HR final

1110 forced choice method

when the appraiser is asked to choose between two pairing statements which may appear equally positive and negative however the statements dictate performance of the employee

1110 critical incident

when the manager writes down the positive and negative behavioral performance of the employees. this is done throughout the performance period and the final report is submitted as the assessment of the employees

1105 interpersonal conflict

when two or more employees have incompatible needs or approaches including work styles and communication preferences

reasons for payqgap

women are more likely to leave and re enter the workforce women are more likely to work part time female dominated professions have historically paid lower salaries belief that women are less valuable employees

1107 permanent part time

work part time hours (20-29 hrs/week( with maine benefit of also being entitled to company benefits on a prorated basis related to the hours they work

nontraditional work arrangement 1107

work schedule that differs from a traditional eight hour work day and a traditional five day work week. employee retention is the most cited reason for implementing this. . benefits small to mid sized business that are expanding to avoid costly relocation though some arrangements can harm productivity because they're not appropriate for all types of employees .

1103 necessary policies on

workplace violence prevention weapons in the workplace non discrimination and harassment drug and alcohol use safety procedures

1110 performance management

works most successfully when it is integrated into daily work. the best performance managers solicit, give and receive feedback constantly

1105 values conflict

involves incompatibility of beliefs, principles and practices such as religion ethics or politics

1105 organizational conflict

involves inequalities in the organizational chart and how employees report to the organization

1101 title VII

it's unlawful to retaliate against individuals opposing employment practices that discriminate based on sex or for filing a discrimination charge, testifying, or participating in anyway in an investigation, proceeding or litigation

1105 power conflict

when employees wish to maintain or maximize the amount of influence that they have in a work relationship or social setting including the decision making process

1104 actions employers can take

1. install bright lights 2. provide areas for nap breaks 3. prohibit forced overtime 4. use regulations to limit work hours 5. allow alternative work schedules to allow for employees adequate time to sleep 6. institute policies to promote health and general awareness like offering healthy foods and provide access to a exercise facility

1104 how to create an environment for healthy sleep

1. make sure everyone leaves work at work 2. allow time for exercise during the work day 3. don't send emails after normal hours 4. provide tryptophan rich snacks such as milk or bananas which is an amino acid that creates serotonin which produces healthy sleep and stable mood

1105 seek outside help from a mediator, arbitrator or attorney when

1. potential legal issues are involved including harassment or discrimination 2. HR department doesn't have the resources to provide conflict resolution assistance 3. there are patterns of recurring issues 4. flare ups are becoming abusive and there is bullying involved

1103 prevention measures to take before workplace violence occurs

1. adopt and promote a prevention and reparation policy against harassment 2. establish clear codes of conduct 3. organize awareness and training sessions 4. don't allow conflicts to escalate into harassment or acts of violence 5. set up effective lines of communication 6. pay special attention to the quality of relationships among members of a work team 7. encourage the acceptance of individual differences

1105 HR get involved in conflict when

1. employees are threatening to leave the company because it is expensive to recruit and train new employees 2. respect among employees is getting lost because conflicts are getting personal 3. conflicts are influencing morale and organizational success

1101 HR department requirements for sexual harassment

1. ensure both the individual filing the complaint and the accused are aware of the seriousness of a sexual harassment complaint 2. explain a company's sexual harassment policy and investigation procedures 3. notifying the police if criminal activities are alleged

1108 factors influencing need for career path

1. inability to find recruit and place the right people for the right jobs 2. employee disengagement 3. employee demands for greater workplace flexibility 4. lack of diversity at the top 5. multigenerational workforce 6. limited opportunity for advancement 7. organizational culture change

1108 3 components of career mapping

1. self assessment 2. individualized career map 3. exploring other opportunities as they arise

1105 10 steps to resolving conflict (don't need to know order)

1. set ground rules that ask employees to treat each other with respect and make an effort to see the others point of view 2. ask each participant to describe the conflict using I statements instead of you statements. use behaviors and problems rather than people 3. ask participants to restate what the other said 4. summarize conflict based on what you have heard and obtain agreement from the participants 5. brainstorm solutions, discussing all possibilities in a positive manner 6. rule out any options that the participants agree are unmanageable 7. summarize all possible options for a solution 8. assign further analyses of each option to the participants 9. make sure that all parties agree on the solution and the next steps 10. close the meeting respectfully by asking participants to shake hands, apologize and thank each other for resolving the conflict

ways HR can impact company strategy

1. structured governance and business plan development 2. developing advanced workforce planning capabilities 3. implementing the right HR philosophies 4. reducing administrative work for HR business partners 5. implementing an effective HR organization design

