Chapter 8 - Managing Human Resources

Management by objectives (MBO)

A process in which objectives set by a subordinate and a supervisor must be reached within a given time period.

Job analysis

A tool for determining what is done on a given job and what should be done on that job.

Needs assessment

An analysis identifying the jobs, people, and departments for which training is necessary.

Cafeteria benefit program

An employee benefit program in which employees choose from a menu of options to create benefit packages tailored to their needs.

Union shop

An organization with a union and a union security clause specifying that workers must join the union after a set period of time.

Selection methods

Applications and resumes, Interviews, Reference checks, Background checks, Personality tests, Drug testing, Cognitive ability tests, Performance tests, Integrity test.

Performance appraisal (PA)

Assessment of an employee's job performance.

Flexible benefit programs

Benefit programs in which employees are given credits to spend on benefits that fit their unique needs.

Selection

Choosing from among qualified applicants to hire into an organization.

Civil Rights Act (1991)

Clarifies Title VII requirements; disparate treatment impact suits, business necessity, job relatedness; shifts burden of proof to employer; permits punitive damages and jury trials. Punitive damages limited to sliding scale only in intentional discrimination based on sex, religion, and disabilities.

Content validity

Concerns the degree to which section tests measure a representative sample of the knowledge, skills, and abilities required for the job. more subjective, less statistical than criterion related validity EX: keyboarding test task they almost always perform & task they're likely to perform

Fair Labor Standards Act (1938)

Creates exempt (salaried) and nonexempt (hourly) employee categories, governing overtime and other rules; sets minimum wage, child labor laws. Department of Labor.

drug testing

Drug-Free Workplace Act of 1988 federal contractors Dept of Defense contractors Dept of Transportation over half of US companies

Behavioral description interview

Explores what candidates have actually done in the past.

Americans with Disabilities Act (1990)

Extends affirmative action provisions of Vocational Rehabilitation Act to private employers; required workplace modifications to facilitate disabled employees; prohibits discrimination against disabled. EEOC.

True or false: Reward systems can serve the strategic purposes of planning, selecting, and recruiting people.

False

Situational interview

Focuses on hypothetical situations.

Staffing the organization

Internal, external recruiting.

Taft-Hartley Act

Labor Management Relations Act 1947 protected employers free speech rights defined unfair labor practices by unions permitted workers to decertify (reject) unions

Landrum-Griffin Act

Labor-Management Reporting and Disclosure Act 1959 between organized labor & management bill of rights for union members established control over union dues increases imposed reporting requirements on unions designed to curb abuse by union leadership / rid unions of corruption

Right-to-work

Legislation that allows employees to work without having to join a union.

WHO APPRAISES?

Managers & Supervisors (traditional source) peers & team members subordinates internal & external customers self appraisal

Which are types of background checks?

Motor vehicle record check Education verification Credit check Social security verification

strategic impact of HR

-people create value -talent is rare -well-chosen motivated people are difficult to imitate -people can be organized for success

types of interviews:

1. unstructured (or non directive) 2. structured -situational -behavioral description interview

The National Labor Relations (Wagner) Act

1935 declared labor organizations legal, establishing unfair employer labor practices and creating the National Labor Relations Board (NLRB)

Termination interview

A discussion between a manager and an employee about the employee's dismissal.

Assessment center

A managerial performance test in which candidates participate in a variety of exercises and situations.

The staffing function consists of which of the following activities?

Outplacement Recruitment Selection

Comparable worth

Principle of equal pay for different jobs of equal worth.

360-degree appraisal

Process of using multiple sources of appraisal to gain a comprehensive perspective on one's performance.

Diversity training

Programs that focus on identifying and reducing hidden biases against people with differences and developing the skills needed to manage a diversified workforce. navigating communication barriers

Title VII of Civil Rights Act (19640

Prohibits discrimination based on race, sex, color, religion, or national origin in employment decisions: hiring, pay, working conditions, promotion, discipline, or discharge. EEOC

Age Discrimination in Employment Act (1967)

Prohibits employment discrimination based on age for persons over 40 years; restricts mandatory retirement. EEOC.

Equal Pay Act (1963)

Prohibits gender-based pay discrimination between two jobs substantially similar in skill, effort, responsibility, and working conditions. Fines up to $10,000, imprisonment up to 6 months, or both; enforced by Equal Employment Opportunity Commission (EEOC).

Criterion-related validity

Refers to the degree to which a test actually predicts or correlates with job performance. large enough sample to enable fair conclusions

Family and Medical Leave Act (1991)

Requires 12 weeks' unpaid leave for medical or family needs: paternity, maternity, family member illness. Private actions for lost wages and other expenses, reinstatement.

Vocational Rehabilitation Act (1973)

Requires affirmative action by all federal contractors for persons with disabilities; defines disabilities as physical or mental impairments that substantially limit life activities. Federal contractors must consider hiring disabled persons capable of performance after responsible accommodations.

Executive Orders 11246 and 11375 (1965)

Requires equal opportunity clauses in federal contracts; prohibits employment discrimination by federal contractors based on race, color, religion, sex, or national organ. Office of Federal Contract Compliance Programs (OFCCP).

Structured interview

Selection technique that involves asking all applicants the same questions and comparing their responses to a standardized set of answers.

