C202

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labor relations strategic plan

helps both the organization and the union to identify the goals desired individually or jointly and focus on the best ways to accomplish those goals.

A recruiter providing different information about his/her organization to different types of recruits

helps the organization maximize its appeal

An annual total compensation statement

helps to clearly communicate the value of benefits to employees.

The degree to which some employees have formal authority over others

hierchy

high performance work systems

high involvement or high committment organizations

similar - to - me effect

high ratings are given to someone because they are perceived as being similar to the rater

leniency error

high ratings given to all employees regardless of their performance

outsourcing

hiring an external vender to do work rather than doing it internally

job analysis

identifies the type of person best suited for a position

The Process of Staffing

identify nature of job identify potential recruits attract potential recruits entice chosen candidates retain successful employees and move them throughout the organization as needed

replacement cards

identifying, developing, and tracking employees to enable them to eventually assume higher level positions

Standard metrics that can be used for data - driven decision making

include absence rate, cost per hire and etc.

organizational culture

norms, values, and assumptions of organizational members that guide member's attitudes and behaviors

creative benefits

not legally required

disability insurance

not legally required

domestic partner benefit

not legally required

flexible spending account

not legally required

life insurance

not legally required

retirement plan

not legally required

unemployment insurance

not legally required

work/life benefits

not legally required

workout facilities

not legally required

semi - passive job seeker

not looking but updates online resume periodically

30 days

number of days to file alleged discrimination complaint

8 hours

number of hours must notify OSHA of workplace fatality or when 3 or more workers hospitalized

errors of ommission

occur when an employee receives an undeserved reward, when an employee who deserves a reward does not receive one

Creative benefits

offers sabbaticals, free food, onsite massages, and paid internships with nonprofit groups

horns effect

one negative factor infuences assessments of other areas of behavior or performance resulting in an inappropriately low overall performance rating

Halo effect

one positive factor influences assessments of other areas of behavior or performance resulting in an inappropriately high overall perfomance rating

What is the risk associated with HRM affecting the speed and effectiveness of talent acquisition?

operational risk

organizational growth

organic if growth happens as the organization expands from within by opening new factories or stores.

taxonomy of psychomotor learning

orientation adapttion complex overt response mechanism guided response set perception

career planning

part of the training and development function of human resources management

time to productivity

recommended strategic recruiting metrics

Relies on interpersonal and communication skills that convert leads into applicants and new hires.

recruiting

The activities that affect either the number or type of people willing to apply for and accept job offers.

recruiting

The goal of ergonomics

reduce environmental distractions

Benchmark jobs

refer to jobs that tend to exist across departments and across diverse organizations, allowing them to be used as a basis for compensation comparisons.

consideration

refers to the bargained-for exchange between the contract parties—something of value that must pass from one party to the other.

interractional fairness

reflects perceptions of the degree of respect and the quality of the interpersonal treatment received during the decision-making process.

collaboration strategy

relies havily on labor relations to pursue an interest - based approach to problem - solving

compliance strategy

relies heavily on the application of labor to enforce the rights and obligations created by statute and by contract

COBRA health coverage

required by law

FMLA leave

required by law

worker's compensation

required by law

agency shop

requires unionized workers to pay a fee to the union for its services in negotiating their contracts

Performance appraisal

results

ROI analysis

results

The specific subgoals for each unit that will be the focus of the performance management process

results

competitive advantage

results from a firm's ability to leverage its resources and capabilities that derive in part from its talent.

nonfinancial compensation

rewards and incentives given to employees that are not financial in nature including intrinsic rewards received from the job itself or from the work environment

Fair Labor (FLSA)

a federal law which establishes minimum wage, overtime pay eligibility, recordkeeping, and child labor standards affecting full-time and part-time workers in the private sector and in federal, state, and local governments.

Scanlon plan

a group incentive plan that is based on implementing employee suggestions for lowering the cost per unit produced

Procedures for layoff, recall, discharge, and discipline

a mandatory bargaining subject and needs to be negotiated under a collective bargaining agreement

variable pay plan

a pay for performance plan that puts a small amount of base pay at risk, in exchange for the opportunity to earn additional pay if performance meets or exceeds a standard.

Presenteeism

a phenomenon where an employee physically comes to work but does not function at their full potential.

affective commitment

a positive emotional attachment to the organization and strong identification with its values and goals

Negotiation

a process in which two or more parties make offers, counteroffers, and concessions in order to reach an agreement.

collaborating

a situation in which the parties to a conflict each desire to satisfy fully the concerns of all parties

accommodating

a strategy for managing conflict that involves giving in to the other party's needs and desires while subordinating one's own

affective commitment

a strong emotional attachment to the organization and a willingness to exert considerable effort in behalf of it

a brand

a symbolic picture of all the information connected to a company or a product, including its image.

talent philosophy

a system of beliefs about how an organiztion's employees should be treated

Talent Philosophy

a system of beliefs about how its employees should be treated

a performance improvement plan

a tool to monitor and measure an employee's deficient work products, processes and/or behaviors to improve performance or modify behavior.

