product or service it offers to the customer.
Training Evaluation
The process by which you can determine if the goals and needs of the training were met
turnover
The process in which employees leave an organization and have to be replaced. -a symptom of a sick culutre
Employment Branding
The process of positioning an organization as an employer of choice in the labor market: Positive image (ethics) Clear and consistent message (diversity, innovation) Get best candidates to apply Give sense of pride Reinforce public's view
Strategic planning
The process of setting goals and designing a path toward a competitive position.
Selection
The process of vetting the most suitable candidate for a position based on the position criteria set during job analysis and job documentation.
Human Capital
The skills, knowledge and experience possessed by an individual or population
What is the probable outcome of measuring employee attitudes through an annual survey?
The survey can reveal problems that might go unreported.
What is HR
The talents (human capital) and energies of people who are available to an organization as potential contributors to the creation and realization of a competitive edge and impact bottom line results
Diversity may improve a team's innovation and creativity. However, what negative effect may diversity instead have on a team effort?
The team may become fragmented, nonproductive, and indecisive.
An organization terminates an employee for borrowing work equipment for personal use, an act specifically prohibited in the employee handbook. This has happened before, but a new manager believes the rule must be enforced. What should HR advise?
The termination may not be legally defensible.
Three Dimensional Theory of Attribution
The theory about how we attach meaning to our own and other people's behaviors Stability: how stable is the attribution? Locus of Control: was the event caused by an internal or external factor? Controllability: how controllable was the situation?
Maslow's Hierarchy of Needs
The theory that an individuals' most basic needs must be met before they become motivated to achieve higher level needs; Physiological Safety Love/belonging Esteem Self-actualization
Hawthorne Effect
The theory that when being watched, people will work harder and perform better
A manager approves a training course on the condition that there be some way of measuring program effectiveness and making changes. What strategy would best meet the manager's needs?
The trainer conducts a pilot program.
psychological contract
The unwritten expectations employees and employers have about the nature of their work relationships. -Affected by age of employee and changes in economic conditions. -Focuses on expectations about "fairness" that may not be defined clearly by employees. -differs depend on cohort
Work/Life Programs
There are several different types. This has become a concern due to mobile tech, families with two working parents, and long difficult travel to work. Consider if you need it to be comp, if you can sustain it (culturally and HR staff), and if it's already required (law/labor contract). Leave, Employee affinity groups, discounts, wellness programs, etc. Make sure employees can function in this, review to make sure it's working
According to the Family and Medical Leave Act (FMLA), what is true about covered employees?
They are entitled to return to a similar job with the same pay and status
What is a characteristic of employment contracts?
They are required in most parts of the world.
An organization's IT and HR functions both report a gender problem regarding high-level recruiting and retention. What is likely to be true about these problems?
They are the inverse of one another: not enough female candidates in IT or enough male candidates in HR.
Why is it important to have well-written, accurate, and current job descriptions?
They can provide a basis job-related performance standards.
Employee resource groups (ERGs) primarily serve as resources for their identity group members, but they can also be a critical resource for their parent organizations. What is one appropriate and valuable way in which ERGs can be an organizational resource?
They can provide valuable insights into the needs of new minority-based markets.
What actions are characteristic of organizations that approach global assignments from the strategic-systematic perspective?
They coordinate critical functions among the home office and foreign locations.
Sexual harassment is a violation of which legislation?
Title VII of the Civil Rights Act of 1964
Cross-Cultural Assessment Tools
To assess cross-cultural behaviors. Particularly useful in global operations. Several different: CCAI, COI, IDI, SAGE. Self-assessments mainly to see if you're ready and can go global.
What is the primary purpose of totalization agreements?
To avoid double taxation for social security
When a mediator is called in to resolve a collective bargaining impasse, what is the proper role of the mediator?
To bring the parties together to find common ground
What is the proper role of training in an organization's diversity and inclusion initiative?
To create awareness and help develop knowledge and skills
What is the primary function of an HR audit?
To determine HR programs to enhance
What is the primary purpose of a safety self-audit?
To ensure employee compliance with the organization's safety programs
Why is it crucial that HR partner with other functions?
To ensure that the organization's human capital matches its needs
What is the primary purpose of employer branding?
To establish the organization as an employer of choice.
What is the primary reason for conducting an HR audit?
To evaluate the effectiveness of the HR function
What is the main purpose of a global organization's code of ethics?
To guide its members' decision making and behavior
What is the purpose of an HR compliance checklist?
