chapter 11

employement at will

the legal concept that an employee may be terminated for any reason

selection process has six steps

1)Obtaining complete application forms. 2)Conducting initial and follow-up interviews. 3)Giving employment tests. 4)Conducting background investigations. 5)Obtaining results from physical exams. 6)Establishing trial (probationary) periods.

gain-sharing systems base

bonuses on improvements over previous performance

cafeteria-style fringe benefits,

in which employees can choose the benefits they want up to a certain dollar amount.

Skill-based pay rewards the growth of both

individual and the team

exit interviews are useful for

information can prevent the loss of good people in the future

Core time

is the period when all employees are expected to be at their job stations. During these hours all employees are required to be at work

The results of job analysis are

job descriptions and job specifications

reasons to develop female and minority groups managers

not about legality, morality, or morale but rather about brining more talent in the door the best women and minorities will become harder to attract have an edge more women/ minorities helps serve those customers better

Off-the-job training

occurs away from the workplace and consists of internal or external programs to develop any of a variety of skills or to foster personal development.

this cost of firing has lead to

outsourcing temporary employees

the cost benifits have grown faster than

wages

Job specifications

are a written summary of the minimal education and skills a person needs to do a particular job. In short, job descriptions are about the job, and job specifications are about the person who does the job.

golden handshake

companies trying to downsize offer this special early retirement benefits encourages long term employees with higher salaries

fringe benefits include

company cars country club memberships discounted massages special home- mortgage rates paid and unpaid sabbaticals day care elder care executive dining rooms dental eye and health care student loan debt payment

Human Resource Management

is the process of determining human resource needs and then recruiting, selecting, developing, motivating, evaluating, compensating, and scheduling employees to achieve organizational goals

Management development,

is the process of training and educating employees to become good managers, and then monitoring the progress of their managerial skills over time.

Recruitment

is the set of activities for obtaining the right number of qualified people at the right time. Its purpose is to select those who

The choice of a compensation system is very important to managers because

it effects efficdncy and productiveity incentives effective motivation

Job sharing

lets two or more part-time employees share one full-time job.

developing

long term skills

development focuses on

long-term abilities

costs associated with firing

loss investment in training possible wrong lawsuits

360-degree review

management gathers opinions from all around the employee, including those under, above, and on the same level, to get an accurate, comprehensive idea of the worker's abilities.

positive side Contingent workers

many on temporary assignments are eventually offered full-time positions. Managers see using temporary workers as a way of weeding out poor workers and finding good hires

human resource challenges

multigenerational workforce- each generation works differently/ age gap shortage of trained workers in growth areas worker shortage in skilled trades an increasing number of single-parent and two-income families expanding global markets with low wage worker - increasing benefit demands and benefit costs a decreased sense of employee loyalty - competition opportunities in other companies

Disadvantages of job sharing include

need to hire, train, motivate, and supervise at least twice as many people and perhaps prorate some fringe benefits.

6 steps of performance appraisal

(1) establishing performance standards, (2) communicating those standards (3) evaluating performance, (4) discussing results with employees, (5) taking corrective action, (6) using the results to make decisions

Companies have found that mentoring programs provide a number of benefits:

(1) improved recruiting and retention, (2) more engaged employees, (3) cost savings, (4) increased skills and better attitudes.

Remember these things when getting a job in HRM

*Employers must know and act in accordance with the legal rights of their employees or risk costly court cases. *The legislation affects all areas of human resource management, from hiring and training to compensation. *Court cases demonstrate that it is sometimes legal to provide special employment (affirmative action) and training to correct discrimination in the past. *New court cases and legislation change human resource management almost daily; the only way to keep current is to read the business news and stay familiar with emerging issues.

job sharing benefits

- Provides employment opportunities for many people who cannot work full time. - Workers tend to be enthusiastic and productive. - Absenteeism and tardiness are reduced. - Employers can schedule part-time workers in peak demand periods.

Performance appraisals have six steps

Establishing performance standards Communicating those standards. Evaluating performance. Discussing results with employees. Taking corrective action Using the results to make decisions.

reverse discrimination

Discrimination against the majority group (white/male)

Base pay is raised when

Team members learn and apply new skills.

major factor that has led to more scheduel flexibility is the increase in

income families

three steps both Training and development

(1) assessing organizational needs and employee skills to determine training needs; (2) designing training activities to meet identified needs (3) evaluating the training's effectiveness.

Age Discrimination in Employment Act

Act that prohibits discrimination in employment for persons age 40 and over except where age is a bona fide occupational qualification.

Training and Development

All attempts to improve productivity by increasing an employee's ability to perform. Training focuses on short-term skills, whereas development focuses on long-term abilities.

Benefits of job sharing include:

Employment opportunities for those who cannot or prefer not to work full-time. An enthusiastic and productive workforce. Reduced absenteeism and tardiness. Ability to schedule part-time workers into peak demand periods (e.g., banks on payday). Retention of experienced employees who might otherwise have retired.

three steps of training and development

Assessing organization needs and employee skills to develop appropriate training needs. Designing training activities to meet identified needs. Evaluating the training's effectiveness.

carefully managed and competitive compensation and benefit program can accomplish several objectives:

Attracting the kinds of people the organization needs, and in sufficient numbers. Page 285Providing employees with the incentive to work efficiently and productively. Keeping valued employees from going to competitors or starting competing firms. Maintaining a competitive position in the marketplace by keeping costs low through high productivity from a satisfied workforce. Providing employees with some sense of financial security through fringe benefits such as insurance and retirement benefits.

Fringe benefits

Benefits such as sick-leave pay, vacation pay, pension plans, and health plans that represent additional compensation to employees beyond base wages.

affirmation action

Employment activities designed to "right past wrongs" by increasing opportunities for minorities and women.