Profit sharing

a type of short- term incentive program where organizational revenues are distributed to all employees

OSHA standards

rules describing the methods employers must legally follow to protect their workers from hazards

Performance management directs and motivates employees, work groups, and business units to accomplish organizational goals by

setting specific goals to guide future behavior in the organization.

Hari is disturbed by the sexually offensive language generally used by his colleagues at his workplace.

sexual harassment - hostile work environment (recognized by the EEOC)

Lena is irritated and hurt because her colleague constantly tells her how inferior women are at sticking to deadlines.

sexual harassment - hostile work environment (recognized by the EEOC)

Ashcroft Lehman is demoted after complaining to the HR department about unwanted physical contact from his manager.

sexual harassment - quid pro quo harassment (recognized by the EEOC)

Mike is denied an almost definite promotion because he refused the advances of his supervisor.

sexual harassment - quid pro quo harassment (recognized by the EEOC)

Chein Hsu was once teased lightly about having a boyfriend by her colleagues.

sexual material in the work environment

Nicole is disturbed by the sexual content of an e-mail she accidently received from her co-worker.

sexual material in the work environment

When preparing an AAP

should be customized to reflect an employer's organizaional structure , policies, practices, programs and data.

Measurements and metrics

should be tied to business goals, drive employee behaviors and rewards

cumulative trauma disorders

skeletal and muscle injuries that occur when the same muscles are used to perform tasks repeatedly

A company rewards its associates with a higher pay based on their competency and the depth of their knowledge associated with the job

skill-based pay

The process of identifying qualified individuals and labor markets from which future employees may be hired.

sourcing

Uses analytical skills to generate recruiting leads

sourcing

The number of people reporting directly to an individual

span of control

codes of conduct

specifies expected and prohibited actions in the workplace and gives examples of appropriate behavior

What are core HRM functions in an organization? (What does HRM do?)

staffing

What are the primary HRM functions?

stafing health and safetly employee mgmt relations rewards and benefits training and development performance mgmt

continuance commitment

staying with an organization because of perceived high economic and/or social costs involved with leaving

job classification method

subjectively classifies jobs into an exiting hierarchy of grades and categories

Staffing

the function that involves planning, acquiring, deploying, and retaining employees to meet the organization's talent needs.

Job pricing

the generation of salary structures and pay levels for each job based on the job evaluation data.

Interest-based bargaining is used to resolve disputes which focuses attention on the problem, not the parties

an advantage of a collaboration strategy for labor relations

Can an employee quit without notice?

an at-will employee, is free to quit job whenever he/she wishes, for any reason, with/without notice. However, employment contracts for something other than at-will employment means must abide by terms of agreement.

Hostile environment harassment

an employee has a wallpaper of a nude woman in a provocative pose on his PC

adverse impact

an employment practice has a disproportionate effect on a protected group, regardless of its intent

independent contractor

an individual or business that provides services to another individual or business that controls or directs only the result of the work

Workplace violence

any act or threat of physical brutality, harassment, intimidation, or other threatening disruptive behavior that occurs at the workplace.

The National Labor Relations Act of 1935

approved by Congress to encourage a healthy relationship between private-sector workers and their employers

The negative spillover effects caused by lower-skilled front line recruiters

are NOT negligible

fixed rewards

are all types of pre-determined compensation, including salary and benefits.

Scanon plans

are gain sharing programs based on implementing employee suggestions for lowering the cost per unit produced

preventable turnover

avoidable

Occupational Safety and Health Administration (OSHA)

created by the Occupational Safety and Health Act to set and enoce protective workplace safety and health standards

employer brand

created to manage internal and external perceptions of what it is like to work in a company and summarizes what an employer offers to employees.

Goals, coaching, and feedback

critical to successful performance management

barriers in the terms and conditions of employment

employer policies that are not family friendly

sourcing

finds the sources of potential applicants who will best meet the firm's staffing goals.

performance culture

focuses on hiring, retaining, developing, motivating, and making work assignments based on performance data and results

performance management

focuses on improving both organizational and individual performance through "relating" organizational performance objectives (which tend to be different from performance management objectives) to individual employee performance objectives.

The degree to which organizational rules, procedures and communications are documented

formalization

vaccination

function of an RJP manages employee expectations and allows them to develop coping mechanisms to deal with unpleasant features of the job.

the departure of a poor performer that could benefit the organization

functional

The most important part of the performance management process is

the ongoing communication between the supervisor and the subordinate about measurements.

Human resource management

the organizational function responsible for attracting, hiring, developing, rewarding, and retaining talent

Fairness perceptions are strongly related to

the perceived accuracy of the ratings received

distributive fairness

the perceived fairness of the outcomes received.