To help ensure compliance with HR laws and regulations
Why is it important for an HR director to establish internal partnerships with the managers of each business unit?
To illustrate what HR can do to help meet the needs of the business units
HR works with IT to restrict access to websites of a sexual nature from computers on the organization's network. What is the primary purpose of this policy?
To limit legal liability and ensure data security
What is a primary goal of the global integration strategy?
To maintain the organization's brand and image
What is the primary purpose of the balanced scorecard?
To measure goals from the perspectives of key stakeholders
What is a benefit of using differential pay?
To tie performance and compensation together
Risk scorecard
Tool used to gather individual assessments of various characteristics of risk (e.g., frequency of occurrence, degree of impact/loss/gain for the organization, degree of efficacy of current controls).
Types of Managers
Top Middle First-Line/Front-Line
Revenue Per Employee
Total Rev/Total number of employees - helpful when evaluating the cost of a lost employee due to voluntary or involuntary turnover.
Cost of Hire
Total recruiting costs (advertising, recruiter/agency, incentives, relocation bonuses, travel, salary)/number of new hires *should look at doing it by type of employee (supervisors) or location (for relo bonuses)
Leadership development
Training and professional development programs targeted to assist management- and executive-level employees in developing the skills, abilities, and flexibility required to deal with a variety of situations.
Self-Directed Study
Training delivery method - Allows learners to progress at their own pace without the assistance of an instructor (job aids, workbooks, MP3s and streaming materials assist this). Learner has to be motivated and can be cost effective (less instructors)
Blended Learning
Training delivery method - Planned approach that includes a combo of instructor-led training, self-directed study, and/or OJT. Great for multicultural organizations.
On-the-Job Training (OJT)
Training delivery method - Provided to employees by managers and supervisors at the actual work site. Just in time and uses real environment, but resource/time intensive, hard to schedule, safety issues, and SMEs needed.
Instructor-Led Study
Training delivery method - Traditional and frequently used mode of training. Delivered by an instructor to an audience. Great because offers several different learning activities and can focus more, but time/resource sensitive and difficult geographically (can be virtual though).
On-the-job Training (OJT)
Training for an employee that gives them the necessary skills and knowledge to perform their job
Pull training model
Training is readily available at any time and is a continuous process. Based on competencies needed to perform job.
On-the-job training (OJT)
Training provided to employees at the work site utilizing demonstration and performance of job tasks.
William H Macey and Ben Schneider on Employee Engagement and HR
Trait Engagement - personality based elements that make someone inclined to be engaged - natural curiosity, desire to be involved, interest in problem solving. consider at selection. State Engagement - workplace conditions that can be improved through organizational interventions directly under managements control Behavioral Engagament - Effort employees put into their jobs, which leads to greater value, creating higher performacne than their less-engaged counterparts.
Insourcing
Transferring a previously outsourced function back in-house.
How to Improve Employee Retention
Treat retention as a proactive, strategic part of talent management Know what motivates segments in workforce Monitor trends in retention and motivation Deep understanding of why they leave and stay Link staying and high productivity with management and reward them Align organizational system/process/future plans to improve retention
During global recruiting, which factor is likely to appeal to the greatest number of candidates?
Trust in leadership
Role Plays
Type of Learning Activity - Act out roles to resolve conflicts or practice behavior in situations
Structured Exercise
Type of Learning Activity - Complete tasks that are similar to those they encounter on the job
T-groups
Type of Learning Activity - Sensitivity training - group of people investigate and explore patterns of authority and communication among themselves.
Fishbowl activities
Type of Learning Activity - group of learners, sitting in center of a circle, debate/discuss a topic while remaining learners listen (blend of active and passive)
Case Studies
Type of Learning Activity - participants apply new knowledge/skills to a hypothetical situations or case
Simulations
Type of Learning Activity - perform an assigned role within a complex scenario designed to resemble a real-life challenge
Round Robin
Type of Learning Activity - person or team competes against others in class to answer questions or complete a task. Failure to win may lead to elimination.
Force-field analysis
Type of analysis in which factors that can influence an outcome in either a negative or positive manner are listed and then assigned weights to indicate their relative strengths.
Root-cause analysis
Type of analysis that starts with a result and then works backward to identify fundamental cause.
Disparate treatment
Type of discrimination that occurs when an applicant or employee is treated differently because of his or her membership in a protected class.
Disparate impact
Type of discrimination that results when a neutral policy has a discriminatory effect; also known as adverse impact.
Adverse impact
Type of discrimination that results when a neutral policy has a discriminatory effect; also known as disparate impact.
