MHR 305

employee engagement

"The degree to which employees are fully involved in their work and the strength of their job and company commitment is referred to as

Based on the Google video case shown in lecture, the HR practices that are implemented that enable it to be the "Best Company to Work For" include .

-They try to bring in as much analytics, data, and science to the people side of the company. (*) -They send their employees and managers to team-building workshops at the Disney Institute. -They pay their employees 30% more than their competitors for performing their jobs. -They conduct in-depth performance appraisals for employees every month. All of the above.

Malcom Baldrige National Quality Award

-an award established in 1987 to promote quality in awareness, to recognize quality achievements of U.S. companies, and to publicize successful quality strategies. -highest level of national recognition that a U.S. company can receive. -award is not given for specific product or services.

Education and experience

-large # of HR professionals who will be retiring soon have held mainly administrative roles with little previous formal education in HR. -New generation of HR professionals will have a 4 year college degree and many will have completed a graduate HR degree. -HR professionals can be expected to have both strategic and tactical roles.

TITLE VII of the Civil Rights Act of 1964

-major legislation regulating equal employment opportunity in the US. -direct result of the civil rights movement. -states that it is illegal for an employer to discriminate.

Aging and generational differences among the U.S. workforce

-number of workers age 55 or older will grow. -older individuals are leading healthier and longer lives than in the past. -companies are likely to employ a growing share of older workers -workforce now has 5 generations. millennials: optimistic, willing to work, eager to please, self-reliant, globally aware and value diversity. gen x: independent

Evaluating the effectiveness of a diversity program

1) # of EEO compaints 2) demographic analysis of your workforce 3) career progression 4) employe turnover 5) job satisfaction 6) understaind of diversity issues among all employees 7) attitudes toward diversity among all employees 9) corporate image as an employer of choice for targeted employees

Identify and describe competitive challenges influencing U.S. companies (Figure 1.4)

1) Competing through Sustainability -provide a return to shareholders -provide high quality products, services, and work experience for employees -increased value placed on intangible assets and human capital social and environmental responsibility adapt to changing characteristics and expectations of the labor force legal and ethical issues -effectively use new work arrangements 2) Competing through Globalization -expand into foreign markets prepare employees to work in foreign locations 3) Competing through technology -change employees' and mangers' work roles -create high performance work systems through integrating technology and social systems -development of e-commerce and e-HRM -use of social networking tools -development of HR dashboards and use of HR analytics in problem solving

Different types of discrimination

1) Disparate treatment: a theory of discrimination based on different treatments given to individuals because of their race, color, religion, sex, national origin, age, or disability status. -same qualifications Bona fide occupational qualification-a job qualification based on sex, religion, and son on, that an employer asserts is a necessary qualification for the job. 2) Disparate impact: a theory of discrimination based on facially neutral employment practices that disproportionately exclude a protected group from employment opportunities. -intent is irrelevant

competencies and behaviors required of HR professionals

1) Human Resource Technical Expertise and Practice -the ability to apply the principles of human resource management to contribute to the success of the business. ex) remain current on relevant laws, legal rulings, and regulations; develops and utilizes best practices 2) Relationship Management -the ability to manage interactions with and between others with the specific goal of providing service and organizational success ex) provides customer service to organizational stakeholders, insures alignment within HR when delivering services and information to the organization 3) Consultation -provide guidance to stakeholders such as employees and leaders seeking expert advice on a variety of circumstances and situations ex) serves as a workforce and people management expert, develops consultative and coaching skills 4) Organizational leadership and navigation -the ability to direct initiatives and processes within the organization and gain buy in from stakeholders ex) fosters collaboration, exhibits behaviors consistent with and conforming to the organization culture 5) Communications -the ability to effectively exchange and create a free flow of information with and among various stakeholders at all levels of the organization to produce meaningful outcomes ex) provides constructive feedback effectively, helps managers communicate not just on HR issues 6) Global and Cultural Effectiveness -managing human resources both within and across boundaries ex) embraces inclusion, works effectively with diverse cultures and populations 7) Ethical Practice -integration of core values, integrity, and accountability throughout all organizational and business practices ex) maintains confidentiality, acts with personal, professional, and behavioral integrity 8) Critical Evaluation -skill in interpreting information to determine return on investment and organizational impact in making recommendations and business decisions ex) gathers critical information, makes sound decisions based on evaluation of available information 9) Business Acumen -ability to understand business functions and metrics within the organization ex) demonstrates a capacity for understanding the business operations and functions within the organization, understand organizational metrics and their relationship to business success.

Strategic Planning can be divided into 4 steps

1) Mission determination-decide what is to be accomplished(purpose) and determine principles that will guide the effort 2) Environmental Assessment- -determine external conditions, threats, and opportunities -determine competencies, strengths, and weaknesses within the organization 3) Objective setting -specifying corporate level objectives 1) challenging but attainable 2) measurable 3) time specific 4) documented (written) 4) Strategy Setting -specifying and documenting corporate level strategies and planning 5)strategy implementation

Characteristics of Strategic HRM

1) aligned with mission of an organization 2) involves partnership with HR leaders, management, and individual contributors. 3) recognizes impact of external environment(open systems perspective) 4) focuses on issue of choice+decision making 5) inclusive 6) utilizes key performance indicators

Discuss the arguments regarding how cultural diversity can provide competitive advantage

1) cost argument-as organizations become more diverse, the cost of a poor job in integrating workers will increase. -those who handle this well will thus create cost advantages over those who did not. 2) employee attraction and retention argument-those with the best reputations for managing diversity will win competition for talent. 3) marketing argument-insight and cultural insensitivity will help the company enter new markets and develop products and services for diverse populations 4) creativity argument-diversity of perspectives enhances creativity 5) system flexibility argument-greater flexibility to react to changes in customer preferences and tastes.

Identify and define the categories used in the Malcom Balrdige National Quality Award Program

1) leadership 2) measurement, analysis, and knowledge management 3) strategic planning 4) workforce focus 5) operations focus 6) results 7) customer focus 8) total points

Stability Strategies

1) maintaining employee motivation, satisfaction, and retention 2) providing meaningful career development for employees 3) developing key employee knowledge and skills through training

Urlich's strategic HR roles framework

1) management of strategic HR 2) Management of Transformation and Change 3) Management of Firm Infrastructure 4) Management of Employee contribution

Discuss the importance of job analysis to line managers.

1) managers must have detailed information about all the jobs in their work group to understand the work flow process. 2) managers need to understand the job requirements to make intelligent hiring decisions. 3) a manager is responsible for ensuring that each individual is performing satisfactory or better. 4) also the manager's responsibility to ensure that the work is being done safely.