Check My Work Consolidated Omnibus Budget Reconciliation Act (COBRA) of 1986:

gives workers and their families who lose their health benefits the right to choose to continue group health plan benefits

Fairness in employment practices centers on

giving people equal rewards for accomplishing the same tasks.

The Weingarten rights

granted to the employees by the U.S Supreme Court to guarantee employees the right to union representation during investigatory interviews by the employer

succession planning

graphical representation showing current job holders, possible successors, and each successors readiness to assume the job

Back injuries

greatest percentage of costs for permanent disability claims.

protected classes

groups underrepresented in employment

WEINGARTEN rights

guarantee employees the right to union representation during investigatory interviews by the employer.

ethics

the standards of moral behavior that define socially accepted behaviors that are right as opposed to wrong

total rewards

the sum of all the rewards employees receive in exchange for their time, efforts, and performance

Upward reviews

the target employee is reviewed by one or more subordinates

Recruitment spillover effects

the unintended consequences of recruiting activities

fair discrimination

when only objective, merit - based and job - related characteristics are used to determine employment - related decisions

When is external hiring better suited to an organization than internal hiring

when the organization wants to break new ground with product development.

a type of insurance that replaces wages and medical benefits for employees injured on the job in exchange for relinquishing the employee's right to sue the employer for negligence.

workers compensation

It focuses on incremental changes to existing processes.

workflow analysis

avoiding

A conflict-resolution technique that occurs when one party refuses to talk anymore about the issue and physically leaves. This is an example of a lose-lose conflict-resolution technique. This technique is also known as withdrawal.

progressive discipline plan

A formal discipline process in which the consequences become more serious if the employee repeats the offense.

an advancement and promotion barrier identified by the EEOC

A lack of universal employee access to informal employee networks

requires an offer, acceptance of that offer, and sufficient "consideration " to make the contract valid

A legally binding and enforceable employment contract

Pregnancy Discrimination Act

Act that prohibits discrimination on the basis of pregnancy, childbirth, or related medical conditions.

essay appraisal system

Advantage: rater broad latitude in what areas of performance are covered Disadvantage: Legnthy and difficult to compare employees

ACA

Affordable Care Act

ADEA

Age Discrimination Employment Act; forbids discrimination against any person aged 40+ in hiring, firing, promotion, or other aspect of employment

human resource planning

Aligning the organization's human resources to effectively and efficiently accomplish the organization's strategic goals

Section 503 of the Rehabilitation Act

An equal employment opportunity program that applies to federal contractors and subcontractors administered and enforced by The Office of Federal Contract Compliance Programs

IRCA.

(1986) Immigration Reform and Control Act -offered amnesty to approx. 3.7 million undocumented immigrants who continuously resided in U.S. before Jan. 1, 1982; made it illegal for employers to knowingly hire undocumented workers

overtime pay under the FLSA

If an employee works unauthorized overtime, it must be paid

USERRA

Uniformed Services Employment and Reemployment Rights Act of 1994. Prohibits employment discrimination against a person on the basis of past military service, current military obligations, or intent to serve

Why have the rates of unionization in the U.S. fallen over the past few decades?

Unionized companies raise wages and benefits for their workers, which puts them at a cost disadvantage

the Civil Rights Law of 1991

United States labor law, passed in response to United States Supreme Court decisions that limited the rights of employees who had sued their employers for discrimination.

drawbacks of stock options as incentives

They may compensate employees for reasons unrelated to employee performance

Mergers and Acquisitions

Two companies with distinct cultures are merged to form a new culture.

at - will employment

U.S. labor law for contractual relationships in which an employee can be dismissed by an employer for any reason (without "just cause" for termination), and without warning.

A bona fide occupational qualification refers to

a characteristic that is essential to the successful performance of a relevant job function

workplace tort

a civil wrong in which an employer violates a duty owed to its customers or employees

negligent hiring

a company is considered responsible for the damaging actions of its employees if it failed to exercise reasonable care in hiring the employee who caused the harm

professional employer organization

a company that leases employees to companies that need them

code of ethics

a decision making guide that describes the highest values to which an organization aspires

competing

a desire to satisfy one's interests, regardless of the impact on the other party to the conflict

Lower level management may believe that upper management has "sold out" to the union

a disadvantage of a collaboration labor relations strategy

Americans with Disabilities Act of 1990

Employers are prohibited from asking applicants about their physical disablements or medical history before offering employment

FMLA

Family Medical Leave Act Allows at least 12 weeks of unpaid family or medical leave at organizations with 50+ employees

A pregnant woman seeking leave from her company is protected from losing her job by two employment-related acts.

Family and Medical Leave Act and Pregnancy Discrimination Act

Identifying the reasons for the merger or acquisition

HR issue associated with the precombination stage of a merger or acquisition

What HR management activity is designed for optimum efficiency and performance?