Structured interview
Type of interview in which the interviewer asks every applicant the same questions; also called a repetitive interview.
Competency-based interview
Type of interview in which the interviewer asks questions related to competencies for the position and asks candidates to provide examples of times they demonstrated the competencies.
Stress interview
Type of interview in which the interviewer assumes an aggressive posture to see how a candidate responds to stressful situations.
Behavioral interview
Type of interview that focuses on how applicants previously handled real situations.
Pluralism
Type of labor environment in which multiple forces are at work, each with its own agenda, and conflict is overcome through negotiation.
Employment practices liability insurance (EPLI)
Type of liability insurance covering an organization against claims by employees, former employees, and employment candidates alleging that their legal rights in the employment relationship have been violated.
Horn effect
Type of measurement bias in which analyst allows one strong point that he or she values highly and that works against subject to overshadow all other information.
Halo effect
Type of measurement bias in which analyst allows one strong point that he or she values highly and that works in subject's favor to overshadow all other information.
Cultural noise
Type of measurement bias in which analyst fails to recognize that individual is responding with answers the analyst wants to hear and that analyst's culture/values are determining what he or she hears.
First-impression error
Type of measurement bias in which investigator makes snap judgments and lets first impression (either positive or negative) cloud subsequent evaluation.
Negative emphasis
Type of measurement bias that involves weighting a small negative reaction or piece of information more than it should objectively merit.
Leading indicator
Type of metric that describes an activity that can change future performance and indicate higher degree of success in achieving strategic goals.
Lagging indicator
Type of metric that describes an activity that has already occurred.
Social movement unionism
Type of union activity that focuses on social topics such as antidiscrimination, environmental actions, and HIV/AIDS treatment and prevention.
Uniformed Services Employment and Reemployment Rights Act (USERRA)
U.S. act that protects the employment, reemployment, and retention rights of persons who serve or have served in the uniformed services.
Worker Adjustment and Retraining Notification (WARN) Act
U.S. act that requires some employers to give a minimum of 60 days' notice if a plant is to close or if mass layoffs will occur.
Groupware
Umbrella term for specialized collaborative software applications.
Alternative dispute resolution (ADR)
Umbrella term used to describe a number of problem-solving and grievance resolution approaches.
Transactional engagement
Undesirable form of engagement - employees appear engaged by working longer hours, but do not think in an engaged way. Negative well- being outcomes. Employees need to act and think engaged for positive well-being outcomes.
Weingarten rights
Union employees' right in U.S. to have a union representative or coworker present during an investigatory interview.
Domestic partners
Unmarried couples, of the same or opposite sex, who live together and seek economic and noneconomic benefits comparable to those granted to their married counterparts.
Glass Ceiling
Unofficially acknowledged barrier to an advancement in a position, usually primarily in women and other minorities
generational diversity
Upcoming: Gen Z (2000's - ~2015) Gen Y or Millennials (1980's-2000's) Gen X (1960's - 1980's) Baby boomers (1940's - 1960's)
Whose representation is most critical to a diversity council's success?
Upper management must be directly involved.
A key international assignee has resigned. Although there is a skilled replacement to take over, time constraints prevent adequate pre-departure preparation for the cultural aspects of the assignment. Which is the best option to help the replacement rapidly acclimate to the new culture?
Use a specialized third-party vendor
e-procurement
Use of electronic communications and transaction processing when buying (or contracting for/tendering) supplies and services.
Judgmental forecasts
Use of information from past and present to predict future conditions.
Information management (IM)
Use of technology to collect, process, and condense information with a goal of efficient manage¬ment of information as an organizational resource.
Pay grades
Used to group jobs that have approximately the same relative internal or external worth and are paid at the same rate or within the same pay range.
Reference Checks
Used to verify previous employment and learn about the applicant's aptitude and character. Get signed release here too. Difficult to do globally (language, technology, law barriers)
Of all the possible performance problems, cultural problems in the workplace tend to be the most challenging to remedy. Which possible solution may provide a more holistic and objective perspective of the performance issue?
Using an external tool or facilitator
Alternative Dispute Resolution
Using methods like mediation and arbitration to solve a problem instead of litigation
Mode
Value that occurs most frequently in a set of data.
Social media
Variety of Internet technology platforms and communities that people use to communicate and share information and resources.
Database management system (DBMS)
Variety of software applications that electronically manage stored data.
Industrial actions
Various forms of collective employee actions taken to protest work conditions or employer action.