Internal (organic) growth strategies

1) need to aggressively recruit and select new employees 2) effective training and development to bring new employees up to speed rapidly 3) effective training and development to bring new employees up to speed rapidly 4) linking compensation to achieving growth objectives

Characteristics of effective diversity programs

1) support of top management 2) integration of diversity objectives into the strategic plan of the organization 3) diversity training for all managers and employees 4) ongoing communication and events that support diversity 5) aligning performance appraisal and reward systems with diversity objectives 6) a culture that embraces diversity 7) zero tolerance policies regarding not respecting diversity and a process for reporting and resolving grievances 8) ongoing evaluation and improvement of the diversity initiative.

Human Resource Management

1) utilization of individuals to achieve organizational objectives 2) the employment policies, systems and practices used to attract, motivate, develop and retain the workforce an organization needs to achieve its mission, vision, and key objectives.

Identify and describe the components of the strategic management process including figure 2.2

2 phases 1) strategy formulation-strategic planning groups decide on a strategic direction by defining the company's mission and goals, its external opportunities and threats, and its internal strengths and weaknesses. -generate various strategic alternatives and compare those alternatives ability to achieve the company's mission and goals 2) strategy implementation-the organization follows through on the chosen strategy. -structuring the organization, allocating resources, ensuring that the firm has skilled employees in place, and developing reward systems that align employee behavior with the organization's strategic goals.

Quid Pro Quo Sexual Harassment

A manager who gives an employee preferential treatment in exchange for "sexual favors

Caucasians-49% African Americans 45% Hispanics 50% Asian Americans 40% Native Americans 43% Based on applying the 4/5 rule to the data above, there is evidence of adverse impact for

A. American Indians b. African Americans c. Asian Americans d. Hispanics e. There is no evidence of adverse impact in this data. (*)

Based on the cartoon above, this is an example of a situation where a nonHR manager needed to understand how to do a(n) _____________.

A.job analysis (*) B. utilization analysis C. 80% rule analysis D. ROI analysis E. availability analysis

27. Based on applying the 4/5 rule to the data above, there is evidence of adverse impact for

American Indians (*) b. African Americans c. Asian Americans d. Hispanics e. All of the above -pick lowest %

Which of the following is an example of quid pro quo sexual harassment?

An employee who displays a "pin-up" calendar in his work area. b. A manager who makes sexually-oriented comments about the clothes worn by female employees. c. A female manager who tells a make direct report that she will give him a promotion with a pay increase if he has dinner with her and engages in sexual activities with her. (*) d. Male workers making "elevator eyes" toward female employees. e. Employees telling dirty jokes during their lunch break.

Affirmative Action

Basic Elements 1. Utilization Analysis 2. Availability Analysis 3. Problem Identification ("gaps") 4. Goals and Timetables ("to close gaps")

Based on the HR Simulation you completed on Tri-State Dairies and that we discussed in lecture, the key takeaways from this case include ________.

Be sure to take the the personalities and learning styles of workers into consideration when designing training programs. b. Traditional training methods tend to be richer in content and emphasis than technology-based methods. c. It is important to listen to employees concerns about training programs and to try to respond to concerns when possible. d. Be aware of and actively manage political factors related to the design and delivery of training programs. e. All of the above (*)

Discuss how HRM practices align with various directional strategies.

Concentration Strategies-a strategy focusing on increasing market share, reducing costs, or creating and maintaining a market niche for products and services. -focus on what it does best within established markets. -maintain current skills that exist in the organization. -environment is more certain, appraisal is behavioral. Internal growth strategy-a focus on new market and product development, innovation, and joint ventures. -channel their resources toward building on existing strengths. -present unique staffing problems. -growth requires that a company constantly hire, transfer, and promote individuals, and expansion into different markets may change the necessary skills that prospective employees must have. -appraisal is behavior and results. External growth strategy-attempting to integrate vertically or horizontally or to diversify. Emphasis on acquiring vendors and suppliers and suppliers or buying businesses that allow a company to expand into new markets usually through mergers and acquistions. -attempts to expand a company's resources or to strengthen its market position through acquiring or creating new businesses. Divestment/downsizing strategy: one made up of retrenchment, divestitures, or liquidation. -observed among companies facing serious economic difficulties and seeking to pare down their operations.

Big Data

Information merged from a variety of sources, including HR databases, corporate financial statements, and employee surveys, to make evidence-based HR decisions and show that HR practices can influence the organization's bottom line.

ISO

International Organization for Standardization -a network of standards institutes including 160 countries with a central governing body in Switzerland. -is the world's largest developer and publisher of international standards. -standards are voluntary ISO 9000-family of standards related to quality. Address what the company does to meet regulatory requirements and the customer's quality requirements while striving to improve customer satisfaction and continuous improvement. -based on 8 quality management principles. -customer focus, leadership, people involvement, a process approach, a systems approach to management, continuous improvement, using facts to make decisions, and establishing mutually beneficial relationships with suppliers.

In terms of the strategy map/balanced scorecard above, what can you conclude about the balanced scorecard?

It does not include KPIs and that is a weakness of the balanced scorecard. b. It includes Targets and that is a strength of the balanced scorecard. c. It does not include Initiatives for each category and that is a weakness of the balanced scorecard. (*) d. It does not have KPIs that are aligned with each objective for the of the categories in the balanced scorecard e. It does not have objectives that are aligned with each category in the strategy map portion of the model

Which of the following statements is(are) true regarding the Scarpello, Ledvinka, and Bergmann Human Resource Management Systems Model?

It emphasizes that the external environment is the most important dimension of the model as these factors drive strategic decision making of senior management in organizations. b. It emphasizes that the organization is the most important dimension in the model because profit maximization is always the #1 key performance indicator for organizations. c. It emphasizes that the HR system dimension of the model exists in a context-free vacuum in which HR leaders must make strategic decisions based on relevant factors within the HRM system alone. d. It emphasizes that the HR system dimension of the model is itself composed of three interrelated components including planning, implementation, and outcomes/evaluation. (*) e. All of the above.

Identify and describe the basic elements of approaches to job design.

Job design: the process of defining the way work will be performed and the tasks that will be required in a given job. 1) mechanistic approach: identifiying the simplest way to structure work that maximizes efficiency. -reducing complexity ex) scientific management 2) motivational approach-attitudinal variables as the most important outcomes of job design, -focus on increasing meaningfulness of the job. 3) Biological approach/ergonomics-the interface between individuals' physiological characteristics and the physical work environment -minimize physical strain on the worker by structuring the physical work environment around the way the human body works. 4) Perceptual motor approach-focuses on human mental capabilities and limitations. -goal is to design jobs in a way that ensures they do not exceed people's mental capabilities and limitations. -tries to improve reliability, safety, and user reactions by designing jobs to reduce their information processing requirements.