HR planning

employee engagement

HRM metric used to estimate the level of employee satisfaction with the company

Procedure for layoff

MANDATORY subject applicable to the bargaining issues of a collective bargaining agreement

Seniority

MANDATORY subject applicable to the bargaining issues of a collective bargaining agreement

overtime

MANDATORY subject applicable to the bargaining issues of a collective bargaining agreement

7 calendar days

-loss of consciousness -death -restricted work activity / job transfer -medical treatment beyond first aid -formal diagnosis - chronic irreversible disease, punctured eardrum, -fractured or cracked bone

perspectives measured by the balanced scorecard performance management system?

1. Learning and growth outcomes 2. Customer outcomes

Steps in the Performance Management Process

1. Link short/ long-term goals to mission and business strategy 2. Identify subgoals 3. Communicate goals 4. Create work processes and assign resources 5. Measure progress 6. Regularly assess performance 7. Regularly give feedback 8. Identify and overcome obstacles 9, Reward

Under which two circumstances is high goal committment achieved under Kirkpatrick's Training Evaluation Model

1. Performer is convinced that the goal is important 2. Performer is convinced that the goal is attainable

management rights in typical labor agreements negotiated by collective bargaining

1. The right to identify the business objectives of the company 2. The right to take disciplinary action against an employee for cause 3. The right to determine the uses to which the company's material assets will be devoted

why the rates of unionization in the U.S. have fallen over the past few decades?

1. Unionized companies raise wages and benefits for their workers, which puts them at a cost disadvantage 2. In an increasingly globalized, very fast-moving world, unionized companies may not be able to adjust as quickly.

5 step to effective training

1. needs assessment 2.learning objectives 3.training program 4.implementation 5. evaluation

Ethical Dilemma Resolution approaches

1. utilitarian - consequence 2. rights standard - HRBAP 3. fairness standard - Just 4. common good - Benefit 5. virtue standard - Moral

Equal Pay Act

1963 law that required both men and women to receive equal pay for equal work

5 characteristics identified by J. Richard Hackman and Greg Oldham which together determine a job's motivating potential

A - Skill variety, B - Task identity, C - Task significance, D - Autonomy, E - Task feedback

vision

A company's long term goals regarding what the organization wants to become and accomplish, describing its image of an ideal future

affirmative action

A policy designed to redress past discrimination against women and minority groups through measures to improve their economic and educational opportunities

OSHA INSPECTIONS

ARE conducted onsite or via telephone by highly trained compliance officers and always initiated with advance notice.

relies heavily on labor relations to pursue an interest-based approach to problem solving

Collaboration strategy

second step in a continuous performance appraisal

Communication

fallout of unethical behavior

Competitive advantage is achieved by sourcing employees from competitors.

a top drivers of employee attraction to join an organization

Competitive health care benefits

What risk is posed by legal ramifications arising from employee actions particularly in the areas of diversity, health and safety, union relations, whistleblowers, and harassment?

Compliance risk

exempted from the FLSA minimum wage and overtime pay requirements?

Creative professionals

3% × years of service × Average Financial Compensation (AFC)

Defined benefit retirement plan

Concept of four - level training evaluation (reaction, learning, behavior and results) is given by

Donald Kirkpatrick

How can HRM create the foundation for the success of a merger or acquisition?

Due - diligence. Spotting risks, assessing cultural fitnesss/vision of new company, HR alignment, education, evaluating impact of learning and development. Meld, maintain staus quo or effect change

forced ranking method

Each employee given a specific rank

A self-funding form of organizational incentive

Employee stock ownership plan

cafeteria plan

Flexible benefits plan

To provide the most effectual feedback

Focus on the specific behavior or performance Be supportive and provide feedback

violation of the OSHA record keeping rule

Having safety incentives that dissuade workers from reporting injuries

HIPPA

Health Insurance Portability and Accountability Act - 1996- written to protect the privacy of health info.

Wagner act

Hours, wages, and other terms and conditions of employment are areas of mandatory collective bargaining between management and unions

How does HRM support organizational leadership?

Human resource compliance, balancing policy an legal requirements, and keeping employees engaged , motivated and productive.

Allowing workers to refuse to handle goods produced by non-union companies Union shop clauses in right-to-work states

ILLEGAL subject applicable to the bargaining issues of a collective bargaining agreement

employer's responsibility under OSHA

Inform employees about chemical hazards through training, labels, alarms, and other methods

a fundamental principle of integrative negotiation

Insist on objective fairness criteria for the negotiated agreement (win - win)

a win-win negotiation

Integrative negotiation

workers' compensation

Is an insurance program that provides income for workers who are injured or develop a disability or disease as a result of their job.

the critical incident appraisal method

It cannot be easily used to compare employees.

domestic partner benefits

It does not require the domestic partner to be legally married to the employee.

progressive discipline method

It generally uses increasingly severe measures to correct an employee.

an advantage of a collaboration strategy for labor relations

It makes it easier to implement decisions as both parties have a hand in decision-making Interest-based bargaining is used to resolve disputes which focuses attention on the problem, not the parties

a disadvantage of collaboration labor relations strategy

It takes longer duration than traditional bargaining.

reasonable accommodation

Modifications or adjustments to a job or job application process that accommodate persons with disabilities but do not impose a disproportionate or undue burden on the employer.