1107 millenials

1/2 millenials work more hours than generation X and baby boomer coworkers twice as likely to have a spouse or partner who works full time when compared to baby boomers

1103 homicide

4th leading cause of fatal occupational injuries in the united states

credible activist

HR profesional is both credible respected admired listened to and active offers point of view takes a position challenges assumptions

1110 graphic rating scale method

a simple printed form that lists the traits of the employees required for completing the task efficiently. they are then rated based on the degree to which an employee represents a particular trait that affects the quantity and quality of work

1107 compressed workweek

allows employees to work a traditional number of workweek hours in less than five workdays

1108 dual career ladder

allows for upward mobility without having to be placed in a supervisory role

1103 workplace violence

any act or threat of physical violence, harassment, intimidation or other threatening disruptive behavior that occurs at the work site

1108 career path

any form of career progression

1108 career progression

any form of forward/upward movement in your career

1101 sexual harassment

any unwelcome sexual advances, requests for sexual favors and verbal or physical conduct of a sexual nature that affects an individuals employment, work performance or creates intimidating hostile or offensive work environment

1107 telecommuting

arrangement where employees work from home or some other non company location on a regular and predetermined basis

11-8 people who want help career planning should

ask for help continually seek opportunities communicate openly about aspirations seek high profile assignments

1106 older bridging gap with younger

be approachable, helpful and adaptive and staying up to date with technology for common ground

1110 appraisal process

begins with the establishment of performance standard in accordance with organizations strategic goals

1106 generation X

best presence in revenue building, problem solving and adaptability have greatest tension with millennial because they start feeling under pressure as millennial start get promotions at work

1106 millennial's (generation Y)

best presence in social media and tech waviness don't usually work well under rigid management structure, they prefer open collaborations that allow employees to share information and for everybody to contribute to decision making they also prefer a more balanced life that includes reasonable working hours with occasional bouts of overtime and weekends off surpassed gen X as largest group in the work place

1101 victim

can be the person harassed or anyone affective by offensive conduct

1103 warning signs in employees

changes in behavior personal insults excessive complaining or whining unreasonable demands and threats

1105 economic conflict

competition to attain resources such as HR or financial resources

1110 checklist method

compromises a set of objectives and statements about the employees behaviors. if the appraiser believes that the employee possesses the trait mentioned in the list he puts a tick in front of it. if he thinks the employee doesn't have a particular train he will leave it blank

1106 how to bridge workplace generation gap

create diverse teams keep employees connected and engaged create mentoring opportunities look beyond experience and skill sets productively deal with conflict

1103 crisis management team

create on with members from HR, risk management, security and nay other area of expertise that will enhance effectiveness of the team if a violence erupts in the workplace

1104 10 dangers of sleep deprivation

decreased communication performance deterioates increased risk of becoming distracted driving impairments increased number of errors poor cognitive assimilation and memory poor mood appropriate behavior inability to make necessary adjustments effects compound across nights

pre employment inquires and disability

employers generally can't ask disability related questions or require medical examinations until after the applicant has been given a continual job offer employers are permitted pre offer to ask limited questions about reasonable accommodation if they reasonably believe that the applicant may need accommodation because of an obvious or voluntarily disclosed disability also pre offer employers may ask if the applicant will need an accommodation to preform a specific duty if the answer is yes the employer may then ask what the accommodation would be the employer may not ask any questions about the nature or severity of the disability pre offer after making a conditional job offer an employer may ask any disability related questions or require medical examination as long as all individuals selected for the same job are asked the same questions made to take the same examination

1109 employee polygraph protection act

employers generally may not require or request any employee or job applicant to take a lie detector test, or discharge, discipline, or discriminate against an employee or job applicant for refusing to take a test or for exercising other rights under the act. federal state and local governments are excluded from the act so employees can be required to take a lie detector test as well as employees who are reasonably suspected of involvement in a workplace incident that results in economic loss and are in subject of investigation who had access to the property but an employee or prospective employee who suffers from a medical condition can refuse to take the test.