Which of the following factors would not be typically included in the contemporary definition of workforce diversity?

Lesbian, gay, bisexual, and transgender employees b. Immigrants c. Generation Z d. Foreign workers e. All of the above would be included in a contemporary definition of workforce diversity (*)

Definition of Ulrich's strategic HR roles

Management of Strategic HR-executing strategy-strategic partners-aligning HR and business strategy Management of Firm Infrastructure-building an efficient infrastructure-admin expert-reengineering organization Management of Employee Contribution-increasing employee commitment and capability-employee champion-listening and responding to employees, providing resources to employees management of transformation and change-creating a renewed organization-change agent-managing transformation and change-ensuring capacity for change

Which of the following is true regarding the issue of linking pay with ethical behavior in organizations?

Most organizations are effective in linking pay with ethical behavior. b. Most organizations include ethical behavior in their definition of leadership effectiveness. c. Most organizations are not effective in linking pay with ethical behavior. (*) d. Most organizations place an excessive weight on ethical behavior in rewarding employee job performance e. Most organizations cannot agree on a common definition of ethics with which to link pay

Identify and describe job analysis methods

Position Analysis Questionnaire (PAQ) standardized job analysis questionnaire. 1) information input-where and how a worker gets info needed to perform the job 2) mental processes-the reasoning, decision making, planning and information processing activities that are involved in performing the job 3) work output-the physical activities, tools and devices used by the worker to perform the job 4) relationships with other persons-the relationships with other people required in performing the job 5) job context-the physical and social contexts where the work is performed 6) other characteristics-the activities, conditions, and characteristics, other than those described that are relevant the job.

Title VII of the 1964 Civil Rights Act

Prohibits discrimination against any individual based on national origin, gender, race, religion, or color in making decisions regarding hiring, firing, training, discipline, compensation and benefits, classification, or other terms or conditions of employment. -Title VII applies to employers engaged in interstate commerce if they have fifteen or more employees, labor organizations, and employment agencies.

The Civil Rights Act of 1991

Put burden of proof on employers. Quotas are illegal. Permitted trials by jury where punitive and compensatory damages are sought. Limited the extent to which reverse discrimination lawsuits could be brought.

Based on Thurow's concept of the Wealth Pyramid, which of the following statements is (are) true?

Resources are the key determinants of a company's wealth creation. b. Tools are a key HR issue that must be invested in with a long-term perspective in promoting the wealth of an organization. c. Social Organization is a key contributor to the wealth creation of an organization but not a nation. d. Skills are a key HR issue that contribute to the wealth creation of a nation. (*) e. All of the above.

Discuss how HRM practices support strategy implementation

Task, people, reward systems. 1) ensuring that the company has the proper # of employees with the levels and types of skills required by the strategic plan 2) developing control systems that ensure those employees are acting in ways that promote the achievement of the goals specified in the strategic plan.

Becker, Huselid and Urlich's HR balanced scorecard

The HR balanced scorecard refers to a formal architecture of measurements that is used to align HR strategies, systems, and processes with a firm's overall mission, strategic priorities, and performance.

Describe the components of the Occupational Safety and Health Act of 1970.

The law that authorizes the federal government to establish and enforce occupational safety and health standards for all places of employment engaging in interstate commerce. 1) General Duty Clause: the provision of the Occupational Safety and Health Act that states that an employer has an overall obligation to furnish employees with a place of employment free from recognized hazards.

Based on the affirmative action data above, what can you conclude?

The most significant "gap" is for minority executives (*) b. The most significant gap is for female executives c. The most significant gap is for minority middle managers d. The most significant gap is for professional females e. There are no gaps in this data from an affirmative action perspective

HR or Workforce Analytics

The practice of using data from HR databases and other data sources to make evidence-based human resource decisions.

Based on our discussion of the best companies for diversity from Diversity Inc.'s ranking, what did the two companies (Deloitte and Kaiser Permanente) whose profiles we reviewed do that reflect a strong emphasis on diversity?

They both possessed comprehensive affirmative action programs b. They both developed extensive advertising campaigns showing their support for diversity that included advertisements shown during high profile events such as the Super Bowl (*) c. They both created and supported Employee Resource Groups d. The both implemented mandatory diversity training for all managers and employees every six months e. All of the above

Based on the "What is Affirmative Action?" Incident discussed in lecture, the affirmative action program that the company needed to develop should have been designed to accomplish which objective?

To remove "conspicuous imbalances" in the workforce so that an employer's workforce reflects the demographics of the places in which it does business. (*) b. To conduct a utilization analysis. c. To conduct an availability analysis. d. To apply the 4/5 rule to selection data. e. All of the above

You have been hired by the Vice President of Human Resources at the XBP Corporation to advise her on how to evaluate the effectiveness of HR from a strategic perspective. Specifically, she is interested in learning more about how she can use strategic measures of HR effectiveness. Based on this situation, what would you say to her?

Try to maximize or increase scores on the training investment factor measure (total training cost/headcount). b. Try to minimize or decrease scores on the total labor cost revenue percent (compensation cost+benefit cost+other labor cost)/revenue) (*) c. Try to maximize or increase scores on the voluntary separation rate measure (voluntary separations/headcount). d. Try to minimize or decrease scores on the human capital ROI measure (revenue-(operating expense- [compensation cost+benefit cost]/(compensation cost+benefit cost). e. All of the above

Based on the "Workforce Diversity Program Design" exercise conducted in discussion section, an effective diversity program needs to address which of the following issues?

What are the objectives of the workforce diversity program? b. What are the elements of the workforce diversity program? c. Which hey actions will be taken to support implementation of the diversity program? d. How will you evaluate the effectiveness of the workforce diversity program? e. All of the above (*)

Hostile Work Environment Sexual Harassment

When the behavior of someone in the work setting is sexual in nature and is perceived by an employee to be offensive and undesirable.

sustainability

a company's ability to meet its needs without sacrificing the ability of future generations to meet their needs. -pursue triple bottom line: economic, social, and environmental benefits. -company success is based on how well the company meets the needs of its stakeholders.

Total Quality Management(TQM)

a cooperative form of doing business that relies on the talents and capabilities of both labor and management to continually improve quality and productivity. 1) methods/processes designed to meet needs of internal/external customers 2) every employee in company receives training in quality 3) quality is designed into product/service so that errors are prevented from occurring rather than being detected/corrected. 4) company promotes cooperation with vendors, suppliers, and customers to improve quality and hold down costs. -managers measure progress with feedback on data.

learning organization

a culture of lifelong learning in which employees are continuously trying to learn new things.

Lean thinking

a process used to determine how to use less effort, time, equipment, and space but still meet customers' requirements.

