Chapter 10
Reference Checking
Verifying education and previous work experience Internet search to determine social media and public activities
Quid Pro Quo Harassment
Victims are forced into uncomfortable situations as result of fear of being fired, being passed up for promotions
Hostile Work Environment
Victims are put in uncomfortable positions where inappropriate behavior is pervasive
Most common questions asked during an interview
What are your strengths and weaknesses Why are you interested in working for this company Where do u see yourself in 5 yrs? 10 yrs? Why do you want to leave your current company Why was their a gap in your employment between [date] and [date] What can you offer us that someone else can not Are you willing to relocate / travel
transfer
Workers obtain new skills or find new position when old position eliminated by automation or downsizing
Lockout
Worksite closed so that employees cannot go to work
Strikes
employee walkouts
Strikebreakers
hired to replace striking employees (often called scabs)
labor tactics
picketing, strikes, boycott
Separations
Employment changes involving resignation, retirement, termination, or layoff
Orientation
Familiarize newly hired employees with fellow workers, company procedures and the physical properties of the company
Equal Employment Opportunity Commission (EEOC)
Federal agency dedicated to increasing job opportunities for women and minorities and eliminating job discrimination based on race, religion, color, sex, national origin, or handicap
Commission
Fixed amount or a percentage of the employee's sales (ex: 20% of every product you sell)
Age Discrimination in Employment Act
Focuses on discrimination against those 40 years and older
Primary characteristics for diversity
Sexual orientation Age Gender Race Ethnicity Abilities
Mentoring
Supporting training, guiding employee
Human resources management (HRM)
The activities involved in determining an organization's human resources needs, as well as acquiring, training, and compensating people to fill those needs Today's organizations are more diverse, with greater range of women, minorities, and older workers
Conciliation
Third party brought in to keep two sides talking Conciliator has no formal power over union representatives or management
Mediation
Third party suggests or proposes solution Mediators role is to suggest or propose a solution to the problem
Arbitration
Third party's solution is legally binding and enforceable Compulsory attribution is when government requests arbitration to end strikes
Diversity
Understanding diversity means recognizing and accepting differences and valuing unique perspectives
Sexual Harassment
Unwanted behavior anywhere from suggestive remarks to sexual assault
t/f: Pressure is on companies to create policies, training programs to protect employees
true
t/f: When employees leaves, they often do an exit interview
true
types of changes in staff
turnover promotion transfer separations
financial compensation types
wages commission salaries bonuses profit sharing
Job descriptions
written explanation of specific job, usually including job title, tasks, relationship with other jobs, physical and mental skills required, duties, responsibilities, and working conditions
Testing
Ability and performance tests Aptitude, IQ, or personality tests Physical examination / drug tests
Selection
Application - get acquainted with applicants and weed out those who are obviously not qualified, mainly online Interviewing - face-to-face to answer questions regarding job requirements, working conditions, compensation, policies and culture
Development
Arguments skills and knowledge of managers and professionals
Assessing performance
Assessing strengths and weaknesses is one of the most difficult tasks for managers Gives employees feedback on how they are doing and how to improve Provides basis for determining compensation
wages
Based on the number of hours the employee works or the level of output achieved (ex: $7.25 /hr)
Salaries
Calculated on a weekly, monthly, or annual basis
Planning for Human Resource Needs
During a companies planning period, the human resources department: Determines current number of workers How many plan to leave or retire Forecasts how many qualified employees will need to be hired or determines if layoffs are required Develops strategy May include outsourcing, automation, or temporary workers Managers conduct a job analysis -- (Specific tasks, necessary abilities, knowledge, skills)
types of benefits
Fringe soft cafeteria
Soft benefits
Include perks that help to balance life and work such as spas, food service, child care, etc.
Benefits
Includes pension plans, health insurance, and paid vacations and holidays
Fringe Benefits
Includes sick leave, vacation pay, pension plans, and other extra compensation
recruiting
Internal sources include current employees External sources include everything else
When recruiting, managers write:
Job descriptions and job specifications
Affirmative action
Legally mandated plans to increase job opportunities for minority groups Designed to make up past prejudices, to overcome workplace discrimination, and provide equal opportunities Organizations cannot set hiring quotas that might result in reverse discrimination
promotion
Managers prefer to promote based on merit, but some companies and labor unions require it be based on seniority
Equal Pay Act
Mandates that men and women who do equal work receive same wage
Collective Bargaining
Negotiation process through which management and unions reach agreement
turnover
Occurs when employees quit or are fired and must be replaced by new employees
Bonuses
Offered for exceptional performance
training
On the job: workers learn by performing tasks Classroom training - teaches with lectures, conferences, video, web-based instruction
Labor Unions
Organized employees are backed by the power of a large group On average, union workers make about $200 more per week than non-union members Union growth has slowed: prospects for growth not good
Compensation
Pay and benefits are a substantial portion of an organizations expenses Compensation for a specific job is typically determined through wage / salary survey
Profit Sharing
Percentage of company profits distributed to employees / employee stock ownership plans
Americans with Disabilities (ADA)
Prevents discrimination against persons with disabilities
Cafeteria Benefit plans
Provide financial amount to employees so they can select specific benefits
Boycott
attempt to keep people from purchasing products
Secondary characteristics of diversity
education Work background Income Martial status Parental status Military experience Religious beliefs Geographic location
Management tactics
lockout, strikebreakers
types of Performance Appraisals
objective and subjective and 360- degree feedback
Title VII of the Civil Rights Act
prohibits discrimination in employment and created the Equal Employment Opportunity Commission
360-degree feedback Performance appraisal
provides feedback from panel of supervisors, peers, and subordinates
Picketing
public protest against management practices
Job specification
qualifications necessary for a specific job, in terms of education, experience, and personal and physical characteristics Ex: indeed
Objective Performance appraisal
quantifiable How many something was produced or the test scores
Subjective Performance appraisal
ranking employees against each other