HRMT
Compensation
(no specific definition but this is about pay and benefits)
Leadership
- strategy, alignment -Helps to form structure within a company. Leaders steer the ship and motivate employees; they do carry authority but they can be managed. -Diversity -Leadership is a skill set of HR professionals, and they use it when directing the organization's processes and programs as well as ethical practice
Management
- systems, protocols, regulations, compliance -Good management and culture go hand in hand. They set goals with a strategic outlook process and result oriented. -EEO Law
Equal Employment Opportunity (EEO
- the condition in which all individuals have an equal chance for employment, regardless of their race, color, religion, sex, age, disability, or national origin. -The federal government helps to regulate human resource management through EEO through constitutional amendments, legislation, executive orders and court decisions that interpret the laws. -EEO rights are guaranteed by federal and state fair employment laws and are enforced by the Equal Employment Opportunity Commission (EEOC) and its state counterparts
Background Checks
-A background check is a way to verify that applicants are as they represent themselves to be. -HR professionals, more than half said they had caught at least one piece of false information on a résumé. -Many employers also conduct criminal background checks. -The Equal Employment Opportunity Commission has published guidelines that employers who check criminal histories do so consistently; that is, they should conduct the same type of background check for all candidates and apply the same standards for acting on the information.
Bona Fide Occupational Qualification (BFOQs)
-A quality or an attribute that employers are allowed to consider when making decisions on the hiring and retention of employees -A quality that when considered in other contexts would constitute discrimination and thus be in violation of civil rights employment law
Social Media
-An informal background check into how an individual conducts themselves online is often done by employers -Despite it being personal, what you say online can affect your job if you're going against company policy in any way
References
-Applicants provide the names and phone numbers of former employers or others who can vouch for their abilities and past job performance. -Sometimes letters of reference can be provided -It is then up to the organization to have someone contact the references to gather information or verify the accuracy of the information provided by the applicant.
16 Philadelphia protected classes
-Race, Color, National Origin, Religion, Sex (including gender-based stereotypes, pregnancy, childbirth, and related medical conditions), Disability, Age (40+) -ADDITIONS: Ancestry, Sexual orientation, Gender identity, Domestic or Sexual violence status, Ethnicity, Familial status (parental status (age 21), Marital status, Retaliation, Breastfeeding (must make reasonable accommodation)
12 State of Pennsylvania protected classes
-Race, Color, National Origin, Religious Creed, Sex (male or female and pregnancy), Disability (or handicap) (physical or mental), Age (40+) -ADDITIONS: Relationship with disabled person, Ancestry, Use of service animals, GED (versus high school diploma), and Refusal to participate in abortion or sterilization service (medical settings)
Identity Diversity
-The state of having people who are of different races or who have different cultures in a group or organization. The category/box do you fit in based on what you are.
Disparate Impact
-Unintentional discrimination -A condition in which employment practices are seemingly neutral yet disproportionately exclude a protected group from employment opportunities.
What is Affirmative Action?
-an organization's active effort to find opportunities to hire or promote people in a particular group. -Affirmative action plans (AAPs) define an employer's standard for proactively recruiting, hiring and promoting women, minorities, disabled individuals and veterans. Affirmative action is deemed a moral and social obligation to amend historical wrongs and eliminate the present effects of past discrimination. AAPs include numerical measures with the intent of increasing the representation of minorities. -Evaluates the proportion of women and racial and ethnic minorities in the geographical regional and the individual marketplace through a process called Workforce Utilization Review. Employer must plan and prove that it is making efforts to make the proportions match -Federal contractors above certain dollar limits are required to institute AAPs, and the Office of Federal Contract Compliance Programs is charged with enforcing contractor affirmative action mandates. Without violating Title VII of the Civil Rights Act of 1964, other employers may institute voluntary AAPs to remedy past discrimination if certain conditions are met.
Norming
-common purpose is clear -relationship has increased -shared responsibility -greater tolerance of other team members' quirks -norms are established
Storming
-form opinions of others on team -begin to challenge others who they see as not contributing
Performing
-team members are self-organizing and can make decisions -full engagement of team members -embrace differences with higher empathy -delivering valuable results
"Protected class" main points
-you can only file a complaint under ONE of these (federal, state, or municipal), not all three -The definition of sex has expanded from federal down to local because as culture has shifted over the years, so has the definition of sex -Many states have a mismatch between state and federal (but why?) -"Uncovered" protected classes / forms of discrimination: if the court is silent, then the employer can discriminate ----Class (i.e. teeth), hair style, weight, tattoos/style/personal expression, dwarf, etc.