Human resource information system

a system used to acquire, store, manipulate, analyze, retrieve and distribute HR. -can support strategic decision making, help company avoid lawsuits, provide data for evaluating policies and programs, and support day to day HR decisions.

talent management

a systematic planned strategic effort by a company to attract, retain, develop, and motivate highly skilled employees and managers.

The diversity committee at a large financial services company was composed of a cross-section of managers and individual contributors from the company. It decided to promote diversity education and awareness by focusing each month on a different racial/ethnic group and to sponsor events, meetings, meals, and workshops to celebrate each group. The committee decided to sponsor events for African Americans, Hispanics, Asian Americans, and Native Americans. Evaluate this decision. What was the key deficiency in the design of this diversity program?

a. Diversity committees were not an effective approach for developing diversity programs b. Senior management was not willing to provide proper support and resources for the diversity initiative c. HR was not consulted or involved in this initiative d. The committee failed to use a fully inclusive definition of diversity in developing its list of events. (*) e. All of the above

A working knowledge of human resource management is important for the effectiveness of _____________ in the performance of their jobs in organizations.

a. HR professionals b. Line managers c. Individual contributors d. Senior executives e. All of the above (*)

Which of the following statements is (are) true regarding human resource management?

a. It is a core line function in most organizations. b. Its sole priority is the attraction and retention of an efficient and low cost workforce. c. It is composed of formal employment policies, systems, and practices. (*) d. Its sole priority is the development of effective leadership skills among senior executives. e. All of the above

The law that requires certain federal government contractors and subcontractors to employ and advance certain categories of veterans and prohibits discrimination against these veterans is the __________.

a. Patriot Act b. Vietnam Era Veteran's Readjustment Assistance Act (*) c. Veteran's Equal Rights Act d. Gulf War Veteran's Rehabilitation Act e. Title VII of the Civil Rights Act

Based on our discussion of measures of effectiveness for job analysis, which of the following measures should be at or very close to 100% in order to conclude that the job analysis system in an organization is effective?

a. Percentage of employees who are satisfied with their jobs b.Percentage of job descriptions that have essential functions of the job identified (*) c.Percentage of job descriptions in the organization that were created in the last 12 months d.Percentage of job openings filled in the last 12 months e.Percentage of job openings that were filled in the last 12 months

Based on the case study entitled, "Why Doesn't This HR Department Get Any Respect?," appropriate recommendations for assisting Luke Robinson, the HR Manager, with the situation at his company include .

a. Present specific data that demonstrates how HR can benefit each senior manager's area. b.Decentralize HR and make line management more accountable for playing a role in handling HR issues. c.Identify the causes of the bonus check fiasco and fix them d.Robinson must learn more about the business the firm is in (investments) in order to relate more effectively to senior management. e.all of the above. (*)

Which of the following would NOT be a factor as to whether the EEOC will pursue litigation?

a. The number of people affected by the alleged practice b. The type of charge c. The amount of money involved in the charge d. Other charges against the employer e. Compliance evaluations and complaint investigations of federal contractors and subcontractors (*

Which of the following is true regarding the elements of the diverse workforce?

a. The number of single family homes in the U.S. is declining b. Employees age 50 or older now make up more than 50% of the U.S. workforce c. Approximately 60% of the U.S. workforce possesses one or more disabilities d. Professional women are entering the U.S. workforce at the same rate as men (*) e. All of the above

The key deliverable(s) of the job analysis process include a(n)____________.

a. affirmative action plan b. job description and job specification (*) c. workforce diversity program d. HR balanced scorecard e. HR strategy map

You have been assigned to conduct a job analysis of a business analyst for an insurance company. The first thing you did was to collect preliminary job information (e.g., reviewing the existing job description and training manuals) for the business analyst position. The next step in the process would be to __________________ which is important in order to ___________________.

a. collect job data; enhance your understanding of the job b. draft the job description and job specification; summarize the data you have collected c. conduct a work-site tour; obtain direct experience with the job (*) d. consolidate job data; draft the job description and specification e. all of the above

Based on the SAS video case presented in lecture, the HR function at the company demonstrates vertical integration between the corporate strategy of ___________and the HR strategy of _____________.

a. cost-cutting; compensation and benefits b. customer service; recruiting c. creativity and innovation; education and training (*) d. growth; legal compliance e. all of the above

The HR department at the Hewitt Corporation devotes a lot of time on "providing resources to employees by listening and responding to their concerns about their workplace. Based on Ulrich's Strategic HR Roles Framework, the deliverable associated with this activity is to __________________.

a. execute strategy b. building an efficient infrastructure c. creating a renewed organization d. increase employee commitment and capability (*) e. all of the above

The LRS Corporation possesses a job analysis process that monitors job descriptions for all jobs in the organization and ensures that they are all kept up-to-date. This enables the training process to design training and development programs that help new employees to acquire the knowledge and skills needed to be successful on their jobs. This situation provides an example of _________________.

a. horizontal integration (*) b. lack of horizontal integration c. vertical integration d. lack of vertical integration e. all of the above

The Scarpello, Ledvinka, and Bergmann Human Resource Management Systems Model is useful for understanding and managing HR issues because it provides a(n) ___________ for HR professionals, managers, and individual contributors in organizations.

a. integrated conceptual framework (*) b. HR balanced scorecard c. HR strategy map d. job description e. job specification

The Jackson Corporation possesses a job analysis process that monitors job descriptions for all jobs in the organization and ensures that they are all kept up-to-date. However, the training process that designs learning programs for these jobs has not been updated in many years so new employees are receiving a lot of training that is irrelevant to the real responsibilities associated with the jobs as they function today. This situation provides an example of ____________________.

a. lack of horizontal integration (*) b. vertical integration c. horizontal integration d. lack of vertical integration e. KPIs

The fundamental rethinking and radical redesign of business processes to achieve improvements in critical measures of performance such as cost, quality of service, and speed is called ____________.

a. reengineering (*) b. job enrichment c. total quality management d. job enlargement e. business process improvement

The Delta Con Corporation possesses an affirmative program designed to increase representation of members of protected classes. Based on a utilization/availability analysis, if here are 10% African Americans in the external labor market for the company and the company currently employs 2% African Americans, then the affirmative action goal for African Americans should be .

a.2% b.8% c.10% (*) d.20% e.Not enough information to answer the question.

Based on applying the 4/5 rule to the data above, there is evidence of adverse impact for .

a.American Indians b.African Americans c.Asian Americans d.Hispanics (*) e.There is no evidence of adverse impact in this data.

