HRM test 1
major federal laws requiring equal employment opportunity(ch. 3 learning objective 2)
-EEO: condition in which all individuals have an equal chance for employment, regardless of their race, color, religion, sex, age, disability, or national origin. -13th amend: abolish slavery -14th amend:equal protection for all citizens and requires due process -civil rights act of 1866 and 1871:grant all citizens the right to make, perform, modify, and terminate contracts and employ all benefits, terms and conditions of the contractual relationship. -equal pay act of 1963: requires that men and women performing equal jobs receive equal pay. -title 7 of CRA: forbids discrimination based on race, color, religion, sex, or national origin. -age discrimination in employment act of 1967: prohibits discrimination in those 40 and older -rehabilitation act of 1973:requires affirmative action in the employment of individuals with disabilities. -pregnancy discrimination act of 1978: treats discrimination based on pregnancy-related conditions as illegal sex discrimination -americans with disabilities act of 1990: prohibits discrimination against individuals with disabilities. -executive order 11246:requires affirmative action in hiring women and minorities. -civil rights act of 1991: prohibits discrimination -uniformed services employment and reemployment rights act of 1994:requires rehiring of employees who are absent for military service, with training and accommodations as needed. -genetic information nondiscrimination act of 2008: prohibits discrimination because of genetic information.
ways employers can avoid illegal discrimination and provide reasonable accommodation(ch. 3 learning objective 4)
-To avoid disparate treatment, companies can evaluate the questions and investigations they use in making employment decisions. these should be applied equally. -evaluating interview questions and decision criteria to make sure they are jobs related is especially important given that bias is not always intentional or even concious. following the 4/5 rule. -one way employers can avoid disparate impact is to be sure that employment decisions are really based on relevant, valid measurements. -by establishing and enforcing EEO policy.the policy should define and prohibit unlawful behaviors, as well as provide procedures for making and investigating complaints
compensatory/punitive damages
-compensatory damages include such things as future monetary loss, emotional pain, suffering, and loss of enjoyment of life. -punitive damages are a punishment; by requiring violators to pay the plaintiff an amount beyond the actual losses suffered, the courts try to discourage employers from discriminating.
elements of a job analysis, and discuss their significance for human resource management(ch. 4 learning objective 3)
-job analysis: the process of getting detailed information about jobs. -analyzing jobs and understanding what is required to carry out a job provide essential knowledge for staffing, training, performance appraisal and many other HR activities.
Definition of sexual harrassment and how employers can eliminate or minimize it(ch. 3 learning objective 5)
-sexual harassment refers to unwelcome sexual advances. -1st the organization can develop a policy statement making it very clear that sexual harassment will not be tolerated in the workplace. 2nd all employees, new and old, can be trained to identify inappropriate workplace behavior. last the organization can develop a mechanism for reporting sexual harassment in a way that encourages people to speak out. Management can prepare to act promptly to discipline those who engage in sexual harassment, as well as to protect the victims of sexual harassment.
Approaches to designing a job to make it motivating(ch. 4 learning objective 7)
-skill variety: the extent to which a job requires a variety of skills to carry out the tasks involved. -task identity: the degree to which a job required completing a "whole" piece of work from beginning to end (ex: building an entire component or resolving a customer's complaint) -task significance: the extent to which the job has an important impact on the lives of other people. -autonomy: the degree to which the job allows an individual to make decisions about the way the work will be carried out. -feedback:the extent to which a person receives clear information about performance effectiveness from the work itself.
methods for designing a job so that it can be done efficiently(ch. 4 learning objective 6)
-to design jobs effectively, a person must thoroughly understand the job itself (through job analysis) and its place in the larger work unit's work flow process (through work flow analysis). Having a detailed knowledge of the tasks performed in the work unit and in the job, a manager then has many alternative ways to design a job.
OSHA hazard comm standard
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work flow analysis
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summarize the elements of work flow analysis(ch. 4 learning objective 1)
1)raw inputs, equipment, and human resources. 2)activity (what tasks are required in the production of the output) 3)output (what product, information, or service is provided? How is the output measured)
Areas in which HRM can support the goal of creating a high-performance work system.(ch. 2 learning objective 2)
Customers are demanding high quality and customized products, employees are seeking flexible work arrangements, and employers are looking for ways to tap people's creativity and interpersonal skills.such demands require that organizations make full use of their people's knowledge and skill, and skilled human resource management can help organizations do this.
Trends in the labor force composition and how they affect human resource management (ch. 2 learning objective 1)
Dividing hours among part-time shifts reflects various trends, including the shortening the average workweek in response to lower demand, as well as the growing popularity of the average workweek in response to lower demand, as well as the growing popularity of Web sites for matching independent contractors with short-term work assignments.
HRM and how it contributes to an organization's performance. (Ch.1 learning objective 1)
Human Resource Management (HRM) is the policies, practices, and systems that influence employees' behavior, attitudes, and performance.HRM's practices lead to a company's performance-- analysis and design of work, HR planning, Recruiting, selection, Training and Development, Compensation, Performance management, employee relations.
HR planning
Identifying the numbers and types of employees the organization will require to meet its objectives.
KSAOs
K- knowledge-- refers to factual or procedural information that is necessary for successfully performing a task. S- Skill-- is an individual's level of proficiency at performing a particular task, that is, the capability to perform it well. A- Ability-- refers to a more general enduring capability that an individual possesses. O- Other characteristics-- might be personality traits such as someone's persistence or m otivation to achieve.