3 main tenets of EI
1. You have an impact on the environment 2. Other people have an impact on the environment 3. How you navigate the environment that you're in, having the power to change it
EI 3 buckets
Ability to communicate emotions, verbal and non-verbal cues Do you understand the cues you're receiving (not just 'do you see it?') and do you know what your own emotions are telling you? Management of emotions in the self and others
Core Functions of HR
Alie Heard Ryan Softly Training Priyanka for the Running Competition 1. Analysis and design of work 2. HR Planning 3. Recruiting 4. Selections 5. Training and development 6. Performance management 7. Compensation 8. Employee relations
How does an employee get one? How does accommodation process works?
An applicant or employee must inform the EEOC of a need for an adjustment or change concerning some aspect of the application process, the job, or a benefit of employment for a reason related to a medical condition. -An individual need not have a particular accommodation in mind before making a request. -An applicant or employee may request a reasonable accommodation at any time, orally or in writing.
Thinking, Fast and Slow by Khanenan
Brain A "Fast" -> Automatic categorization Brain B "Slow" -> Engages only when "Bran A" has made a substantive error
Self-Awareness
knowing your emotions, strengths, weaknesses, drives, values & goals -- and their impact on others
Social skill
managing relationships to move people in desired directions
Self-regulation
managing your own emotions, specifically controlling/redirecting disruptive emotions and impulses
Motivation
motivating yourself, specifically being driven to achieve for the sake of achievement
Empathy
recognizing & understanding other people's emotions, specifically considering others' feelings, esp. when making decisions
Unconscious bias
social stereotypes about certain groups of people that individuals form outside their own conscious awareness. Everyone holds unconscious beliefs about various social and identity groups, and these biases stem from one's tendency to organize social worlds by categorizing; my preferences and socialization: my normal
Behavior Description interview
structured interview in which the interviewer asks the candidate to describe how he or she handled a type of situation in the past. Questions about candidates' actual experiences tend to have the highest validity.
Situational interview
structured interview in which the interviewer describes a situation likely to arise on the job and asks the candidate what he or she would do in that situation. This type of interview may have high validity in predicting job performance.
Nondirective interview
the interviewer has great discretion in choosing questions. The candidate's reply to one question may suggest other questions to ask. Nondirective interviews typically include open-ended questions about the candidate's strengths, weaknesses, career goals, and work experience. Because these interviews give the interviewer wide latitude, their reliability is not great, and some interviewers ask questions that are not valid or even legal.
record keeping
the length of time documents must be retained varies according to jurisdiction
Selections
the process through which an organization attempts to identify applicants with the necessary knowledge, skills, abilities, and other characteristics that will help the organization achieve its goals
Performance management
the process through which managers ensure that employees' activities and outputs contribute to the organization's goals
Recruiting
the process through which the organization seeks applicants for potential employment
Affinity bias
the tendency to give preference to people like ourselves. Why? It is easy to socialize and spend time with others who are not different. It requires more effort to bridge differences when diversity is present.
What are the employer's accommodation obligations for employees who need concessions to company policy based on religion?
The law requires an employer or other covered entity to reasonably accommodate an employee's religious beliefs or practices, unless doing so would cause more than a minimal burden on the operations of the employer's business.
Human Resource Management (HRM)
The policies, practices, and systems that influence employees' behavior, attitudes, and performance.The concept of "human resource management" implies that employees are resources of the employer. As a type of resource, Human Capital means the organization's employees, described in terms of their training, experience, judgment, intelligence, relationships, and insight—the employee characteristics that can add economic value to the organization
Heuristics
Tools = Techniques for making improvements
Training and Development
Training - an organization's planned efforts to help employees acquire job-related knowledge, skills, abilities, and behaviors, with the goal of applying these on the job Development - the acquisition of knowledge, skills, and behaviors that improve an employee's ability to meet changes in job requirements and in customer demands
Perspectives
Ways of seeing and making sense of the world (Impose structure)
Forming
Independent behaviors by team members Focused on themselves
Analysis and Design of work
Job analysis - the process of getting detailed information about jobs Job design - the process of defining how work will be performed and what tasks will be required in a given job
Explain why and how using social media and internal referrals impacts diversity and potentially creates EEO violations.