Which of the following is/are true regarding various anti-discrimination laws?

a.Based on the Pregnancy Discrimination Act, an employer must allow women to return to work after childbirth on the same basis as for other disabilities. (*) b.Based on Title VII, employers are not obligated to accommodate employee requests for reasonable accommodations in terms of religion. c.Based on the Age Discrimination on Employment Act, employers cannot discriminate against individuals who are 50 years-old or older. d.The Civil Rights Act of 1991 put the burden of proof on the plaintiffs to prove that they were discriminated against by an employer. e.All of the above are true.

Based on the competency model for HR professionals, valuing diversity and resolving conflict are examples of which HR competency?

a.Business b.Leader c.Advocate (*) d.HR Expert e. Consultant

Based on the results of your analysis in the question #23 above, an employer could potentially defend its selection practices based on .

a.Business necessity b.Job-relatedness c.BFOQ d.Bona fide seniority system All of the above (*)

Bob Livingston, a job analyst at the PHX Corporation, collected in-depth empirical data (e.g. multiple work site tours, surveys, interviews) regarding the customer service representative job he was analyzing and created and finalized the job description which he entered into the company's formal job description system. Based on the Job Analysis Process, which critical step in the process did Bob neglect to address in implementing his job analysis process?

a.Collecting appropriate job data b.Conducting focus groups with employees regarding the job c.Validating the job description (*) d.Benchmarking the job description against other job descriptions in the company e.All of the above

Based on the analysis below, where is there evidence of the greatest degree of lack of horizontal integration?

a.Compensation and Benefits and Work Organization (*) b.Training and Development and HR Performance Measurement (Cost) c.Recruiting and Selection and HR Performance Measurement (Value Creation) d.Compensation and Benefits and Communication Systems e.HR Performance Measurement and HR Performance Measurement

Based on the "Downsizing" Incident from your textbook that was discussed in lecture, the elements of the company's environment that Scott (the HR Manager) will need to consider in developing his suggested plan for reducing the size of the workforce by 30% in his company include .

a.Competition and the need to be cost competitive b.Impact of the reduction on the community in which it has been located c.Negative press from the media d.Negative campaigns from special interest groups e.All of the above (*)

You are the HR manager at a small printing company in North Carolina. Your company has had three sexual harassment lawsuits filed against it by female employees. The president of the company has asked you to address the situation immediately in order to prevent future incidents of sexual harassment. Based on our discussion of practical guidelines for handling sexual harassment, the actions you would take include

a.Create a "three strikes and you are out" policy on sexual harassment b.Implement an informal grievance procedure for employees c.Transfer employees who file sexual harassment complaints in order to protect them from retaliation d.Take every complaint seriously (*) All of the above

The layer of Carol's Pyramid of Corporate Social Responsibility that involves an organization proactively seeking opportunities to make a positive contribution to society beyond profitability, compliance, and business ethics is called the __________ layer

a.Discretionary (*) b. Strategic c. Systemic d. Aspirational e. Granular

Based on the case study entitled, "How Hard Should You Push Diversity?," key takeaways from the case include .

a.Diversity initiatives cannot focus solely on recruiting a more diverse pool of employees. b.Diversity initiatives require a comprehensive and ongoing education and communication strategy to enhance understanding and awareness of diversity issues. c.Top management must support all diversity initiatives. d.Diversity is not just an HR strategy, it is a business strategy. e.All of the above (*)

Large companies like Whole Foods, Lenovo, and Google are growing themselves by acquiring smaller firms that are viewed as having high potential to add value to these companies. From an HR perspective, these companies will likely need to address which of the following strategic HR challenges?

a.Employee transfer, reassignments, and layoffs (*) b.Aggressive recruiting and selection of new employees c.Linking compensation to achieving growth objectives d.Providing meaningful career development for employees All of the above

The key practical implications of the "Why Doesn't This HR Department Get Any Respect" case for future HR professionals or line managers include .

a.HR must make the basic administrative processes such as payroll "defect free." b.HR must involve line managers in the design of HR policies and systems. c.HR must be able to respond to the question of how it adds value in specific terms to the success of the organization d.Line managers must recognize the importance of HR and be willing to partner with HR to develop and implement these policies and systems. e.all of the above (*)

Which of the following strategic measures of HR effectiveness should HR professionals attempt to minimize over time?

a.Health care cost per employee (total health care costs/number of employees) b. Turnover costs (cost to terminate+cost per hire+vacancy cost+learning curve loss) c. Training investment factor (total training cost/headcount) d. Voluntary turnover rate e. All of the above (*)

You have been hired as a consultant by the vice-president of human resources at a computer company in order to help her to develop and implement strategies for enhancing the credibility of HR in the organization. Based on this situation and the Strategies for Enhancing the Credibility of HR, which of the following would you recommend?

a.Hire outside firms (i.e., outsource) to handle key HR processes such as payroll. b.Formally define HR responsibilities in relation to the line. (*) c.Listen to focus primarily on front-line employee problems and concerns. d.Never question senior management's decisions about employee issues. e.Outsource the majority of the HR function to an outside firm to handle.

Strategies for addressing a situation in which there is a shortage of workers that is forecasted in the HR planning process include .

a.Hiring Freezes b.Alternatives to Layoffs (*) c.Strategic Planning d.Team-Building Programs e.All of the above

The law that made it illegal for many employers to fire or refuse to hire a person on the basis of the person's national origin or citizenship is .

a.Immigration Reform and Control Act (*) b.Civil Rights Act c.Rehabilitation Act d.Uniformed Services Employment and Reemployment Rights Act e.Americans with Disabilities Act

HR planning strategies that may be used when a shortage of workers is forecasted include __________.

a.Innovative recruiting strategies b. Compensation incentives c. Remedial education for existing workers d. Skills training for existing workers e. All of the above (*)

Which of the following statements is(are) true regarding the Scarpello, Ledvinka, and Bergmann Human Resource Management Systems Model?

a.It emphasizes that the external environment is the most important dimension of the model as these factors drive strategic decision making of senior management in organizations. b.It emphasizes that the organization is the most important dimension in the model because profit maximization is always the #1 key performance indicator for organizations. c.It emphasizes that the HR system dimension of the model exists in a context-free vacuum in which HR leaders must make strategic decisions based on relevant factors within the HRM system alone. d.It emphasizes that the HR system dimension of the model is itself composed of three inter- related components including planning, implementation, and outcomes/evaluation. (*) e.All of the above.