Hiring Right
Very important because if not done: the cost of a bad hire is 1-1.5X the salary negative impacts to other employees (morale) Low productivity and increased costs
protected groups
View diversity efforts as inadequate and nothing more than "corporate public relations" that do not meet expectations.
Unfair labor practice (ULP)
Violation of rights under labor-relations statutes.
Special Considerations while Hiring
Visas, Work permits, residence permits, BFOQs
Vision statement
Vivid, guiding image of an organization's desired future, the future it hopes to attain through its strategy.
Reasons for Employee Turnover
Voluntary - another job, followed spouse, return to school, dissatisfaction, etc. Involuntary - dismissal, elimination of job
Employee resource group (ERG)
Voluntary group for employees who share a particular diversity dimension (race, religion, ethnicity, sexual orientation, etc.); also known as affinity group or network group.
An organization examines the level of probability for all types of losses to which it may be exposed. What aspect of risk is the organization studying?
Vulnerability
Family Assistance Program
WLB program - adoption assistance, emergency child care, elder/child care, long-term care, parenting resources
Convenience/Concierge Services
WLB program - banking, dinners-to-go, dry cleaning, grocery
EAP/EDP
WLB program - coaching, financial planning, legal assistance, mentor, counseling, retirement, tuition assistance, time management
Flexible Work Arrangement
WLB program - hours, job share, part-time, telework, variable workweek. Need IT assistance
An HR manager is preparing a risk management plan for a manufacturing floor. The manager has reviewed accident records from the past five years and talked with an insurer. What is the best way to obtain additional useful information?
Walk through the area and observe conditions during work operations.
Adult Learning Principles
Want real world issues want to know how learning can be applied Will come with goals and expectations Keep disagreements unheated, but allow them Have opinions respected Wish to be resources- use them Have a need to know what's in it for me (WIFM) **PRACTICE by doing and use immediately are best methods
Millennials and EVP
Want to feel their work has meaning and is worthwhile. Will consider leaving an organization if it doesn't meet their values/ethical expectations.
Departmentalization
Way an organi¬zation groups jobs to coordinate work.
Measuring Social Media Success
Web Metrics - behavioral data of visitors, referral sources, usage of content, and geographical origins Social Metrics- tracking fans, followers, comments, retweets, buzz Business Metrics - successful recruits
jobs and skills audit
What jobs exist now? How many individuals are performing each job? What are the reporting relationships of jobs? How essential is each job? What jobs will be needed to implement future organizational strategies? What are the characteristics of anticipated jobs?
Central Tendency Error
When a manager avoids making "extreme" rating decisions, so all of the ratings are in the middle
Leniency Error
When a manager over-emphasizes or under-emphasizes positive or negative behaviors, causing them to rate an employee higher or lower on their performance review
Similar-to-Me Error
When a manager rates an employee (higher or lower) because they resemble a quality that a manager also possesses. (Can be positive and negative)
Horn Effect
When a manager really dislikes an employee and they rate them lower on their performance review
Halo Effect
When a manager really likes an employee and they rate them higher on their performance review
Orientation
When an employee becomes familiar with the organization, his/her department, coworkers and job. Lasts 1-2 days
Voluntary Turnover
When an employee chooses to leave an organization for reasons like: a competitive job offer, staffing conflict, or lack of other opportunities within the organization
Recency Error
When an employee does something (positive or negative) close to the time of a performance review, that impacts the results of an employee's performance review
Involuntary Turnover
When an employee is let go from an organization
First-Impression Error
When an employee's first impression weighs in highly on their performance review
psychological ownership
When individuals feel that they have some control and perceived rights in the organization, they are more likely to be committed to the organization. -"This is MY organization" -"WE are working to improve things"`
Brain Drain
When skilled, educated workers travel abroad and learn skills and don't return. Or when skilled workers leave.
Pregnancy Discrimination Act protects...
Women who have the ability to become pregnant or who are already pregnant
Staff units
Work groups that assist line units by providing specialized services, such as HR.
Line units
Work groups that conduct the major business of an organization.
Wildcat strike
Work stoppages at union contract operations that have not been sanctioned by the union.
What approach to employee engagement is evident in emergency child-care programs, job sharing, and limits on overtime?
Work/life programs
A group of workers and management representatives are charged with examining how to improve company performance, working conditions, job security, and other related matters. What is this structure called?
Works council
Job Description
Written description of a job and its requirements, including tasks, KSA's, responsibilities, and reporting structure. Relatively brief. (role profile, role description, position description). Standard format. Should review each performance appraisal OR when hiring.