Role of supervisors in human resources management (ch. 1 learning objective 4)
Organizations depend on supervisors to help them determine what kinds of work need to be done(job analysis and design) and how many employees are needed (HR planning).They typically interview job candidates and participate in the decision on who to hire.supervisors are expected to train new workers. They conduct performance appraisals and may recommend pay increases. They are the voice of management to their employees. Understanding the principles of communication, motivation and other elements of human behavior can help supervisors inspire the best from the organization's human resource.
Responsibilities of Human Resource Dept. (ch. 1 learning objective 2)
The responsibilities of HR departments are: -Administrative services and transactions: handling administrative tasks. -Business partner services: developing effective HR systems that help the organization meet its goals for attracting, keeping and developing people with skills it needs. HR people must understand the business so that they understand what the business needs. -Strategic partner:contributing to the company;s strategy through an understanding of its existing and needed human resources and ways HR practices can give the company a competitive advantage. For strategic ideas to be effective, HR people must understand the business, its industry and its competitors.
total quality management
a company wide effort to continually improve the ways people, machines and systems accomplish work.
disparate impact
a condition in which employment practices are seemingly neutral yet disproportionately excluded a protected group from employment opporunities.
job specification
a list of the knowledge, skills, abilities, and other characteristics (KSAOs) that an individual must have to perform a particular job.
job description
a list of the tasks, duties, and responsibilities (TDRs) that a particular job entails.
bona fide occupational qualification
a necessary (not merely preferred) qualification for performing a job.
training
a planned effort to enable employees to learn job-related knowledge, skills, and behavior
flexibility/flextime
a scheduling policy in which full-time employees may choose starting and w.ending times within guidelines specified by the organization.
job
a set of related duties.
job sharing
a work option in which 2 part-time employees carry out thet tasks associated with a single job.
affirmative action
an organization's active effort to find opportunities to hire or promote people in a particular group.
job enlargement
broadening the types of tasks performed in a job.
ethical issues in human resource management( ch. 1 learning objective 5)
business decisions should be ethical, but the evidence suggests that is not always what happens. The general public and managers do not have positive perceptions of ethical conduct of US businesses.
disparate treatment
differing treatment of individuals, where the differences are based on the individuals' race, color, religion, sex, national origin, age or disability status.
knowledge workers
employees whose main contribution to the organization is specialized knowledge of customers, a process, or a profession.
job enrichment
empowering workers by adding more decision-making authority to jobs.
job extension
enlarging jobs by combining several relatively simple jobs to form a job with a wider range of tasks.
job rotation
enlarging jobs by moving employees among several different jobs.
the role of the occupational safety and health administration(ch. 3 learning objective 7)
is responsible for inspecting employers, applying safety and health standards, and levying fines for violation. -the main provision of the OSH Act states that each employer has a general duty to furnish each employee a place of employment free from recognized hazards that cause or are likely to cause death or serious physical harm.
job design
is the process of defining the way work will be performed and the tasks that a given job requires
inputs(raw)
materials and information.
reverse discriminination
organizations are allegedly discriminating against white males by preferring women and minorities.
high performance work system
organizations that have the best possible fit between their social system (people and how they interact) and technical system (equipment and processes).
job analysis
process of getting detailed information about jobs
4/5 rule
rule of thumb that finds evidence of discrimination if an organization's hiring rate for a minority group is less than 4/5 the hiring rate for majority group.
quid pro quo harrasment
sexual harassment in which a person makes a benefit (or punishment) contingent on an employee's submitting to (or rejecting) sexual advances.
self-service system
system in which employees have online access to information about Hr issues and go online to enroll themselves in programs and provide feedback through surveys.
O*net
the O*NET usses a common language that generalizes across jobs to describe the abilities, work styles, work activities, and work context required for 1,000 broadly defined occupations. User can go online to review jobs' tasks, work styles and context, and requirements including skills, training and experience.
development
the acquisition of knowledge, skills, and behaviors that improve an employee's ability to meet changes in job requirements and in customer demands.
task identity
the degree to which a job requires completing a "whole" piece of work from beginning to end (ex: building an entire component or resolving a customer's complaint)
autonomy
the degree to which the job allows an individual to make decisions about the way the work will be carried out.
skill variety
the extent to which a job requires a variety of skills to carry out the tasks involved.
feedback
the extent to which a person receives clear information about performance effectiveness from the work itself.
task significance
the extent to which the job has an important impact on the lives of other people.
ethics
the fundamental principles of right and wrong.
How organizations apply ergonomics to design safe jobs(ch. 4 learning objective 8)
the goal of ergonomics is to minimize physical strain on the worker by structuring the physical work environment around the way the human body works. it focuses on outcomes such as reducing physical fatigue, aches and pains, and health complaints.
The need for flexibility affects human resource management(ch. 2 learning objective 8)
the key to survival in a fast-changing environment is flexibility. Organizations want to be able to change as fast as customer needs and economic conditions change. Flexibility in human resource management includes flexible staffing levels and flexible work schedules.
outsourcing
the practice of having another company (a vendor, 3rd party provider, or consultant) provide services.
work flow design (steps)
the process of analyzing the tasks necessary for the production of a product or service.
position
the set of duties (job) performed by a particular person.
Ways HR professionals can support organizational strategies for quality, growth, and efficiency (ch. 2 learning objective 4)
the specific ways HR professionals support the organization's strategy vary accordingly to the level of their involvement and the nature of the strategy. Human resource management can support these strategies, such as quality improvement programs, mergers, and acquisitions, and restructuring.
ergonomics
the study of the interface between individuals' physiology and the characteristics of the physical work.
disability
under the American with Disabilities Act, a physical or mental impairment that substantially limits one or more major life activities, a record of having such an impairment, or being regarded as having such an impairment.