What states are NOT at - will?

Montana

OSHA

Occupation Safety and Health Administration: Mission is to assure safety and health of America's workers by setting and enforcing standards; providing training, outreach, and education; establishing partnerships, and encouraging continual improvement in workplace safety and health.

disparate treatment

Occurs when protected classes are intentionally treated differently from other employees or are evaluated by different standards.

Pre-employment drug testing Unfair labor practices Pension benefits

PERMISSIVE Mandatory subject applicable to the bargaining issues of a collective bargaining agreement

forced distributive method

Percentages used to discriminate employees

used to compare employee performance to a set of standards to identify a number or letter that represents the employee's productivity levels

Performance rating methods

a function of RJPs

Presenting candidates an honest and objective picture of a job

unemployment compensation

Provides temporary and partial wage replacement to involuntarily unemployed workers who were recently employed through state and federal payroll taxes

BFOQ

Race and color can never be considered a Bona Fide Occupational Qualification

performance feedback for employees

Ratings from non-supervisors are generally used only for employee development and performance evaluations

an advantage associated with being a pay follower

Reduced salary expenses

unlawful employment practices

Refers to employment decisions that violate a federal, state, or local employment law, for example by unfairly discriminating against people with legally protected characteristics including pregnancy, religion, or age.

fair discrimination

Refers to employment related decisions made using only objective, merit-based, and job-related characteristics.

unfair discrimination

Refers to employment-related decisions and actions that are not job-related, objective, or merit-based.

Staffing functions

Separations due to poor performance, layoffs, or restructuring as well as employees quitting

General duty clause

Statement in Occupational Safety and Health Act that requires employers subject to OSHA to provide employees with a safe and healthy work environment.

the continuous performance appraisal process

Support is offered to the employee to achieve his/her goals A meeting is conducted and the employee is allowed to express his/her views

Mediation

The act or process of using an intermediary to effect an agreement or reconciliation.

core values

The enduring beliefs and principles that guide an organization's decisions and goals.

equal employment opportunity

The equal right of all citizens to the opportunity to obtain employment regardless of their gender, age, race, country of origin, religion, or disabilities.

mission

The organization's basic purpose and the scope of its operations.

why organizations tie pay to performance

To improve productivity

Taking a strong position on an issue

acceptable under law regarding collective bargaining

A company rewards its sale persons on commission-only basis to increase sales

achieving set financial targets through selling

critical incident appraisal method

advantage: helps to communicate specific behavioral examples disadvantage: time-consuming to record specific incidents and can not be used to compare employees

graphics rating system

advantage: reliable disadvantage: employer and rater disagreement over appropriate rating

forced - choice rating system

advantage; reduced bias due to score knowledge disadvantage: raters don't feel trusted and dislike method

"A substantially different rate of selection in hiring, promotion, or other employment decision which works to the disadvantage of members of a race, sex, or ethnic group."

adverse impact / disparate impact

Jurisdictional strikes

affirm members' rights to certain job assignments.

HRM professional

align the talent philosophy and HRM strategy with the business strategy and company values

indirect financial compensation

all tangible and financially valued rewards that are not included in direct compensation, including free meals, vacation time, and health insurance

union shop

all workers are unionized in a unionized workpace and forced to pay dues

A web-based multi-source feedback system

allows employees to contribute information to their colleagues' reviews

A company uses employee reward programs in which employees can thank their coworkers. The company also provides employees other incentives such as flexitime and telecommuting

alternative reward

task aquantance

amount and type of work contact an evaluator has with the person being assessed.

a performance measurement system that translates the organization's strategy into financial, business process, learning and growth, and customer outcomes.

balanced scorecard

Long-term observation

behavior

stereotype

believing that everyone in a particular group shares certain characteristics or abilities or will behave in the same way

Integrative negotiation

beneficial in collective bargaining as it helps to build long-term relationships and minimizes bad feelings between the parties.

What is the impact of HRM on business strategy?

biggest influence on organizational performance when they are aligned

It involves a redesign of business processes to achieve large improvements in speed, service, cost, or quality.

business process reengineering

It starts with a clean slate in identifying the best processes for the company's needs.

business process reengineering

corporate social responsibility

businesses showing concern or the common good and valuing human dignity

How does HRM strategy support organizational change?

by carrying out its 6 functions: compensation management benefits evaluation and administration recruitment/talent acquisition performance appraisal and management, employee and labor relations training and development

The earnings on Roth contributions

can be withdrawn tax free as long as the distribution occurs at least 5 after the first Roth contribution and the individual is at least 59 1/2 1/2 years old.