Management training includes

On-the-job coaching Understudy positions Job rotation Off-the-job courses and training

management training programs include several of the following

On-the-job coaching. Understudy positions Job rotation. Off-the-job courses and training.

Soft Benefits include:

Onsite haircuts and shoe repair Concierge services Free meals at work Doggie daycare Onsite farmer's markets

Americans with Disabilities Act

Passed by Congress in 1991, this act banned discrimination against the disabled in employment and mandated easy access to all public and commerical buildings.

human resource planning process

Preparing a human resource inventory of employees. Preparing a job analysis. Assessing future human resource demand. Assessing future labor supply. Establishing a strategic plan.

The five steps in the human resource planning process are:

Preparing a human resource inventory of the organization's employees - age, names, education, training etc. Preparing a job analysis Assessing future human resource demand. Assessing future labor supply. Establishing a strategic plan

Orientation

The activity that introduces new employees to the organization; to fellow employees; to their immediate supervisors; and to the policies, practices, and objectives of the firm. The activity that introduces new employees to the organization; to fellow employees; to their immediate supervisors; and to the policies, practices, and objectives of the firm.

Contingent workers

Workers who do not have the expectation of regular, full-time employment.

A managed and competitive compensation program helps:

attract the kinds of employees the business needs build employee incentive to work efficiently and productively keep valued employees from going to competitors starting own firm maintain a competitive market position by keeping costs low due to high productivity from a satisfied workforce provide employee financial security through wages and fringe benefits

Networking

The process of establishing and maintaining contacts with key managers in one's own organization and other organizations and using those contacts to weave strong relationships that serve as informal development systems.

Selection

The process of gathering information and deciding who should be hired, under legal guidelines, for the best interests of the individual and the organization.

management development

The process of training and educating employees to become good managers and then monitoring the progress of their managerial skills over time.

Job simulation

The use of equipment that duplicates job conditions and tasks so that trainees can learn skills before attempting them on the job.

On-the-job training

Training at the workplace that lets the employee learn by doing or by watching others for a while and then imitating them. often trained by watching experienced salespeople perform (often called shadowing) easiest kind of training to implement when the job is relatively simple

Vestibule training

Training done in classrooms where employees are taught on equipment similar to that used on the job.

Online training

Training programs in which employees complete classes via the Internet.

lateral transfer

Transferring the one position job to same position at another job

mentor

a corporate manager who supervises, coaches, and guides selected lower-level employees by introducing them to the right people and generally acting as their organizational sponsor.

job analysis

a study of what employees do who hold various job titles.

apprentice programs

a trainee works alongside an experienced employee to master the skills and procedures of a craft.

training and development includes

all attempts to improve productivity by increasing an employee's ability to perform. A well-designed training program often leads to higher retention rates, increased productivity, and greater job satisfaction.

job sharing

an arrangement whereby two part-time employees share one full-time job

performance appraisal

an evaluation that measures employee performance against established standards in order to make decisions about promotions, compensation, training, or termination.

Mentors

an experienced employee who supervises, coaches, and guides lower-level employees by introducing them to the right people and generally being their organizational sponsor

job specification vs job description

description- what you will be doing in the job specification- what training/ academic level you need for that job

Hay method

devised by Edward Hay. This plan is based on job grades, each of which has a strict pay range. The system is set up on a point basis with three key factors considered: knowledge, problem-solving, and accountability.

what of the following job are part of a job anaylisis

dicussing the job with the management observing current employees on the job

advantages of job sharing outweigh the

disadvantages

most popular plans

employees to arrive between 7:00 and 9:00 a.m. and leave between 4:00 and 6:00 p.m.

organizations that want to reduce personnel costs and provide opportunities for younger employees:

encourage early retirement with special incentive

Performace Appraisal

evaluation measures employees performance against established standards in order to make decisions about promotions compensation training or terminating

equal employement opportunity

everyone has the opportunity to be employed strengthens the equal employment opportunity commission

bonus plan

extra pay for accomplishing or surpassing certain objectives

flextime plan

gives employees some freedom to choose which hours to work, as long as they work the required number of hours or complete their assigned tasks. allows employees to adjust to work-life demands

piece work system

pay wage based off number of items produced

continuous performance reviews

performance management strategy allows workers to receive and give continuous, real-time feedback via mobile apps that are focused on helping employees meet goals— or leave the company faster.

Civil Rights Act of 1964

prohibits discrimination in hiring firing compensation training conditions privileges in race sex culture religion

companies that use their job sharing plans sometimes must _______ their fringe benefits

prorate

Fringe benefits can include

recreation facilities, company cars, country club memberships, discounted massages, special home-mortgage rates, paid and unpaid sabbaticals, day care services, and executive dining rooms.

activities involved in HRM

recruitment, selection, training and development, motivation, evaluation, compensation and benefits, scheduling, employee union relationship, career management

labor intensive

service organization that struggles with high employee costs

Training focuses on

short term skills

training

shorts termed skills

job description

specifies the objectives of the job, the type of work, the responsibilities and duties, working conditions, and the job's relationship to other functions.

Reaching Beyond Our Borders box discusses

the human resource challenges faced by global businesses.

Contingent workers receive few benefits

they are rarely offered health insurance, vacation time, or company pensions. They also tend to earn less than permanent workers do.

workers are protected from getting fired with

whistleblower law anti- discrimination law

compressed workweek

work schedule that allows an employee to work a full number of hours per week but in fewer days

One of the drawbacks of basing bonuses on improving previous performance is

workers may improve just enough to meet the target, but not by much.