Look at prison guard with racist group chat example --internal referrals can lead to the hiring of the same people within the same circle
Employee relations
Maintaining positive employee relations - preparing/distributing employee handbooks (and for larger orgs, company publications). Also they help answer questions from employees about benefits and company policy. When employees are dissatisfied with their supervisors on issues such as discrimination, safety hazards etc. the HR dept. handles it. In organizations where employees belong to a union, the organization conducts collective bargaining to negotiate an employment contract with union members.
9 Federally protected classes
Race Color Ethnicity / National Origin (where you were born) Religion Sex (gender-based stereotypes, pregnancy, childbirth, and related medical conditions) Disability Age (40+) Citizenship status (legal documentation) Genetic information (it's not about how they get it, cause HIPPA protects that, but if you disclose that you have breast cancer and are up for a promotion...you can't take them out of the running)
Structured interview
establishes a set of questions for the interviewer to ask. Ideally, the questions are related to job requirements and cover relevant knowledge, skills, and experiences. The interviewer is supposed to avoid asking questions that are not on the list. Although interviewers may object to being restricted, the results may be more valid and reliable than with a nondirective interview.
HR Planning
identifying the numbers and types of employees the organization will require in order to meet its objectives. This helps the organization forecast its needs for hiring, training, and re-assigning employees. It also includes how to handle or avoid layoffs.
How does this trend tie to shifts in the culture of work?
-Culture ties in with psychological safety related to employees coming to work as themselves and communicating freely, with code-switching at a minimum -Psychological safety is the most important element of diversity and culture -There are changes in the employment relationship (due to technology and other trends) , known as a psychological contract ---Psychological contract - unspoken expectations of what an employee expects to contribute in an employment relationship and what the employer will provide the employee in exchange for those contributions -Tradition: organizations expected their employees to contribute time, effort, skills, abilities, and loyalty; in return, the organizations would provide job security and opportunities for promotion. -Modern: companies expect employees to take more responsibility for their own careers, including training, work/life balance → resulting in less job security for employees. Employees provide top performance, long hours and want flexible work schedules, comfortable working conditions, more control over how they accomplish their work, training and development opportunities, and financial incentives based on how organizations perform. Employees realize that companies cannot provide employment security, so they want employability. This means they want their company to provide training and job experiences to help ensure that they can find other employment opportunities. Employees who are aware and proactive will exercise emotional intelligence in order to navigate the employment relationship and succeed in their workplace. -There are consequences if an organization leads without emotional intelligence because it fails to provide and maintain psychological safety, causing the following; ---Disengagement: inability to obtain honest feedback, which reduces ability to improve ---Conflict: fight or flight ---Problems responding to adaptive challenges (change): reduced ability to take advantage of new opportunities and deal with problems that require a collective effort
Harassment:
-Discrimination -Illegal -The law sets forth which characteristics may be the basis for illegal harassment (protected classes) -Impacts access to employment or -Creates a hostile environment -----Treatment someone feels forced to tolerate as a condition of employment
Cognitive diversity
-Diversity is the combination of perspectives and heuristics that an individual has. -Collectively, diversity is the range of tools that a group of problem-solvers has at its disposal. -The box you're in, the tools that box gave you, and how your box compliments a bigger box.
"Smart for the Problem"
-Diversity trumps ability -This happens when the problem is difficult and all problem solvers are smart for the problem --Only one solution can/will be implemented at a time --The most brilliant problem solvers tend to cluster
How does EEO differ from AA?
-EEO is regulated at the federal and state levels, while AAPs are decided upon by organizations themselves (and just need to be generated so that they can be enforced by the Office of Federal Contract Compliance Programs) -EEO prohibits discrimination on the basis of protected classes -- they are laws -AA is a remedy to make up for past discrimination: levels the playing field for females, disabled, minorities -- this is a strategy that helps shape culture
Why must documents be retained?
-In some cases, it's the law! For example, employers must maintain records of applicants legal rights to work in the US under federal regulation "Immigration Reform and Control Act of 1986" -Under the Occupational Safety and Health Act, employers must maintain and post records of accidents and illnesses (and deaths) -Recording observable facts vs opinions in an interview is an important part of record-keeping so best judgements can be used in hiring -For complaints filed: employers should retain copies of documents related to employment decisions—recruitment letters, announcements of jobs, completed job applications, selections for training, and so on. Employers must keep these records for at least six months or until a complaint is resolved, whichever is later -Background checks should be kept on record -Keeping performance records can explain things such as pay differences in the case of a lawsuit
The differences among the models
-Integrates emotional and intelligence literature to establish a definition...emotional management skills can be developed, including recognition and expression, and you have an impact on others. -Focuses on a set of skills and personal competencies; the addition of motivation and interpersonal relationships was attractive to professional environments (you can control your emotions). -Focuses on abilities and personality traits (the intentional inclusion of personality traits, IQ and other cognitive skills).