The labor market during the time of an employee's hire

can result in differing pay for employees in the same job.

errors of commission

can undermine the motivation of coworkers of the employee erroneously receiving an award, particularly high performing employees who actually deserved the award.

Spouses that are covered under the COBRA health coverage plan

cannot avail domestic partner benefits

The degree to which power and decision-making authority concentrated at higher levels of the organization rather than distributed

centralization

shared service center

centralizes routine, transaction - based HRM activities

A shared service provider

centralizes the routine, transaction-based HRM activities including payroll, benefits administration, and employee exit surveys.

bona fide occupational qualification

characteristic that is essential to the successful performance of a relevant job function

succession management

common internal recruiting source

If the assembly engineers and sales executives at Roller Auto Corp. are deemed to have jobs of equal importance, their pay should be the same

comparable worth

ranking method

compares jobs to each other based on their overall worth to the organization or their relative difficulty to rank them from most to east valuable

race norming

comparing an applicant's scores only to his or her own racial subgroup and setting separate passing or cutoff scores for each subgroup

any characteristic used to provide a basis for judging a job's value

compensable factor

direct financial compensation

compensation received in the form of salary, wages, commissions, stock options, or bonuses

Rewards

compensation, praise, and recognition

employee associations

composed of professional employees

trade union

composed of skilled employees in a single trade

industrial unions

composed primarily of semiskilled employees in the manufacturing profession

compromising

conflict management by negotiating or bargaining; seeking a middle way

stakeholder perspective

considering the interests and opinion of all people, groups, organizations, or systems that affect or could be affected by the organization's actions

Problem-focused

coping strategies deal directly with the cause of stress.

the first step in a typical progressive discipline plan

counseling

talent inventories

database summarizing employee's competencies, qualifications, languages spoken, etc.

business strategy

defines and is an outline detailing how an organization will compete in a particular marketplace.

performance plan

describes desired goals and results, how results will be measured and weighted, and what standards will be used to evaluate employee results

affirmative action plan

describes in detail the actions to be taken, procedures to be followed and standards to be met when establishing an affirmative action program

recruiting

determines the characteristics, abilities, and motivations of future employees, thereby creating an impact on training, compensation, and performance management systems.

advancement and promotion barriers

different performance standards for different classes of employee

bonuses

direct compensation

salary

direct compensation required by law

The degree to which employees specialize

division of labor

open shop

does not discriminate based on union membership in employing or keeping workers

competitive advantage

doing something differently from the competition that leads to outperformance and success

the departure of a successful employee who the company would have liked to retain

dysfunctional

the departure of effective performers the company would have liked to retain.

dysfunctional turnover

For ratings to be effective

employees must accept the rating process and believe that it is fair

Worker Adjustment and Retraining Notification Act (WARN) of 1988

employers with 100+ employees must give at least 60-day notice to workers of plant closings or mass layoffs of 50+ (excludes PT workrs)

Immigration Reform and Control Act of 1986

employers with 4+ employees must verify employment eligibility of all hired; only US citizens, nationals of US and alien authorized to work in US eligible for employment

Consoidated Omnibus Budget Reconciliation Act (COBRA) of 1986

employers with group health plans and 20+ employees in prior year must offer continued health care and dental insurance coverage to terminated employees for limited periods of time

The Title VII of the Civil Rights Act of 1964

employment discrimination based on race, color, religion, sex, or national origin

preferential treatment

employment preference given to a member of a protected group

Benefits derived from social responsibility include

enhanced organizational efficiency and attracting people who want to work for the firm

The goal of performance management is to

ensure that all employees perform at least to set standards.

Codetermination

ensures that workers interests are considered at the strategic level of the firm.

Wagner

entitles employees to get rid of their union through a decertification election.

4 types of organizational culture

entreprenueral burocratic consensual competitive

Personality and values assessments

evaluative assessment method

Unstructured interview

evaluative assessment method

inclusion

everyone feels respected and listened to, and everyone contributes to his or her fullest potential

Restaurant chain Cracker Barrel put interactive features on its website to expose potential applicants to its culture and give them insights into their fit with the company

example of a realistic job preview

An assessment of how much a manager is satisfied with the hiring process

example of strategic recruiting metrics

closed shop

exclusively employs people already union members

employee

execute HRM strategies and policies using the tools provided by HRM department

incentive plans for special situations

executive sales incenting innovation

A sales director receives bonuses based on incremental revenue growth turnover apart from his base salary and other incentive such as interest free loans and holiday packages

executive incentive

Internal equity

exists when employees perceive their pay to be fair relative to the pay of other jobs in the organization

mobility barriers

factors that make it harder for an employee to leave an organization

recruiting barriers

failing to advertise widely in order to attract diverse applicants

termination and downsizing barriers

failing to provide counseling, job placement assistance, and training to laid-off employees

successful job performer

false negative

In a high-risk job like, for example, the production and containment of an extremely hazardous substance, which selection error is most problematic

false positive

Fair Labor Standards Act

federal laws sets benchmarks for minimum wages, overtime pay, and equal pay for men and women performing the same jobs

normative commitment

feeling obliged to stay with an organization for moral or ethical reasons

medical insurance

indirect compensation

social security

indirect compensation

transportation allowances

indirect compensation

tuition reimbursement

indirect compensation

workers compensation insurance

indirect compensation

An organization should use an incentive strategy with a high level reward differentiation

individually by employees in a relatively independent work environment consisting of both high and low performers

