MGMT 371 CHAPTER 13

Human Resource Planning Steps

1. Asses trends in organization 2. Predict Demand 3. Forecast internal/external supply 4. Compare future demand and internal supply 5. Plan for shortfalls

How do employées in form unions

1. Have an interest of doing it 2. Collect employees' signatures on authorization cards 3. If the vote passes a labor contract is signed and a grievance procedure is created

Why are we seeing less and less unions

1. People are moving away from the industrial market 2. Wages are getting higher 3. Globalization for jobs that usually had unions is happening.

Corporate Universities

A Company's own Self-Contained training facility

What is the most critical part of content validation

A careful job analysis showing exactly what duties are to be performed

Performance Appraisal

A formal assessment of how well employees are doing their job. This should be done regularly

Wage-Level Decision

A management policy decision about whether the firm wants to pay above, at, or below the going rate for labor in the industry or the geographic area

Behaviorally anchored rating scale (BARS)

A sophisticated and useful rating method in which supervisors construct a rating scale associated with behavioral anchors

Job Analysis

A systematic analysis of jobs within an organization

Employment-at-will

A tradition view of the workplace e that says they can fire their employees for whatever reasons they want

Civil Rights Act of 1991

Amends the original Civil Rights act of 1991 amended the original Civil Rights Act as well as other related laws by both making it easier to bring discrimination lawsuits and simultaneously limiting the amount of punitive damages that can be awarded in those lawsuits

Job Evaluation

An attempt to assess the worth of each job relative to other jobs

Individual Wage Decisions

Concerns how much to pay each employee in a particular job

Employee Information System (skills inventory)

Contains information on each employees skills and assets

Validation

Determining the extent to which a section device is predictive to future behavior

Validation

Determining the extent to which a selection device is really predictive of future job performance

Occupational Safety and Health Act of 1970 (OSHA)

Directly mandates the provision of safe working conditions

Adverse Impact

Employment requirement such as test scores and other qualifications are legally defined as having an adverse impact on minorities and women when compared with the majority

Equal Employment Opportunity, Title VII of the Civil Rights act of 1964

Forbids discrimination on the basis of sex,race, color, religion, or national origin in all areas of the employment relationship

Affirmative Action

Intentionally seeking an hiring qualified or qualifiable employees from racial, sexual, and ethnic groups that are underrepresented in the organization

Recruiting

Internal vs. External (explain)

Predictive Validation

Involves collecting the scores of employees or applicants on the device to be validated and correlating their scores with actual job performance

Halo Error

Is allowing the assessment of an employee on one dimension to "spread" to ratings of that employee on other dimensions

How does rating differ from ranking

It compares each employee with a fixed standard rather than with other employees

Labor-Management Relations Act (Taft-Harley Act)

Limits union power

Replacement Chart

Lists each important managerial position and all the details that go along with it.

360-degree Feedback

Managers are evaluated by everyone around them

What are the two types of Validation

Predictive and Content

Two types of validation

Predictive and content

Americans with Disabilities act

Prohibits discrimination against people with disabilities

Realistic Job Preview (RJP)

Provides the application with a real picture of what performing the job that the organization is trying to fill will be like.

What are the two Judgmental Methods of Appraisal

Ranking and Rating Techniques

Two types of errors in performance appraisal

Recency and Halo

Human Captial

Reflects the organizations INVESTMENT in attracting, retaining, and motivating an effective workforce

Employee Retirement Income Security Act of 1974 (ERISA)

Regulate how organizations manage their pension funds

Equal Pay Act of 1963

Requires that men and women be paid the same amount for doing the same job

Fair Labor Standards Act

Sets a minimum wage and requires overtime pay for work in excess of 40 hours of work, passed in 1938 and amended frequently since then

National Labor Relations Act (Wagner Act)

Sets up a procedure for employees to vote on whether to have a union, If they vote for a union management is required to bargain collectively with the union

Employee Selection Process

Step 1: Application Banks Step 2: Test Step 3: Interviews Step 4: Assessment Centers Step 5: Other Techniques

Graphic Rating Scales

Strongly Disagree-Strongly Agree models

Development

Teaching managers and professions skills needed for present and future jobs

Training

Teaching operational or technical employees how to do the job

Compensation

The financial remuneration given by the organization to its employees in exchange for their work

Grievance Procedure

The means by which the contract is enforced

Collective Bargaining

The process of agreeing on a satisfactory labor contract between management and a union

Labor Relations

The process of dealing with employees who are represented by a union

Human Resource Management (HRM)

The set of organizational ACTIVITIES directed at attracting, developing, and maintaining an effective workforce

Recency Error

The tendency to base judgements on the subordinate's most recent performance because it is most easily recalled

Benefits

Things of value other than compensation that an organization provides to its workers

Content Validation

This person is an engineer so he should be good at this job

Content Validation

Uses logic and job analysis data to establish that the selection device measures the exact skills needed for successful job performance

Predictive Validation

Using test scores or class grades or GPA to predict

National Labor Relations Board (NLRB)

Was established by the Wagner Act to enforce its provisions

Knowledge Workers

Workers whose contributions to an organization are based on what they know