HRIR 3021 (UMN-Peter Ronza)
Civil Rights Act of 1866 and 1871
grants all persons equal property rights, contract rights, and the right to sue in federal court if they have been deprived of civil rights
External Labor Force
individuals who are actively seeking employment
Target populations of fixing the skills shortage
low skilled, underutilized, ex-cons, long term unemployed, interns/trainees, disabled
Disparate impact
occurs when policies, practices, rules or other systems that appear to be neutral result in a disproportionate impact on a protected group.
Equal Employment Opportunity
the condition in which all individuals have an equal chance for employment, regardless of their race, color, religion, sex, age, disability, or national origin (The Federal government's efforts include constitutional amendments, legislation, and executive orders)
Job Analysis
the process of getting detailed information about jobs
labor force
the total number of workers, including both the employed and the unemployed
Disparate (Adverse) Impact
unintentional discrimination
Minimum wage
1st enacted in 1938 at 25 cents an hour Currently at $7.25 an hour States can be more benevolent if they chose so MN: 2015 = $9.65/hr
Total Quality Management
A company wide effort to continually improve the ways people, machines, and systems accomplish work
Compensation (automating HR task)
A payroll system maintains information about salaries, bonuses, and other pay and automatically computes taxes and benefits costs to be withheld. It keeps pay records up to date and shares information with banks receiving direct employees.
artificial intelligence (AI)
A technology that stimulates human thinking. Programmed to conduct queries that enable the software to learn from data, identify trends and patterns that enable it to deliver better results over time.
Generational Values (1981 to 1995) "Millennials"
Comfortable with technology, want to be noticed, respected, and involved
Role conflict (3 main ethics of HR)
Conflict between HR professional's judgement of what is right and the responsibility as an agent of the employer to do what the employer asks
Legislative branch
Consists of two houses of congress, has enacted a number of laws governing human resource activities. -Develops laws such as those governing equal employment opportunity and worker safety and health
Strategic partner (3 main duties of HR)
Contributing to the company's strategy through an understanding of its existing and needed human resources and ways HR practices can give the company a competitive advantage. For strategic ideas to be effective, HR people must understand the business, its industry, and competitors
Need for discernment (3 main ethics of HR)
Determining the "right" thing to do in very complex situations
Business partner services (3 main duties of HR)
Developing effective HR systems that help the organization meet its goals for attracting, keeping, and developing people with the skills it needs. For the systems to be effective, HR people must understand the business so they can understand what is needed.
Griggs v. Duke Power (1971)
Duke power company in North Carolina required a HS diploma or intelligence test to transfer between different departments. African American employees, aka the plaintiffs, argued that this did not relate to the necessary skill level for the job. The workers argued that because of the inferior segregated education system in NC, a disproportionate number of African Americas were deemed ineligible for promotion, transfer, or employment Reasons they won: -Employers had "black" labor classifications that were paid less than "white" -Employer required a HS diploma or test when race based jobs were prohibited -Minimum qualifications and exams had nothing to do with the job -Supreme court affirmed that jobs must be defined by an objective measure of job analysis
Extra note...
Employee empowerment, teamwork, and a focus on strategy are all key to HR within an organization
Employee Relationships
Employee/Employer, Independent Contractor, Temporary
Judicial Branch
Federal court system, influences employment law by interpreting the law and holding trials concerning violations of the law. The supreme court is the head of the Judicial Branch. -Hears cases related to employment law and interprets the law
Recruiting and Selection
Firstjob has a chatbot that fields questions from job candidates; early results show it handling ¾ of their questions
Genetic Information Nondiscrimination Act of 2008
Forbids employers from using genetic information in making decisions related to the terms, conditions or privileges of employment
Administrative services and transactions (3 main duties of HR)
Handling administrative tasks efficiently and with a commitment to quality. This requires expertise in particular tasks
Needs of millennials
Higher pay (74%), Flexible work schedules (51%), Promotion within a year (56%), more vacation or personal time (50%)
Support for strategy
Human resource planning and forecasting, talent management, and change management. Have taken on more active role in supporting the organization's strategy
Employee relations
IBM has a chatbot that answers employees' HR-related questions, submitted by text, data entry, or voice
Executive Branch
Including the many regulatory agencies that the president oversees, is responsible for enforcing the law passed by Congress. -Establishes agencies such as the equal employment opportunity commission and occupational safety and health administration to enforce the laws by publishing regulations, filing lawsuits, and performing other activities. The president may also issue executive orders, such as requirements for federal contractors.
Recruitment and selection
Interviewing, job postings, testing, recruiting
Job Evaluation - Banding
Job levels are defined. Job descriptions for benchmark jobs are compared to job levels and assigned to the one deemed most appropriate. Considered an "in between" method compared to ranking and point factor. Pros: Fast Cons: Doesn't consider relative importance of job attributes, job attributes may fall into multiple job levels
What information to collect?