In terms of the strategy map/balanced scorecard above, what can you conclude about the balanced scorecard?

a.It includes KPIs that is a strength of the balanced scorecard. b.It does not include Targets that is a weakness of the balanced scorecard. c.It Includes initiatives for each category of KPIs that is a strength of the balanced scorecard. d.It has strategies for all four of the required dimensions of a balanced scorecard which is a strength. e.All of the above. (*)

The individuals who may perform HR activities in organizations include .

a.Line Managers b.Professional Employer Organizations c.Outsourcing d.Shared Service Centers e.All of the above (*)

Which of the following, similar to an internship, provides a vehicle for relaunching a career after a break?

a.On ramping b. Returnship (*) c. Removing the glass ceiling d. Cultural socialization e. Digital native training

Which of the following is an organized approach for obtaining relevant and timely information on which to base HR decisions?

a.Outsourcing b. A human resource information system (*) c. A data warehouse d. A performance evaluation program e. Strategic positioning

Based on the "How Were the Chicago Cubs Built?" video shown in lecture, the Chicago Cubs baseball team has become a World Series contender by focusing primarily on which HR activity?

a.Performance Appraisal b.Compensation and Benefits c.Recruiting and Selection (*) d.Unions and Collective Bargaining e.Occupational Safety and Health

Techniques for improving the recruitment of women and minorities include .

a.Pictorially show women and minorities in recruiting brochures. (*) b.Set aggressive quotas for hiring women and minorities. c.Require all managers to attend team-building programs. d.Increase the funding for general recruiting by 50%. e.All of the above.

Federal law is concerned when workers with caregiving responsibilities are treated differently based on a characteristic that is protected by existing federal laws. Which of the following characteristics is NOT protected by federal law?

a.Race b. Disability c. Association with an individual with a disability d. Gender e. Caregiver status (*)

The job description/specification play an important role in supporting which of the following HR activities?

a.Recruitment b. Selection c. Determining pay rates for jobs d. Performance appraisal e. All of the above (*)

A disabled individual applies for a job as a computer operator at a telecommunications firm. He has indicated that he will need a dictation application on his computer and headset to do world processing since he does not have use of his hands. According to the Americans with Disabilities Act, what does the employer need to do in this situation?

a.Reject the applicant given his disability condition. b.Apply the reasonable person standard in determining whether to hire this applicant c.Determine whether the job applicant can perform the essential functions of the job. (*) d.Reject the applicant based on his request as it would pose an undue hardship to the employer. e.Make a good faith effort to provide the applicant with an accommodation for his request as it seems reasonable

Which of the following is the systematic process of matching the internal and external supply of people with job openings anticipated in the organization over a specific period of time?

a.Requirements forecast b. Availability forecast c. Bottom-up forecast d. Zero-base forecasting e. Workforce planning (*

Based on the analysis of the "Case of the Hidden Harassment" in discussion section, appropriate recommendations for management to handle the challenges in the case include .

a.Respect Jill's need for privacy, but educate Jill on her options for handling the situation based on the company's internal policies and procedures. Some examples mentioned include counseling for direct negotiation, informal, third party intervention, formal investigation and action, and a generic approach. b.Call a meeting of the department and discuss the company's policy regarding sexual harassment. State that any violation of this policy will not be tolerated. c.Connect Jill with another person outside the company who is knowledgeable about sexual harassment and see if this person can help Jill. d.Draft a memo that says that the company informed Jill of her options for dealing with her situation but that she refused to take advantage of these options. Ask Jill to sign it and keep it so that if she pursues legal action later, asserting that the company failed to protect her, that the company would not be liable. e.All of the above (*)

Which of the following has traditionally been the most useful indicator of employment level needs?

a.Sales volume (*) b. Requirements and availability c. Bottom-up forecast d. Human resource planning e. Zero-based forecast

Based on the Hewlett Packard strategic HR case study discussed in lecture, effective actions that were taken by management and/or HR leaders to support the effective implementation of a strategic approach to HR included .

a.Senior management and HR leaders defined the degree of ownership for playing the most important HR role, being a coach and facilitator b.Senior management reassigned a key executive to the HR leadership team to provide support. c.Management and HR leaders developed a budget for the initiative to ensure that financial support was available for the initiative. d.Senior management and HR developed a strategy map and balanced scorecard to formalize the new strategic approach to HR in the company. e.Senior managers and HR defined specific practices associated with each of the four HR roles. (*)

Based on the "Strategic HR" Incident from your textbook that was discussed in lecture, how did the corporate strategic plan assist Charmagne in challenging Brian and his desire to promise a client that the company can complete a project for them in one year rather than two years?

a.Since everyone was involved in developing the strategic plan, she was able to enhance the merit of her argument for caution before committing to the completion of the project in one year. (*) b.Since the CEO and other members of senior management were the only ones involved in developing the strategic plan, whatever they decided had to be followed regardless of how Brian felt about it. c.Since the existing corporate strategic plan was very informal and open-ended, Charmagne was able to convince Brian that a decision could not be made on this issue until the plan was updated. d.The corporate strategic plan explicitly stated that the company needed to prioritize getting things done correctly and not quickly so it would be a risky move to offer the client a one-year proposal for completing the project. e.All of the above.

Elements of a diverse workforce include .

a.Single Parents and Working Mothers b.Workers with Disabilities c.Younger Workers with Limited Education/Skills d.Lesbian, Gay, Bisexual, and Transgender Employees e.All of the above (*)

External environmental factors that may affect HR activities in organizations include .

a.Society (*) b.Corporate Culture c.Organizational Strategy d.Organizational Structure e. All of the above

Based on the clips we viewed and discussed from "The Breakfast Club," what was the key takeaway for the criminal, athlete, brain, basket case, and princess that relates to our discussion of workforce diversity issues in organizations?

a.Stereotypes of other people have some basis in truth b. Different types of people have nothing in common c. People can be different and at the same time the same in some ways (*) d. You need a crisis in order to get people who are different from each other to value diversity e. Most people view diversity only in terms of race and gender

Based on the strategic planning process model, the first thing that management must address is

a.Strategy Setting b.Objective Setting c.Mission Determination (*) d. Strategy Implementation

Based on the case study entitled, "How Hard Should You Push Diversity?," which of the following is(are) true?

a.The CEO of the company in the case made push statements that supported diversity efforts in the company. b.The picture of the company's executive committee demonstrated that the leadership team was already very diverse in terms of gender and race. c.An appropriate recommendation for management would be to focus diversity initiatives on getting leaders to sponsor, mentor, and coach diversity recruits. (*) d. e.All of the above

The set of principles that help employers, labor organizations, employment agencies, and licensing and certification boards to comply with federal employment laws is called ____________.

a.The Uniform Guidelines (*) b. The Federal Contract Compliance Program c. Affirmative action d. EEOC e. The Genetic Information Nondiscrimination Act

The set of principles that help employers, labor organizations, employment agencies, and licensing and certification boards to comply with federal employment laws is called .

a.The Uniform Guidelines (*) b.The Federal Contract Compliance Program c.Affirmative action d.EEOC e.The Genetic Information Nondiscrimination Act

Based on the affirmative action data above, what can you conclude about affirmative action goals?

a.The goal for female professionals should be 45% b. The goal for minority professionals should be 40% (*) c. The goal for female middle managers should be 60% d. The goal for minority middle managers should be 30% e. It is impossible to set any goals based on this data

In terms of evaluating the strategy map/balanced scorecard above, what can you conclude about the strategy map?

a.The strategy map is missing an important category. (*) b. The strategy map should only have one factor in each of the categories. c. The strategy map includes inappropriate factors under the Financial category. d. The strategy map should not include "Customer" as this is an HR strategy map. e. The strategy map should include "Culture" as this is an HR strategy map.

