MGT 373 Test 1 Human Resource Management

What are 3 changes in the labor force?

1. Aging workforce 2. Diverse Workforce 3. Skill Deficiencies

What are 5 trends in HRM?

1. Downsizing 2. Merger & Acquisition 3. Reengineering 4. Outsourcing 5. Offshoring

The 3 Forecasting Steps

1. Forecast labor demand 2. Determine labor supply 3. Determine labor surplus or shortage

What are the 5 employee rights and what do they mean

1. Free Consent: Employer will not decieve me. 2. Privacy: Right to private life unless it has something to do with the company. 3. Freedom of Conscience: Right to say "I won't do something unethical" 4. Freedom of Speech: Can say what I want as long as it doesn't violate the company policies or bring negative attention. 5. Due Process: Do something about it.

Ethical companies act according to four principles:

1. In their relationship with customers, vendors, and clients, ethical companies emphasize mutual benefits. 2. Employees assume responsibility for the actions of the company. 3. The company has a sense of purpose or vision that employees value and use in their day-to-day work. 4. They emphasize fairness

Top Qualities Employers look for in employees

1. Interpersonal Communication 2. Teamwork skills 3. Planning, prioritizing tasks 4. Verbal communication skills 5. Verbal communication skills 6. Gathering/processing info

Under OSHA employees have the right to:

1. Request an inspection. 2. Have a representative present at an inspection. 3. Have dangerous substances identified. 4. Be promptly informed about exposure to hazards and be given access to accurate records regarding exposure. 5. Have employer violations posted at work site.

What are 3 trends in high-performance work systems:

1. reliance on knowledge workers 2. empowerment of employees to make decisions 3. teamwork

A general enduring capability that an individual possesses.

Ability

An organization's active effort to find opportunities to hire or promote people in a particular group

Affirmative Action

Prohibits discrimination against workers who are over the age of 40. Make up a large % of complaints filed with EEOC.

Age Discrimination in Employment Act (ADEA)

HRM and Sustainable Competitive Advantage

An organization can succeed if it has sustainable competitive advantage. HR give organizations advantages because human resources are valuable, cannot be imitated, have no good substitutes and with needed skills and knowledge are sometimes rare.

Human Capital

An organization's employees described in terms of their: training, experience, judgment, intelligence, relationships and insight

Degree to which the job allows an individual to make decisions about the way work will be carried out.

Autonomy

Born between the years of 1946-1964

Baby Boomers

A necessary (not merely preferred) qualification for performing a job. Supreme Court has ruled that it is limited to policies directly related to a worker's ability to do the job.

Bona Fide Occupational Qualification (BFOQ)

Adds compensatory and punitive damages in cases of discrimination under Title VII and ADA. Amount of punitive damages is limited by the act and depends of the size of the organization charged with discrimination.

Civil Rights Act 1991

The inner rites, rituals, heroes, values, and norms of an organization. "The personality of a firm"

Company Culture

A company's commitment to meeting the needs of its stakeholders. The parties with the interest in the company's success (typically, shareholders, the community, and customers, and employees.)

Corporate Social Responsibility

Acquisition of knowledge, skills, and behaviors that improve an employee's ability to meet changes in job requirements and in customer demands.

Development

A condition in which employment practices are seemingly neutral yet disproportionately exclude a protected group from employment opportunities. Not intentional.

Disparate Impact

Differing treatment of individuals based on the individuals' race, color, religion, sex, national origin, age, or disability status. Is illegal to do. Ex: Not hiring this person because he is male.

Disparate Treatment

What are the options for reducing a surplus?

Downsizing, Pay or hour reductions, demotions, transfers, work sharing, hiring freeze, natural attrition, early retirement, retraining

Giving employees responsibility and authority to make decisions regarding all aspects of product development or customer service

Employee Empowerment

Full involvement in one's work and commitment to one's job and company. This is associated with: higher productivity, better customer service, and lower employee turnover

Employee Engagement

In a job analysis what sources of data can be used to get the information from?

Employees, Supervisors, Managers, Job analysts, Government databases

Condition in which all individuals have an equal chance for employment, regardless of their race, color, religion, sex, age, disability, or national origin. Federal government's efforts in this area include: constitutional amendments, legislation, executive order, court decisions

Equal Employment Opportunity (EEO)

Men and women in an organization doing the same work must be paid equally.

Equal Pay Act 1963

The study of interface between individuals' physiology and characteristics of physical work environment. Redesigning work to make it more worker-friendly can lead to increased efficiencies.