An electrical workers union that consists of all workers employed in the electrical goods manufacturing companies irrespective of their occupation

industrial union

First impression bias

initial judgements influence later assessments

Employee wellness programs

initiatives designed to increase company performance or employee performance or morale through improved employee health.

disparate treatment

intentional discrimination

exists when employees perceive their pay to be fair relative to the pay of other jobs in the organization.

internal equity

workflow analysis

investigates how work moves through an organization to identify changes to increase efficiency and better meet customers' needs.

unpreventable turnover

involuntary

multi - source assessments

involve performance feedback from the employee's supervisor as well as other sources that are familiar with an employee's job performance.

Ergonomics

involves designing the work environment to reduce the physical and psychological demands placed on employees.

How does HRM strategy support business strategy?

involves executive leadership teams conferring with human resources experts to develop complementary goals for human resources and the overall business. Also, organizational efficiency, revenue growth, and effective risk management

orientation

involves processing employment-related paperwork, acquiring necessary passwords and identification cards, and establishing relevant technology such as email and telephone numbers.

self - selection

is a function of an RJP which provides a more balanced picture of the job and organization and allows applicants to drop out if the opportunity is not a good match for them.

An organization's talent philosophy

is a system of beliefs about how its employees should be treated, typically shaped by its founders

Preferential treatment

is employment preference given to a member of a protected group

adverse impact

is unintentional discrimination in which there is a substantially different rate of selection in hiring, promotion, or other employment decisions that works to the disadvantage of members of a particular race, sex, age, ethnicity, or protected group.

Why is HRM important to organizational performance?

it creates the system that acquires, motivates, manages, and retains the talent that determines the organization's success.

In change management, when quick and radical change is necessary

it may be appropriate to use coercion

Ranking method

job evaluation technique that subjectively compares jobs to each other based on their overall worth to the organization

manager

keep the HRM system accurate and current with regard to skills and certifications

Wendy feels she should stay with her company even though they cannot afford to promote her because they gave her extended leave with pay during an illness

normative commitment

form 300

law requires department to LOG (DOCUMENT) each injury/illness (WORK RELATED)

organizational culture

learned mindset. The shared social knowledge within an organization regarding the rules, norms, and values that shape the attitudes and behaviors of its employees

Interviews

learning

Pre and post training tests or assessments

learning

Simulations

learning

observation

learning

passive job seeker

least likely to be reached through traditional job advertising methods, and recruiting these people requires the most proactive and strategic sourcing and recruiting effort..

human resource strategy

links the entire human resource funcion with the firm's business strategy

An interviewer is rude in the way he treats the applicant

low interactional fairness

Stan believing that she did not get a promotion because her boss had an implicit favorite

low procedural fairness

golden parachute

lucrative benefits including bonuses and stock options given to executives in the event a company is taken over

National Labor Relations Act of 1935

major federal employment law that prohibits retaliation against employees seeking to unionize

College undergraduates' employer images

malleable and independent of organization's corporate image.

avoidance strategy

management engages in awful or unlawful efforts to prevent a union from forming or seeks the decertification of an existing union

lockout

management keeps employees away from the workplace and uses management staff or replacements to run the business

cannot impose a settlement.

mediator

Point factor

method of job evaluation that uses a set of compensable factors to determine the value of each job.

fraudulent recruitment

misrepresenting the job or organization to a recruit

desirable work attributes that competing employers lack

mobility barrier

extensive training in a company's processes and procedures that are unique to that company

mobility barrier

stock options requiring employees to stay with the company to receive their full financial value

mobility barrier

Business ethics deals primarily with

moral obligation.

Pierre takes a utilitarian viewpoint of ethics. He will therefore judge a business decision to be ethical so long as

more good than bad results from the decision

A company motivates employees to develop different skills so that it is easier for the company to allot and manage work.

multi-crafting

360-degree assessment

multi-source assessment

Unions impact the compensations and benefits of the employees by

negotiating for pay raise policies that avoid merit pay and demanding for a fixed amount of income to the retirees.

collective bargaining

negotiation of wages and other conditions of employment by an organized body of employees.

includes a range of possible pay for a group of jobs

pay grade

Small-business owner Jason is thinking about giving a potential customer an expense paid vacation to Las Vegas for her and her husband. When asked if he is being ethical, Jason replies, "Look whatever works, works." Which ethical principle is Jason most likely using?