Job description
Written description of a job and its requirements, including tasks, knowledge, skills, abilities, responsibilities, and reporting structure.
Job specifications
Written statements of the necessary qualifications for the job incumbent.
Steps in Determining Compensation
Years of experience/education level Industry Location Skill sets Supply and demand Cost of NOT offering competitive pay
Do integrity test really work?
Yes
Protected Class
a group of people who have suffered discrimination in the past and who are given special protection by the judicial system
Undue hardship -
a high cost of accommodation and strain on the employers resources that is grounds for rejecting a disabled person
Shared vision
a look into the future that fosters genuine commitment and is shared by all who need to possess it
Team
a small number of people with complementary skills who work towards common goals for which they hold themselves mutually accountable
Self-managed teams
a team for producing an entire product, a component, or an ongoing service
measurement of assessment
absence/ turnover measurement employee surveys exit interviews data analysis
barometer of job satisfaction
absenteeism -organizational commitment = link
The process of adjusting salary data to keep pace with market movement is referred to as
aging.
women's earnings as a percent of men's
all- 82.1%
Compressed workweek
alter the number of workdays per week by increasing the length of the workday to 10 or more hours
Reasonable accommodation
an action taken to accommodate the know disabilities of applicants or employees so that disabled persons enjoy equal employment opportunity Examples: -Wheelchair accessible -Sign language teaching -Modifying work schedules -Permitting leave for treatment
absenteeism
any failure to report for work as scheduled or to stay at work when scheduled -72 cents on every dollar related to employee absent = lost productivity
Interview Method
asking incumbents or managers to describe the job
review organizational objectives and strategies
assess internal workforce scan external environment for labor supply changes
Simplification
assumes that work can be broken down into simple, repetitive tasks that maximizes efficiency Industrial Revolution brought about division of labor but people got bored at work
aligning HR Activities
attracting and retaining employees training, developing and evaluating employees compensating employees and other HR activities working smarter not harder
HR planning issues in small company
attracting and retaining qualified outsiders management succession b/w generations of owners family relationships and HR policies evolution of HR activities as the business grows
voluntary absenteeism
avoidable without justifiable cause
What is the correct order of the first four key steps in the seven-step diversity and inclusion strategic process? a. Preliminary assessment b. Executive commitment c. System changes d. Infrastructure creation
b, a, d, c
In organizations instituting strategic performance management systems, employees should
be told about performance expectations.
at will employment
both parties can quit/ fire
employee productivity drives what?
bottom line results
Potential problems with HRIS
breach of information, privacy
Job summary
briefly describes the job in one sentence
HRM decisions influence...
business bottom line employees (individual standard of living, compensation, and career development)
re-designing work
changing workloads and combining jobs re-shaping jobs due to technology changes
Questionnaire Method
checklist of important activities that the incumbent fills out
women industries percentages
child day care-95.5% rail transportation- 8.4%
HRIS functions
collects, records, stores, analyzes, and retrieves data concerning an organizations human resources
3 conditions of the Job characteristics Theory
competency desire for personal growth context satisfaction
rewards
competitive pay and benefits performance and compensation recognition (Flexible vs. Variable pay)
Organizational challenges
concerns or problems internal to a firm
characteristic of employer
culture and values management job security (LL Bean)
Incompetence assumption
current employees assume that the new hire is incompetence because he or she was hiring because of an affirmative action plan
the unit
current staffing level hiring freeze and attrition
estimation internal labor supply for given unit
current staffing level- projected outflows this year + projected inflows this year = internal supply for next year
cultural fit in mergers and acquisitions
degree of internal integration autonomy adaptability employee trust diversity
organization commitment (Loyalty)
degree to which employees believe in and accept organizational goals and desire to remain with the organization
efficiency
degree to which operations are done in an economical manner how much resources used
motivation
desire w/in a person causing that person to act to reach a goal
controlling absenteeism
disciplinary approach positive reinforcement combination approach "no fault" policy paid time off (PTO)
Adverse impact
discrimination that occurs when equal applications of an employment standard has a unequal effect on one or more protected classes; when the equal application of a policy or procedure negatively impacts a protected class
Disparate treatment
discrimination that occurs when individuals are treated differently because of their membership in a protected class (usually on purpose)
build acceptance of diversity
diversity pays of for company conflicts are reduced internal problem solving takes place
solve diversity issues and create an inclusive culture
diversity permeates company problems are approached pro-actively everyone gets along business results improve
begin process of dealing with diversity
diversity training provided affirmative action compliance occurs protected classes are focus conflicts and problems occur
diversity involves how we think and act -iceBURG
doing things differently behaviors/languages/ actions race/ gender style age/ physical abilities values/ life experiences/ thoughts religion/ sexual orientation culture
Job requirements and specifications
education, experience, licensing or certifications
purpose of HR Planning
effective planning= right people right capabilities right time right place
components of individual performance (quality and quantity)
effort expended individual ability organization support
line employee
employee directly involved in the process
staff employee
employee indirectly involved in the process who performs activities that support the line employees
Temporary workers
employees of an agency that are reassigned to other employers for a short amount of time
Contract workers
employees who develop work relationships directly with an employer for a certain jobs Consultant, freelancer, independent contractor
Part-time employee
employees who work fewer hours than full-time employees and receive fewer benefits Employers use them because it saves costs of compensation
Outsourcing
employers transfer routine or peripheral work to another organization that specializes in that work and can perform it more efficiently
What question can you ask a disabled job applicant after the employment offer?