Human Resources management (HRM)

System of organizational activities to attract, develop, and motivate an effective and qualified workforce. Also known as talent, human capital, or personal management.

Training

Teaching lower-level employees how to perform their present jobs. skill specific

Development

Teaching managers and professional employees broad skills needed for their present and future jobs.

What are reasons today's employees are less interested in joining unions?

The benefits of unionization are less clear to many workers Workers are less likely to stay with one company all their lives Global competition has made managers less willing to give in to union demands

Reliability

The consistency of test scores over time and across alternative measurements.

Validity

The degree to which a selection test predicts or correlates with job performance.

Recruitment

The development of a pool of applicants for jobs in an organization. -as many people to apply for the job as possible to ensure broad selection pool -internal -external

Employment-at will

The legal concept that an employee may be terminated for any reason.

Orientation training

Training designed to introduce new employees to the company and familiarize them with policies, procedures, culture, and the like. can increase morale, productivity can lower turnover, costs of recruitment

Team training

Training that provides employees with the skills and perspectives they need to collaborate with others. external or internal facilitation

people skills

ability to delegate effectively motivate communicate and inspire

• What is the Purpose?

administrative developmental

selection methods:

applications / resumes interviews reference checks background checks personality tests drug testing cognitive ability tests performance tests integrity tests

evaluating

are activities producing results needed in pursuing business plan?

The union representative distributes ______ that permit workers to indicate whether they want an election to certify the union.

authorization cards

coaching

being trained by superior or consultant most effective / direct management development tool

external recruiting

brings in new blood can inspire innovation internet job boards - networking sites company website employee referral news / ads college campus recruiting employment agencies

developmental PA

can be used to identify needed training, experiences or other improvements manager feedback / coaching can help employees improve and prepare for greater responsibility

background checks

company can be held liable for neglect to adequate background check on employees social networking sites

Alessia works in human resources. She and her team are looking over organizational plans and determining the number of labor-hours it will take to run the company's new factory. Alessia and her team are working on a(n) ______.

demand forecast

HR planning includes:

demand forecasts labor supply forecasts reconciling supply and demand job analysis

internal recruiting advantages / risks

employers know their employees employees know their organizations external candidates unfamiliar w/ the org may find they don't like working there

planning

ensure the right number and type of people are available using company business plans to predict future growth and needs

reference checks

former employers / education institutions confirm dates / positions / job duties difficult to obtain - fear of defamation

personality tests

hard to defend in court some traits associated w/ greater job satisfaction / performance can try to determine preferred working conditions

integrity tests

honesty polygraphs / lie detector tests illegal accuracy remains debatable

programming

implement specific HR activities: like recruitment, training & pay systems

trait appraisals

judgements about employee behavior initiative, leadership, attitudes simple to use standard measure not valid as performance measure (ambiguous / subjective)

critical incident technique

manager keeps regular log by recording employee behaviors that reflect performance quality subjective time consuming useful to remind managers of events

results appraisals

more objective approach production data (sales volume, units produced, profits)

training / development include 4 phases:

needs assessment designing the program decisions about methods and location evaluate effectiveness

does the 1964 Civil Rights Act prohibits discrimination in employment based on age?

no, (age discrimination in employment act of 1967) this act covers: race, sex, color, national origin, religion

behavioral appraisals

observable aspects of performance that relate to the job subjective but less ambiguous use scales describing specific behaviors can provide useful feedback

cognitive ability tests

oldest employment selection device measure intellect (verbal, numerical) 20% of companies

Traditional Benefits Program

pension plans medical / hospital insurance Regulation requires: worker's comp social security unemployment insurance

HR planning involves 3 steps:

planning programming evaluating

administrative PA

provides managers info needed to: make salary, promotion, dismal decisions helps employees understand /accept decisions provides documentation that can justify in court

staffing falls into 2 categories:

recruitment / selection

applications / resumes

rely on honesty basic info - first cut - useful starting point name, education, citizenship, work experience, certs appearance / accuracy not useful as final or sole basis of decision

interviews

rely on honesty most popular selection tool careful about what / how ask Q federal laws to avoid discrimination (sex/race) can be evidence of discrimination

performance tests

sample job administrative / clerical = typing test most notable type of managerial performance test: assessment center

timeline of labor laws / public policy

side of organized labor 1935 (wagner) toward management 1947 (taft hartley) somewhere between 1959 (landrum griffin)

survival syndrome

struggle w/ heavier workloads who will be next to go trying to figure out how to survive lose commitment to the company become narrow minded, self absorbed, risk averse

How many and what types of employees the organization has available to do the work is known as its ______.

supply of labor

• What Is Appraised?

three basic categories of employee performance: traits behaviors results

management development programs

training for new or experienced managers, often focused on leadership and people skills

multi-measure test

way to understand inherent traits: like memory or attentiveness if scaleable, it could be accessible to companies to supply data to help hire

how are most jobs filled?

word of mouth

Outplacement

The process of helping people. who have been dismissed form the company to regain employment elsewhere.

Labor relations

The system of relations between workers and management.

Arbitration

The use of a neutral third party to resolve a labor dispute.

Adverse impact

When a seemingly neutral employment practice has a disproportionately negative effect on a protected group.