pragmatism

continuous performance appraisal

preparation, communication, and follow through

Unethical behavior is often triggered by

pressure from higher management to achieve goals and/or an organizational atmosphere that condones such behavior

remission error

pressure to make unethical choices

employee handbook

print or online materials that document the organiztion's HRM policies and procedures

How can human resource managers serve as internal consultants for managers?

proactive advisor providing critical input into strategic initiatives and become increasingly involved in implementation of strategies

The Rehabilitation Act of 1973

prohibits descrimination against qualified individuals with a disability

Vietnam Era Veterans' Readjustment Assistance Act of 1974 (VEVRAA)

prohibits discrimination against and requires affirmative action for disabled vets as well as other categories of vets

Title VII of the Civil rights Act

prohibits discrimination in employment based on five criteria: race, color, religion, gender, or national origin

Uniformed Services Employment and Reemployment Rights Act of 1994

prohibits discrimination on the basis of military service; allows people who enter military for up to 5 years to return to their private sector jobs without risking seniority or benefits

National Labor Relations

protects employees from being retaliated against—fired or disciplined

ERISA

protects employees' retirement benefits from mismanagement.

consolidated omnibus budge reconciliation act

provides a continuation of group health coverage for employees and qualified beneficiaries that might otherwise be terminated when an employee experiences a qualifying event.

central tendency

rating all employees in the middle scale regardless of their performance

Participant behaviors

reaction

Surveys

reaction

feedback forms

reaction

Kirpatricks training evaluation model

reaction learning behavior results

Implicit employment contracts

tend to be the norm for a majority of positions in most organizations.

unionization and shared governance

tend to have a LESS influence on organizational performance

Task acquaintance

the amount and type of work contact an evaluator has with the person being assessed

According to Kirkpatrick's training and learning evaluation model

the benefits accrued to the organization from a training program is measured by the results level of training and evaluation.

common law

the body of case - by - case court decisions that determines what is legal and what remedies are appropriate

situational interview

the candidate is asked how he/she might react to hypothetical scenarios

case interview

the candidate is given a business situation, challenge, or problem and asked to give well thought out solution.

functional turnover

the departure of poor performers.

wage differentials

the differences in wages between workers, groups of workers, or workers within a career field

Employment at will

the employment relationship can be legally terminated by either party at any time for just cause, no cause, or even a cause that is morally wrong as long as it is not illegal

utilitarian standard

the ethical action best balances good over harm

virtue standard

the ethical action is consistent with certain ideal virtues inclusing civility, compassion, benevolence, etc.

rights standards

the ethical action is the one that best respects and protects the moral rights of everyone affected by the action

common good standard

the ethical action shows respect and compassion for all others, especially the most vulnerable

fairness standard

the ethical action treats all people equally, or at least fairly, based on some defensible standard

functional

the experience of a manageable level of stress that generates positive emotions including satisfaction, excitement, and enjoyment.

Systematic procedure in which people contribute in organizational goals achievement by acquiring capabilities is classified as

training

Affirmative action plans should be remedial

true

Disparate treatment is caused due to discriminatory actions or policies, whereas disparate impact is caused from facially neutral actions or policies.

true

In some situations a company action can be legal, yet still unethical

true

unsuccessful job performer

true negative

selected applicant

true positive

the employer discharges the employee due to poor performance, misconduct, reorganization , etc

unavoidable

boycott

union members refuse to use or buy firms products to exert economic pressure on management

strike

union members refuse to work halting production or services

quid pro quo harassment

unwanted verbal or physical conduct of a sexual nature made as a term or condition of employment or as a basis for employment and/or advancement decisions

hostile environment harassment

unwanted verbal or pysical conduct of a sexual nature creates a hostile, intimidating or otherwise offensive working environment

sexual harassment

unwelcome sexual advances, requests for favors, and other verbal or physical conduct of a sexual nature

Behaviorally anchored scales

use a set of behavioral statements describing good or bad performance with respect to important work qualities including organizing abilities, adaptability, and relationship building.

chat room postings and blogs

useful sourcing strategies

point factor method

uses a set of compensable factors to determine a job's value

behavioral interniew

uses information about what applicant had sone in the past to predict future actions

position analysis questionnaire

uses statistical determinations of how the labor market is actually valuing worker characteristics

reinforces the competitive advantage of cost efficiency because the pay system helps to control labor costs.

variable pay

unstructured interview

varying questions, no standard for evaluating answers

unlawful employment practices

violations of federal, state, or local employment laws

Type of learners who focus on graphics and process and purpose of training are classified as

visual learners

the employee chooses to leave for personal or professional reasons

voluntary

Wage difference based on performance

wage difference maximizing motivation

Wage differences based on seniority

wage difference maximizing motivation

Wage differences based on tenure

wage difference maximizing motivation

Wage differences based on cultural similarity

wage differential likely to be viewed as inequitable

Wage differences based on gender

wage differential likely to be viewed as inequitable

unfair discrimination

when employment decisions and actions are not job - related, objective, or merit - based


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