employment test medical examination (if they are required by everyone)
Boundary-less organizational structure
enables an organization to form relationships with customers, suppliers, and/or competitors, either to pool organizational resources for mutual benefit or to encourage cooperation in an uncertain environment example: Disney and pixar
smart business equal employment and diversity management
equal employment opportunity -> non-discriminatory practices + affirmative action = workforce diversity management
If candidates are _________________, you may consider race, sex, age, or other characteristics
equally qualified
Reasonable accommodation
essential job functions undue hardship
Breaking the Glass
establishing mentoring programs providing career rotation increasing top management and boardroom diversity establishing goals for diversity allowing for alternative work arrangements
affirmative defense for employer in response to sexual harassment
establishing zexual harassment policy communicating the policy regularly training employees to avoid sexual harassment investigating and taking actions when complaints arise
Griggs vs. Duke Power case
example of adverse impact
Albemarle Paper Company vs. Moody Case
example of unfair employment testing
effectiveness
extent at which goals have been met HR-establish attainable and clear (SMART) goals
cultural compatibility
extent at which such factors are decision making styles, levels of teamwork, information-sharing philosophies, and the formality of the two organizations are similar Daimler-Benz-Chrysler (bought for $38B sold for $7.4B) "You had two companies from different countries with different languages and different styles come together yet there were no synergies"
Hygiene and Maintenance Factors
external factors located in the work environment that the lack of which can lead to job dissatisfaction one of the factors of Herzberg's theory
sources of inflows
external hires internal transfers promotions recalls
employee relationships
fair, non-discriminatory treatment supervisory, management support co-worker relations (volunteer work)
What actions by employer are addressed by the Age Discrimination in Employment Act (ADEA)?
firing, hiring, and promotion based on age
Focus strategy
focus on a narrow segment of the market
Defenders
focus on becoming more effective and efficient at what they do
Prospector
focus on innovative ideas and new products and services
"micro" HR Management
focus on specific HR practices and policies Employment Relations Recruitment Selection Training Development Compensation
Problems with teams
freeriding groupthink
Differentiation
gain competitive advantage by offering a unique product and a premium price
Overall cost leadership strategy
gaining competitive advantage by having the lowest cost in the industry
HR planning
government influences economic conditions workforce composition geographic and competitions concerns
Reverse Discrimination
harming opportunities for white males
Research helps us make better....
hiring decisions
Quotas are _________________except in the most extreme cases
illegal
strategic importance of managing layoffs
image of company investor appeal (CSR) attracting top talent retaining top talent overall employee attitudes (motivation, engagement) avoid lawsuits (waiver)
improving organizational productivity goals
increase organizational productivity reduce unit labor costs (4) (stock goes up during layoffs)
factors affecting job satisfaction and organization commitment
individual (ability/ motivation/ support) ^ job (design/ job elements) job satisfaction/ dissatisfaction organization commitment absenteeism/turnover
Individual performance factors
individual ability to do the work effort level expended organizational support`
Which is a better predictor of job performance, highly conscientious applicant, confident applicant, or intelligent applicant?
intelligent
Motivator Factors
internal job factors that lead to job satisfaction and higher motivation
types of turnover
involuntary voluntary controllable functional uncontrollable *not all bad
Work Participation Method
job analyst actually does the job
drivers of retention
job design and work career opportunities rewards employee relaitonships characteristic of employer
Diary Method
job incumbents write what they are doing at certain times
What question can you ask a disabled job applicant before the employment offer?
job-related questions
job design and work
job/ person matching time flexibility work. life balancing
Motivation
key aspect of engaging employees in their work. Factors that initiate, direct, and sustain human behavior over time.