EI Model
-Integrative Ability Model -Daniel Goleman Model -Reuven Bar-on Model -RULER Model -Touch Points Model
Disparate Treatment
-Intentional discrimination -Differing treatment of individuals, where the differences are based on the individuals' race, color, religion, sex, national origin, age, or disability status.
Internal Recruiting strategy
-Job posting -Promote from within -Grooming programs -Succession planning -Nepotism (not limited to family owned businesses)
External Recruiting Strategy
-Job posting, physical and web job boards -Employee referrals -Social media posting/LinkedIn searched (type of hybrid) -Public agencies & staffing firms -Colleges & universities -Professional associations
EI 3 key influences
-Psychology: fight or flight -Biology: fight or flight -Social: fight or flight We go into fight or flight when we meet people or face situations we don't want to go into
"Protected class" and why they differ
EEO laws vary greatly from one place to another in terms of employers or other entities they cover, the particular classes of persons they protect, the transactions they regulate, and the type and extent of legal remedies they provide for
5 components of the Golemen Model
Emotional Intelligence (EI) by Daniel Goleman conceptualizes emotional intelligence as a set of skills and personal competencies. You need one to have the next. 1. Self-awareness 2. Self-regulation 3. Motivation 4. Empathy 5. Social skill
Stages of Team Development
FSNPA: Fred Saw Nasa's Pilot Alive Forming → Storming → Norming → Performing → Adjourning
Whom does the HR Professional Represent?
HR is first and foremost an agent of the organization, they are there to protect employee rights but they do not work for or serve employees; HR protects and represents the organization -In terms of liability: compliance with laws (lawful behavior, reporting, posting info, safety, accessibility) personnel policies (policy creation and communication), employee data and info systems (record keeping) -In terms of employee relations: attitude surveys, labor relations, employee handbooks, company publications, labor law compliance, relocation and outplacement services -Organization culture: recruitment and selection, performance management -And sustainability: analysis and design of work, training and development, support for strategy (planning and forecasting, talent management)
How HR effects sustainability
Sustainability - an organization's ability to profit without depleting its resources, including employees, natural resources, and the support of the surrounding community? Success at sustainability comes from meeting the needs of the organization's stakeholders, all the parties who have an interest in the organization's success (i.e. shareholders, community, customers, and employees). Sustainable organizations meet stakeholders' needs by: minimizing their environmental impact; providing high-quality products & services; ensuring workplace safety ; offering fair compensation; delivering an adequate return to investors. Sustainability delivers a strategic advantage when it boosts the org's image with customers, opens access to new markets, and helps attract/retain talented employees. In an organization with a sustainable strategy, HR departments focus on employee development and empowerment rather than short-term costs, on long-term planning rather than smooth turnover and outsourcing, and on justice and fairness over short-term profits.
Ban the Box
a national movement to change employment applications that discriminate against job applicants who have a criminal conviction in their backgrounds. If you are a business owner or manager in a state that has adopted this law, you need to understand the legislation and its consequences. -Enacted in at least 33 states -The dilemma for HR and hiring managers lies in finding the balance between giving applicants with a criminal history a chance to be evaluated on their qualifications and being liable for negligent hiring. -Most ban-the-box laws do much more than just eliminate a check box. Depending on the jurisdiction, ban-the-box laws may regulate when an employer can ask about criminal history, provide background-check disclosures and authorization forms, and conduct a background check.
Disability
a physical or mental impairment that substantially limits one or more major life activities, a record of having such impairment, or being regarded as having such an impairment
Reasonable accommodation
an employer's obligation to do something (i.e. change in the workplace or in the way things are customarily done) to enable an otherwise qualified person to perform a job --situations involving religion → involve decisions about clothing (i.e. Muslim head coverings) or working during a religious observance (i.e. Jewish Sabbath) → ex. of employer accommodations are altering dress requirements or adjusting employee work schedules --situations involving disability → ex. of employee accommodations are restructuring jobs, make facilities in workplace more accessible, modify equipment, or reassign an employee to do a job that the person can perform. Sometimes, a disabled person may provide their own accommodation, such as blind worker bringing a guide dog to work --depends on the resources of the employers → significant cases may make employers exempt VS. reasonable accommodations do not impose undue hardship on employer (i.e. large expense) --Failure to fairly evaluate whether an accommodation can be made