Ergonomics

Fundamental principles of right and wrong

Ethics

Behavior that is consistent with those principles

Ethics behavior

Collecting and using data to show that HR practices have a positive influence on the company's bottom line or key stakeholders.

Evidence-based HR

Responsible for enforcing the laws. Includes the regulatory agencies that the president oversees.

Executive Branch

Individuals who are actively seeking employment. Number and kinds of ppl in this environment determine kinds of HR available to an organization

External Labor Market

T/F: During an interview it is legal to ask only women if they have child-care needs.

F

Extent to which a person receives clear information about performance effectiveness from the work itself.

Feedback

A scheduling policy in which full time employees may choose starting and ending times within guidelines.

Flextime

Attempts to determine supply and demand for various types of HR to predict areas within the organization where there will be labor shortages or surpluses.

Forecasting

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.

General Duty Clause (OSHA)

Born between the years of 1965-1980

Generation X

Employers may not use genetic information in making decision related to terms, conditions, or privileges of employment. Includes a person's genetic tests, genetic test of the person's family members, and family medical histories. Forbids unintentional collection of this data and harassment of employee because of genetic information.

Genetic Information Nondiscrimination Act of 2008

Identifying the numbers and types of employees the organization will require to meet its objective.

HR planning

Who can conduct a job analysis?

HR, Outside Consultant, Supervisor/Manager

HR implications of an Aging Workforce

HRM spends much time on retirement planning, retraining, and motivating workers. Organizations struggle to control rising costs of health care and benefits. Managers will supervise older employees

An organization in which technology, organizational structure, people, and processes all work together to give an organization a competitive advantage.

High-Performance Work System

a name given to a set of management practices that attempt to create an environment within an organization where the employee has greater involvement and responsibility.

High-Performance Work Systems

Organizations depend on HR to help establish and communicate policies related to:

Hiring, discipline, promotions, benefits

People who currently hold the position in the organization?

Incumbents

The study of jobs to find simplest way to structure work to maximize efficiency.

Industrial Engineering

What are the key sections on a Position Analysis Questionnaire (PAQ)?

Information input, Mental processes, Work output, Relationships with other people, Job context, Other characteristics

OSHA is responsible for:

Inspecting employers, applying safety and health standards, and levying fines for violations.

Formal and informal knowledge of how an organization works.

Institutional Knowledge

An organization's workers includes its employees and ppl who have contracts to work at the organization. Has been drawn from the external labor market

Internal Labor Force

Process of getting detailed information about jobs.

Job Analysis

The process of getting detailed information about a job.

Job Analysis

What is so important to HR managers that it has been called the "building block of all HRM functions"?

Job Analysis

A list of tasks, duties, and responsibilities (TDRs) that a particular job entails. Key components: Job Title, Brief description of TDRs, List of essential duties with detailed specifications of the tasks involved in carrying out each duty

Job Description

Process of defining the way work will be performed and the tasks that a given job requires.

Job Design

Safety promotion technique that involves breaking down a job into basic elements, then rating each element for its potential for harm or injury.

Job Hazard Analysis Technique

Enlarging jobs by moving employees among several different jobs. Task variety

Job Rotation

A work option in which two part time employees carry out tasks associated with a single job.

Job Sharing

List of knowledge, skills, abilities, and other characteristics (KSAO) needed to perform a particular job.

Job Specification

Interprets the laws. The supreme Court is the court of final appeal. Its decisions are binding.

Judicial Branch

Factual or procedural information necessary for successfully performing a task.

Knowledge

Employees whose contribution to the organization is specialized knowledge of customers, processes, and profession

Knowledge Workers

Has enacted a number of laws governing HR activities. Congress.

Legislative Branch

What are some skill deficiencies of the workforce?

Mathematical, verbal, interpersonal, and computer skills

Born between the years of 1981 to present

Millennials (Generation Y)

Under the OSHA "general duty" clause, what 3 industries are the only ones for which OSHA has published ergonomic standards

Nursing Homes, Grocery Stores, and Poultry Processing plants

Is responsible for inspecting businesses, applying safety and health standards, and levying fines for violations. Prohibits notifying employers of inspections in advance

OSHA

An online job description data base developed by the Labor Department

Occupational Information Network (O*NET)

Authorizes federal government to establish and enforce occupational safety and health standards for all places of employment engaging in interstate commerce.

Occupational Safety and Health Act (OSHA)

Responsible for enforcing executive orders that cover companies doing business with federal government. Audits government contractors to ensure they are actively pursuing goals in their affirmative action plans. Plan must include utilization analysis, goals and timetables and action steps.