1107 flextime

gives employees options to structure their workday and work week

lily ledbetter fair pay restoration act of 2009

gives victims of pay based discrimination the right to file a complaint within 180 days of their most recent paycheck as opposed to 180 days of their first unfair paycheck

1108 career lattice

horizontal career path

business ally

hr profesionals contribute to the success of a business by knowing the social context or setting in which their business operates they have a good understanding of the parts of the business, what those parts must accomplish and how those parts work together so that they can help the business organize to make money

operational executor

hr professional executes the operational aspects of managing people and organization. hr professionals ensure these basic needs are efficiently dealt with through technology shares services or outsourcing

ricci v destafano

if job related, doesn't matter who it discriminates against. fear of a law suit doesn't justify discarding test results

1108 benefits of career planning

improve morale high retention rate high career satisfaction people care more about what they do

1108 reasons employers need career planning

inability to find the right people employee disengagement limited opportunity for advancement organizational culture change

1110 360 degree evaluation method

input from managers in other departments that the employee works with on a regular basis. employees are evaluated on their effectiveness within their own department based on their job descriptions, and how effectively they work with the rest of the company

disparate treatment

intentional discrimination unequal treatment ex; refusing to hire an individual because of race attractive young women for hostess position at a restaurant

1105 environmental conflict

involves external pressures outside of the organization such as recession the government or changing employment rates

1106 communication across generations

majority of employees find this to be the most challenging issue in the work place

1110 evaluations

not about evaluating the employee, but their results. creates a two way conversation about job performance. they measure the difference between goals set and results achieved

1104 higher positions vs lower

people in higher positions receive less sleep than those in lower

1106 all three

prefer face to face communication for important issues followed by telephone, email and text

americans with disabilities act of 1990

prohibits discrimination in employment against person with physical or mental disabilities or are chronically ill. requires employers to make reasonable accommodations for employment needs of the disabled if they can preform the essential functions of the job

equal pay act of 1963

requires employers to provide equal pay regardless of gender men 100% women 76-79%

11107 Americans with disabilities act

requires many employers to provide certain non traditional work arrangements and accommodations

1110 review conversation

should be the supervisor or manager who has the most contact with the employee

1104 education about sleep hygiene

should include basic information about sleep process and functions, the impact of sleep deprivation and effective sleep practices

1103 employer policies

should include security measures to prevent workplace violence including premises security and data security. conduct a periodic review and update of all company policies to ensure they address the issues related to security, safety, anti harassment, and workplace violence prevention. give a way for employees to report violence, and how to report a potential act of violence. implement zero tolerance policy

1104 sleep deprivation impacts

speech memory decision making

1106 baby boomers

strength; best presence in executive positions see 60 hour work week as a prerequisite to achieving success

1108 career ladder

structured progression of jobs from highest to lowest in a company

talent manager

talent management focuses on competency requirements and how individuals enter and move up across or out of the organization

1101 discipline for serious or repeat violations

termination of employment. persons who violate this policy may also be subject to civil damages or criminal policies

griggs v duke power

tests must be directly related to job performance

culture and change steward

the HR profesional recognizes, articulates and helps shape a company's culture. involves implementing strategy, projects or initiatives that help turn what is known into what is done

strategy architect

the HR professional has a vision for how the future organization can win in the market place, now and in the future. he or she plays an active part in the establishment of the overall strategy to deliver the vision

1108 career planning

the continuing process of thinking about your interests, values, skills, preferences, exploring the life, work and learning options available to you

1110 performance appraisal

the evaluation instrument that provides feedback to employees on how well they have progressed toward achieving the goals of their position

1109 petty theft

theft of office supplies, janitorial supplies etc occurs all the time but tends to get overlooked because it's considered a less serious offense or because no one notices

1101 sexual harassment policy

to be an effective tool it should be regularly and clearly communicated to employees. employers should establish, distribute and enforce policy prohibiting harassment and setting out a procedure for making complaints. policy must also be followed by a strong and active training program. employer should encourage employees to report harassment to management before it becomes severe or persistent.

17 hours without sleep =

two glasses of wine

1107 job sharing

two part time employees to share one full time job

disparate impact

unintentional discrimination unequal results must meet 2 criteria 1. must impact a protected class at a higher rather than other groups 2. must be criteria that is not job related blue eyed blond needed to sell tanning products at kiosk on the beach non blue eyed blonds- minorities impacted a brunette selling tanning products personal trainer wanted for body building gym must weigh at least 170 lbs women those less than 170 lbs impacted, someone who weighs less can still be a body builder custodian must have a HS diploma those without diploma impacted, you can clean without a diploma