Feedback from job
knowing if you're doing a good job or bad job
Affirmative action cannot be used in _________________
layoffs
why people stay/ leave
leave bad boss culture/ values attractive job compensation and lifestyle (Fit and Lifestyle and Sacrifice)
components of diversity training
legal awareness training cultural awareness training sensitivity training
problems with outsourcing
less control of process, employees get laid off
SHRM links?
links Human capital, HR practices with company strategy
Brain Drain
loss of high-talent key personnel to competitors or start-up ventures
Better hiring decisions mean....
lower turnover
Discrimination
making of distinctions among people
What are the three types of positions in a company
managers line employees staff employees
issues in matching supply of labor with demand for labor
managing a HR surplus outplacement services HR Planning in mergers and acquisitions
Productivity
measure of quantity and quality of work done considering the cost of the resources used (lower cost and cheaper products and services)
managing retention 3 keys
measurement and assessment managing retention
What question can you ask a disabled job applicant during employment?
medical information request for accomodation
gender and differences in qualifications
men will apply if they meet 60% of the requirement. Women will apply if they meet 100%
firms face challenges to engage in workforce
motivating
effort expended
motivation work ethic attendance/ turnover job design
Elements in CV
name/contact info Areas of academic interest Education Grants, honors, awards Publications/presentations Employment and experience Scholarly or professional memberships references
managers and HR
need to understand and execute HR practices to drive desired behaviors
women in workforce issues
nepotism glass ceilings and walls job assignments and nontraditional jobs EC: hazardous jobs/ ice hockey coach
waiver
not violation ADA (lay off/early retirement) 21 days to sign a waiver (who is being laid off)
computing turnover rate
number of employee separations during month/ total number of employees at midmonth x 100
Quid pro quo
occurs when sexual activity is required in return for getting or keeping job related benefits (happens between a supervisor and subordinate)
Hostile work environment
occurs when the behavior of anyone in the work setting is sexual in nature and is perceived by an employee as offensive and undesirable
Flat structure
only a few levels of management, decentralized decision making, less boundaries, increases customer satisfaction, rapidly changing environments
risks with maximizing
outcomes vs. process ends justify the means
Job duties and responsibilities
outlines what the person does on a day to day basis
environmental challenges
outside forces that affect the company examples: Rapid change Globalization Legislation
Offshoring
outsourcing to a company in a different country
Age Discrimination in Employment Act (ADEA) of 1967 protects
people who are 40 or older
Individuals with disabilities
people who have a physical or mental impairment that substantially affects one or more major life activities
What are Human Resources
people who work in an organization personnel, associates, employees, team members
Core workers
permanent full time employees Employers provide these workers with benefits
HR generalist
person who has broad HR knowledge - know a little bit about a lot of topics
HR Specialist
person who has in-depth knowledge and expertise in a limited area of HR
HR Generalist
person who has responsibility for performing a variety of HR activities
HR specialist
person who has specific HR knowledge - has in depth knowledge in a narrow area
HR consultant
person who is external to the firm who provides temporary HR services
reasons for unscheduled absences
personal illness 36% family issues 22% personal needs 18% entitlement mentality 13% stress 11%
board diversity liked with greater firm performance
pictorial diversity
What is management?
planning leading organizing controlling
Role of a manager
planning, leading, organizing, controlling
job satisfaction
positive emotional state resulting from evaluating one's job experience
HR is not overhead cost
potentially strategic competitive advantage
Egalitarianism
power and authority are spreading more evenly throughout the company
private-sector vs public-sector
private sector = publicly traded public sector = governmental
HR planning
process of analyzing and identifying the need for and availability of hr so that the organization can meet its objective
environmental scanning
process of studying environment of the organization to pinpoint opportunities and threats
sources of outflows
promotions turnover terminations demotions retirements deaths layoffs
Empowerment
providing workers with the skills and authority to make decisions that would traditionally made by managers
Bureaucratic structure
pyramid shaped, many levels of management, functional division of labor, rigid boundaries, highly centralized decision making
Distributive justice
questions whether outcomes are fair
Interpersonal Justice
questions whether personal treatment is fair
Procedural Justice
questions whether policies and procedures are fair
Turnover
rate at which employees leave the organization
managing retention
recruiting and selection orientation and training compensation and benefits career development and planning employee relations
Examples of HR systems
recruitment selection training compensation performance evaluation
downsizing
reduction in the company's workforce to reduce its bottom line
evaluation and follow up
regular review of turnover data tracking of intervention results adjustment of intervention efforts
HR planning process
review organizational objectives and strategies develop forecasting formulate HR strategies and plans
restructuring the organization
revise organizational structure reduce staff aide in mergers and acquisitions
Task Significance
seeing the big picture of where your job fits in Example: janitors in the hospital have a harder time connecting their job to the bigger picture than the doctors
Goal Setting Theory
setting goals improves performance
Which is the best way to improve performance?