Office of Federal Contract Compliance Procedures (OFCCP)

Moving operations from the country where a company is headquartered to a country where pay rates are lower but the necessary skills are available.

Offshoring

Job-related licensing, certifications, or personality traits.

Other Characteristics

The practice of having another company, such as a vendor, third-party provider, or consultant, provide services

Outsourcing

Options for avoiding a shortage

Overtime, Temp employees, Outsourcing, Retrained transfers, Turnover reductions, New external hires, Technological innovation

The process of ensuring that employees' activities and outputs match the organization's goals.

Performance Management

Set of job duties performed by a particular person.

Position

A standardized job analysis questionnaire containing 194 questions about work behaviors, work conditions, and job characteristics that apply to a wide variety of jobs.

Position Analysis Questionnaire (PAQ)

In a job analysis what methods can be used to obtain the information?

Questionnaires, Interviews, Observation

Developing a Work flow analysis (chart)

Raw Input-> Activity -> Output Equipment -> Activity -> Output Human Resources -> Activity -> Output

An employer's obligation to do something to enable an otherwise qualified person to perform a job.

Reasonable Accommodation

The process through which the organization seeks applicants for potential employment.

Recruitment

Downsizing - Four Objectives

Reduce costs, replace labor with technology, mergers and acquisitions, move to more economical location

The process by which the organization attempts to identify applicants with the necessary knowledge, skills, abilities, and other characteristics that will help the organization achieve its goals.

Selections

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.

Self-Service

Refers to unwelcome sexual advances, requests for sexual favors, and other verbal or physical contact of sexual nature. Quid Pro Quo = "This for that", Hostile work environment = uncomfortable, feel threatened

Sexual Harassment

Born pre 1946

Silent Generation

An individual's level of proficiency at performing a particular task.

Skill

What are the 5 characteristics of a motivating job?

Skill Variety Task Identity Task Significance Autonomy Feedback

Extent to which a job requires a variety of skills to carry out tasks involved.

Skill variety

What are the criteria that equal is based on?

Skill, Effort, Responsibility, Working Conditions, and Establishment

Organizations have best fit between their:

Social system (people and how they interact); and technical system (equipment and processes).

Employers must keep records of work-related injuries and illnesses. Employers must post and annual summary of these records from Feb 1 - April 30 in the following year.

Specific Duties (OSHA)

HR Implications toward undocumented or Illegal immigrants

Supply of and demand for labor and the need to comply with laws.

An organization's ability to profit without depleting its resources, including employees, natural resources, and support of surrounding community.

Sustainability

T/F: Hiring only men to model male underwear is legal

T

T/F: If a company unintentionally hires a disproportionate number of non-minorities, they could be held liable for discrimination.

T

T/F: Organizations can screen candidates using a test that reliably predicts on-the-job performance.

T

A systematic, planned effort to attract, retain, develop, and motivate highly skilled employees and managers.

Talent Management

Extent to which the job has an important impact on lives of other people.

Task Significance

Degree to which a job requires completing a "whole" piece of work from beginning to end.

Task identity

The assignment of work to groups of employees with various skills who interact to assemble a product or proved a services

Teamwork

Method of promoting safety by determining which specific element of a job led to a past accident.

Technic of Operations Review (TOR)

The broad term for doing one's work away from a centrally located office.

Telework

Human Resource Management (HRM)

The policies, practices, and systems that influence employees: behavior, attitudes, and performances

Prohibits employers from discriminating based on: Race, Color, Religion, Gender or National origin. *Applies to organizations that employ 15 or more.

Title VII Civil Rights Act 1964

A planned effort to enable employees to learn job-related knowledge, skills, and behavior.

Training

Requires federal contractors and subcontractors to take affirmative action towards employing Vietnam War veterans that served from August 5, 1964 - May 7, 1975

Vietnam Era Veteran's Readjustment Act 1974

A company that acts like a contractor and takes care of everything and outsources them.

Virtual Companies

Process of analyzing tasks necessary for production of a product or service.

Work Flow Design

Why is job analysis so important?

Work redesign, HR planning, Selection, Training, Performance appraisal, Career planning, Job evaluation

Use of quantitative tools and scientific methods to analyze data from HR databases and other sources to make evidence-based decisions that support business goals.

Workforce Analytics

Processing and transmission of digitized HR information especially using computer networking and internet. Has the potential to change all traditional HRM functions.

e-HRM

The concept of HRM implies that employees are_______ of the employer

resources