In terms of evaluating the strategy map/balanced scorecard above, what can you conclude about the strategy map?

a.The strategy map should not include "Financial" as this is an HR strategy map. b.The strategy map should only have one factor in each of the four categories. c.The strategy map should include arrows in it showing the expected relationships between goals and strategies across the four categories. (*) d.The strategy map should not include "Customer" as this is an HR strategy map. e.The strategy map should include "Operations" as this is not an HR strategy map.

Based on the results of the International Comparisons of Educational Achievement shown in lecture, the key result that has important implications for the future quality of the U.S. workforce is .

a.U.S. students scored significantly above the average for other countries for reading achievement. b.U.S. students scored significantly below the average for other countries for motor skills. c.U.S. students scored significantly above the average for other countries for science achievement. d.U.S. students scored significantly below the average for other countries for math achievement. (*) e.U.S. students scored significantly below the average for other countries in the 100 meter hurdles.

The sexual harassment lawsuit filed by former Fox News anchor Gretchen Carlson against President Roger Ailes, alleged that he engaged in the following behaviors: -Based on our discussion of sexual harassment, this is an example of...

a.a prima facie case of disparate treatment b.a prima facie case of adverse impact c.quid pro quo sexual harassment d.hostile work environment sexual harassment (*) e. reasonable person sexual harassment

The role of HR professionals in organizations has evolved from primarily a(n) ________ role into more of a strategic role within the organization.

a.administrative and supervisory b. supervisory and accounting c. accounting and compliance d. administrative and compliance (*) e. supervisory and compliance

The major difference between disparate treatment and adverse impact illegal discrimination is that .

a.adverse impact is intentional b.disparate treatment involves the use of different standards for different groups (*) c.disparate treatment involves unequal consequences or results d.adverse impact involves the use of prejudiced action all of the above

You have been assigned to conduct a job analysis of a business analyst for an insurance company. The first thing you did was to collect preliminary job information (e.g., reviewing the existing job description and training manuals) for the business analyst position. The next step in the process would be to which is important in order to .

a.collect job data; enhance your understanding of the job b.draft the job description and job specification; summarize the data you have collected c.conduct a work-site tour; obtain direct experience with the job (*) d.consolidate job data; draft the job description and specification all of the above

In terms of handling employment laws effectively, the key objective for management, HR, and individual contributors is to achieve .

a.compliance with all applicable laws and regulations (*) b.a basic understanding of relevant local and state HR laws and regulations c.affirmative action goals and timetables d.the creation of a culture that values teamwork e.the creation of in-depth training programs on employment laws that individual contributors (but not managers) need to complete

Based on the SAS video case presented in lecture, the HR function at the company demonstrates vertical integration between the corporate strategy of and the HR strategy of .

a.cost-cutting; compensation and benefits b.customer service; recruiting c.creativity and innovation; education and training (*) d.growth; legal compliance e.turnaround/retrenchment; unions and collective bargaining

The HR department at Lazaro Financial Services Corporation excels at working with line managers and executives to reengineer organizational processes. Based on Ulrich's Strategic HR Roles Framework, the deliverable associated with this activity is to

a.create a quality-driven organization b. execute strategy c. create a renewed organization d. build an efficient infrastructure (*) e. all of the above

The HR department at Lazaro Financial Services Corporation excels at working with line managers and executives to reengineer organizational processes. Based on Ulrich's Strategic HR Roles Framework, the deliverable associated with this activity is to

a.create a quality-driven organization b.execute strategy c.create a renewed organization d.build an efficient infrastructure (*) all of the above

Based on our discussion of the Wal-Mart pharmacist gender discrimination lawsuit AND the Hooter's racial discrimination lawsuit in class, the employers involved in these cases lost the lawsuits because they

a.did not have a formal complaint resolution process for employees b.did not work with the employees' unions to resolve the issue c.failed to document specifics in the case to support their defense d.did not treat these employees in a manner that was consistent with how they treated other employees for the same issue (*) bribed the employees so that they would drop their lawsuits

A firm's image or culture that is created to attract and retain the type of employees the firm is seeking is called __________.

a.employer work climate b. employer core values c. employer branding (*) d. employer reputation e. employer organizational environment

Mickey's Diner is a fast-food restaurant that competes directly with McDonalds and Burger King. The company's basis business model is to provide high quality food at a reasonable cost, served by customer service-oriented staff. The company's recruiting process only requires that service staff by at least 16 years- old and available to work evenings and weekends. As a result of this, the company's customer service has been very uneven. This is an example of which of the following?

a.horizontal integration b.lack of horizontal integration c.vertical integration d.lack of vertical integration (*) all of the above

The Scarpello, Ledvinka, and Bergmann Human Resource Management Systems Model is useful for understanding and managing HR issues because it provides a(n)

a.integrated conceptual framework (*) b.HR balanced scorecard c.HR strategy map d.job description e.job specification

Changes in the content and level of responsibility of a job so as to provide greater challenges to the worker is called ..

a.job enrichment (*) b.job enlargement c.job rotation d.job redesign e.job optimization

Based on the Model of Human Resources Competencies, the competencies that are part of HR being a Leader include ___________.

a.knowing HR principles b. being a systems innovator c. developing staff (*) d. resolving conflict e. Using HR tools

The Wellington Corporation has established a formal e-business unit designed to develop products and services that will utilize the Internet. This new emphasis required a new set of knowledge and skills among employees including expertise in technology management and an understanding of the needs and preferences of Internet customers. The HR department has established goals and strategies that emphasize hiring employees that possess teamwork skills and the ability to work in a highly structured environment (i.e., lots of formal work rules and policies). This situation provides an example of .

a.lack of horizontal integration b.lack of vertical integration (*) c.lack of reasonable accommodations on the part of HR d.lack of a BFOQ e.lack of KPIs

The Pokemon Corporation possesses a job analysis process that monitors job descriptions for all jobs in the organization and ensures that they are all kept up-to-date. This enables the training process to design training and development programs that help new employees to acquire the knowledge and skills needed to be successful on their jobs. This situation provides an example of .

a.lack of horizontal integration b.vertical integration c.horizontal integration (*) d.lack of vertical integration e.KPIs