setting performance-related goal
Electronic monitoring
software that monitors when, how, and why workers are using the internet
Line employees
someone directly involved in the production of a good or service
Staff employees
someone indirectly involved in the production of a good or service
possible retention interventions
spot cash awards for good work career counseling diverse workplace friendly work culture
ignore diversity
status quo protected possible legal issues increased diversity not important
Past HR management
strategic - 20% operational - 30% administrative- 50%
Future HR management
strategic- 60% operational -30% administrative- 10%
Outsourcing
subcontracting work to an outside company
potential sexual harassers to employee
supervisors customers vendors co-workers former employees other employees
forecasting
survey people available identify organizational need for people
human resource strategy vs human resource tactic
tactic is more specific
individual ability
talents interests personality characteristics
Virtual team
team that relies on interactive technology to work together when separated by physical distance
Autonomy
the amount of freedom or choice you have in performing your job Example: professors teaching classes versus an accountant working for a firm
Lower turnover improves...
the bottom line
Task identity
the extent to which you produce a whole identifiable product Example: making kitchen cabinets versus making nails
Organizational structure
the formal or informal relationship between people in an organization
Business Unit Strategy
the formula and implementation of strategies by a firm that is relatively autonomous
Corporate Strategy
the mix of business a corporation decides to hold and the flow of resources among those businesses
Job incumbent
the person who is currently assigned to the job in question
Job enlargement
the process of expanding a jobs duties (adds more tasks)
Job Design
the process of organizing work into tasks to complete the bigger job
Job enrichment
the process of putting specialized tasks back together so that one person is responsible for producing a whole product or an entire store (adds empowerment and autonomy)
Job rotation
the process of rotating workers among different narrowly defined tasks without disrupting the flow of work
Job analysis
the systematic process of collecting information used to make decisions about jobs; identifies the tasks, duties, and responsibilities of a particular job Gather information and then write a job description
Workflow
the way work is organized to meet the organizations production or service goals
Herzberg's Two-Factor Theory
theory of motivation attempts to identify and explain the factors that employees find satisfying and dissatisfying about their jobs
Developing appropriate job-content-based (internal) job evaluation factors that are consistent with the employees' concerns about the strategy of the organization is important because
this is one of the best opportunities for compensation practices to contribute to organizational strategy.
Flextime
time during which employees can choose not to be at work, part of a flexible work hours arrangement Allowing employees to come in earlier or later or leave early or later
Core time
time when all employees are expected to be at work, part of a flexible work hours arrangement
HR planning responsibilities
top HR executive and subordinates gather infer. from other managers to use in the dvlpment of HR projections for top mgment to use in strategic planning and setting organizational goals -THINK before move
organizational support
training and development equipment and technology performance standards management and co-workers
career opportunities
training/ developing and mentoring career planning/ advancement
decentralization
transferring responsibility and decision making from the central office to people and locations closer to the situation
hourly compensation cost for manufacturing production workers
u.s. - $21.33 Cambodia- 0.16 germany-26.48 china-.50
involuntary absenteeism
unavoidable with understandable cause
Cannot hire someone who is _________________based on a protected characteristic (Has this ever happened? Yes. Is it legal? No.)
unqualified
forecasting external HR supply
use of information from the past and present to identify expected future conditions
human resource shortage
use overtime add contingent workers bring back recent retirees outsource work reduce turnover
outsourcing
using domestic vendors/ contractors instead of employees pushing operations internationally
Observation Method
watch what the incumbent does and record it
Gender Wage Gap
women make $0.80 for each $1.00 earned by men
Job sharing
work arrangement in which two or more employees divide a job's responsibilities, hours, and benefits among themselves Working different hours - example: student worker
Job specification
worker characteristics need to perform a job successfully. Part of the job description
Contingent workers
workers hired to deal with temporary increases in an organizations workload or to do work that is not a part of its core set of capabilities Examples: Golf Retail during the holidays
Telecommuting
working from home
Job description
written documentation that identifies, defines, and describes a job in terms of its duties, responsibilities, working conditions, and specifications