The Amco Corporation is pursuing a corporate strategy that focuses on maintaining its current position in the office supply industry that has been fairly simple and stable over time. The major HR challenges associated with the use of this strategy would include

a.managing change in the organization's culture, structure and processes b.providing meaningful career development for employees (*) c.linking employee compensation to achieving growth objectives d.reducing costs through pay freezes and pay reductions e.working with the union to obtain concessions to increase the competitiveness of the firm

Based on the Scarpello, Ledvinka, and Bergmann Human Resource Management Systems Model, the issue with Siemens needing workers that are much more skilled and better educated than in the past due to the need for workers to use computers while performing their jobs is an issue related to the _________ dimension(s) of the model.

a.organizational environment b. external environment c. HR planning and implementation (*) d. HR evaluation e. customer and competitor

Based on the Scarpello, Ledvinka, and Bergmann Human Resource Management Systems Model, the issue with 85% of the job applicants lacking reading, writing, and math skills is an issue related to the __________ dimension of the model.

a.organizational environment b. external environment (*) c. HR planning d. HR implementation e. HR evaluation

Based on our discussion in lecture of the future growth of STEM-related jobs and the International Comparisons of Educational Achievement for math and science, the key HR challenge that emerges for U.S. companies is that __________________.

a.they will have difficulty finding enough qualified technical workers to meet their business needs in the future (*) b. they will need to outsource all of their technical work to developing countries where there are more qualified technical workers c. they will be able to find enough qualified technical workers to meet their business needs d. they will need to outsource all of their technical work to developed countries where there are more qualified technical workers e. they will need to invest billions of dollars of their own funds to provide STEM-related training to new employees

The HR requirements forecasting technique that uses the organization's current level of employment as the starting point for determining future staffing needs is a .

a.zero-base forecast (*) b.bottom-up forecast c.top-bottom forecast d.baseline forecast e.strategic business forecast

Civil Rights Act of 1991

allows compensatory and punitive damages when intentional or reckless discrimination is proven. -increased # of suits filed against businesses. -organizations are now more likely to grant al employees an equal opportunity for employment.

Discuss how OSHA inspections and citations and penalties work.

conducted by specially trained agents of the Department of Labor called compliance officers. -shows up unannounced. 1) compliance offer reviews employer's records of deaths, injuries and illnesses. 2) officer conducts a walkaround tour of the premise. 3) employee interviews 4) discussing findings with employer citation specifies the exact practice or situation that violates the act. -employee is responsible for posting this in a prominent place near the location of the violation.

Gender and Racial composition of the workforce

diversity of workforce is expected to increase

knowledge workers

employees who own the intellectual means of producing a product or service

Based on the analysis of the "Case of the Hidden Harassment" in discussion section, what are the practical takeaways from this case study for you as future HR professionals, line managers, or individual contributors in organizations?

f.Sexual harassment needs to be formally defined in the policy g.A reporting procedure should be included with the policy so employees who feel they may have been sexually harassed understand how to report it. h.Employees should be given options in terms of how they can obtain assistance to deal with sexual harassment. i.The company should investigate all sexual harassment claims and take swift and appropriate action for dealing with violators of the policy. j.All of the above (*)

technology issues and their implications

fear that social networking will result in employees wasting time or offending or harassing their co workers.

empowering

giving employees responsibility and authority to make decisions.

Role of HR leaders

individual contributors>first line supervisors?middle management>senior management

collectibe bargaining

is a system in which unions and management negotiate with each other to develop the work rules under which union members will work for a stipulated period of time.

union

is an organization that represents employee interests and rights to management on issues such as wages, work hours, and working conditions.

Define job analysis and and discuss its importance

job analysis: the process of getting detailed information about jobs. -building block of everything that human resource managers do.

Role of HRM in strategic formulation and 4 types of linkage

limiting strategic options or forcing thoughtfulness among the executive team regarding how and at what cost the firm might gain or develop the human resources(people) necessary for such a strategy to be successful. 4 types of linkage: 1) Administrative linkage-lowest level of integration-day to day activities, no input from HRM department. 2) one way linkage-develops strategic plan and informs HRM function of plan. Often leads to strategic plans that the company cannot successfully implement. 3) two way linkage-integration occurs in 3 steps. Strategic planning and HRM function are interdependent. 4) integrative linkage-dynamic, based on continuing rather than sequential interaction.

reshoring

moving jobs from overseas to the U.S. -higher product shipping costs, fear of supply chain disruptions due to natural disasters, and political stability, quality concerns and customer preference for U.S. made products

Based on the in-lecture demonstration called, "How is Football a Demonstration of a Strategic Approach to Human Resources," the main point was that _______________.

organizations generally "practice what they preach" when it comes to investing in their people b. organizations waste a lot of resources by selecting the wrong people to fill jobs and to perform tasks c. organizations too often fail to be strategic with HR when they assign a task to someone, but fail to allocate adequate staff to support the completion of the task (*) d. organizations need to ensure that compensation is aligned with clearly defined performance objectives for employees e. all of the above

Human capital

refers to sets of collective skills, knowledge, and ability that employees can apply to create economic value for their employers

Evidence-based HR

refers to the demonstration that human resource practices have a positive influence on the company's bottom line or key stakeholders(employees, customers, community, shareholders)

offshoring

refers to the exporting of jobs from developed countries to countries where labor and other costs are lower. -reasons include lower labor costs and the availability of a skilled workforce with a strong work ethics.

Equal employment opportunity

refers to the government's attempt to ensure that all individuals have an equal chance for employment, regardless of race, color, religion, sex, age, disability, or national origin.

strategic human resource management

refers to the proactive and systematic alignment of hr systems, processes, policies, and practices with the mission and strategic objectives of the larger organization.

Equal Pay Act of 1963

requires that men and women in the same organization who are doing equal work must be paid equally. -the act allows for reasons why mean and women performing the same job might be paid differently.

major elements of the Sarbaes-Oxley Act

sets strict rules for corporate behavior and sets heavy fines and prison terms for noncompliance

Six Sigma

system of measuring, analyzing, improving and controlling processes once they meet quality standards.

employee engagement

the degree to which employees are fully involved in their work and the strength of their job and company commitment.

stakeholders

the various interest groups who have relationships with, and consequently, whose interests are tied to the organization (employees, suppliers, customers, shareholders, community)

Age Discrimination in Employment Act(ADEA)

this act prohibits discrimination against employees over the age of 40. -designed to protect older employees when a firm reduces its workforce through layoffs.

American with Disabilities Act (ADA)

this act prohibits individuals with disabilities from being discriminated against in the workplace.

High performance work systems

work systems that maximize the fit between the company's social system and technical system.