Key duties and responsibilities Position in organization Education/experience Knowledge, skills, abilities (KSAs) Supervision Working conditions Scope of authority
Job evaluation - ranking
Look at the job description for benchmark jobs and rank them from high to low relative value. Limited focus and limited amount of jobs. Pros: Simple, fast, inexpensive Con: Compensable factors aren't clear, no documentation, results are hard to explain, evaluators must be familiar with all jobs
Fair Labor Standards Act of 1938
Major provisions: minimum wage, child labor, hours of work, equal pay act (1963)
External focus of job evaluation
Market pricing system
Job Evaluation - Point Factor
Mathematically based using 3 factors 1. Identify compensable factors 2. Factors are numerically scaled 3. Factors are weighted Developed in 1949 and ditched by most in the 1980s Pros: Best method for measuring initial worth. Mathematical basis encourages acceptance. Cons: Very expensive, does not accommodate market valuation
Performance management
Measures performance, preparation and administration of performance appraisals, feedback and coaching, discipline
Offshoring
Moving operations from the country where a company is headquartered to a country where pay rates are lower but the necessary skills are available. -It became too easy for companies to use offshoring -Emphasis on reshoring nowadays -Hiring in 3rd world countries such as Mexico, Brazil, and India allows companies to find individuals who are eager to work for much lower wages
Bona Fide Occupational Qualification (BFOQ)
Necessary employment qualifications that employers are allowed to consider when making decisions about hiring employees Qualification must relate to an essential job duty and is considered necessary for the operation of the particular business Employer must prove this requirement is necessary to the job Employers must demonstrate a necessity for a certain type of worker because all others do not have certain characteristics necessary for employment success FOR GENDER NOT RACE RACE CAN NEVER BE A BFOQ
Three main ethics of HR
Need for discernment, role conflict, and conflict of interest Common challenge with them all is recognizing them
Why care about the alignment of jobs?
Organization Perspective: cost Don't want to pay any more or less than you should for a jon Paying a job it's value to the company Recognize hierarchy Employee Perspectives: fairness How a job ranks internally is a determinant of pay potential. Compensation is the employee's only source of income and is important Research shows that a perception of internal fairness is more important to most workers than external fairness
Compliance with laws
Policies to ensure lawful behavior, reporting, posting info, safety inspections, accessibility accommodations
Personnel policies
Policy creation, policy communication
Collecting Job Information
Position = The work of an individual employee Job = The work of reasonably comparable positions Job Family = A collection of similar jobs performing the same function
Americans with Disabilities Act (ADA) of 1990
Prohibits discrimination against disbaled individuals Disability: Physical or mental impairment that substantially limits one or more major life actions Needs to have a record of this disability. YOUR JOB TO INFORM THE EMPLOYER If the job can be accomodated they must. THE ACCOMMODATIONS MUST BE REASONABLE
Title VII of the Civil Rights Act of 1964
Prohibits employment descrimination on the basis of race, color, religion, sex, or national origin
Civil Rights Act of 1991
Provides for compensatory and punitive damages in cases of discirmination
Internal focus of job evaluation
Ranking systems Banding systems Point factor systems
Employee data and information systems
Record keeping, HR info systems, workforce analytics
Technology
Reduces demand for some jobs -Replaces labor -Makes service obsolete Increases demand for some jobs -Need to service technology -New product/service development TECHNOLOGY IS TAKING OVER
Vision descriptions
Replacing job descriptions with vision descriptions Incorporates company strategy and goals Infuse meaning, create targets, clarify focus, fuel motivation -Transforms employment into a forward facing, passion-driven activity -Organizations and individuals reach higher and go further -Focusing on vision rather than duties and tasks
Vietnam Era Veterans' Readjustment Act of 1974
Requires affirmative action in the employment of veterans who served during the Vietnam War
Equal Pay Act of 1963
Requires equal pay for men and women who are doing work that is equal in terms of skill, effort, responsibility, and working conditions
Uniformed Services Employment and Reemployment Rights Act of 1994
Requires that employers reemploy service members who left jobs to fulfill military duties
Vocational Rehabilitation Act of 1973
Requires that the federal contractors engage in affirmative action in the employment of persons with disabilities
Equal Employment Opportunity Commision (EEOC)
Responsible for enforcing most of the EEO laws, including Title VII, Equal Pay Act, and the Americans with Disabilities Act -They investigate and resolve complaints about discrimination, gather information, and issue guidelines -When an individual feels they have been discriminated against they can file a complaint with the EEOC (Must be filed within 180 days of the incident Then the EEOC has 60 days to investigate)
HR must view employees as having basic rights...
Right of free consent Right of privacy Right of freedom of conscience Right of freedom of speech Right to due process
Job titles
Should describe a job's purpose, level, and role Conforms with organizational, industry and/or professional norms Communicates to external and internal audiences in a consistent manner
Workforce planning (automating HR task)
Software can analyze hourly pay to identify and predict situations in which companies are paying for overtime, pointing to opportunities for better workforce management to reduce this expense.
Needs of CEOs
Strong HR knowledge, good non HR business knowledge, understands operational activity as well as the line managers, understand the organization as a whole and its strategy, business environment, be focused, and look for strategic sustainability for the future.
job analyisis
Systematic processes of collecting relevant, work-related information related to the nature of a specific job
Generational Values (1965-1980) "Gen X"
Tend to be pragmatic and cynical, they have well developed self management skills.
Office of Federal Contract Compliance Programs (OFCCP)
The agency responsible for enforcing the executive orders that cover companies doing business with the federal government. Companies that have contracts for more than $50,000 may not discriminate in employment based on race, color, religion, national origin, or sex, and they must have a written affirmative action plan on file. This file must have three basic components.
Living wage
The hourly rate that an individual must earn to support their family, if they are the sole provider and are working full time. (2080 hours per year or 40 hours a week) The minimum wage is the same for everyone regardless of their number of dependents
Human Resource Management
The policies, practices, and systems that influence employees' behavior, attitudes, and performance. Involved "people practices'
Gender diversity in technology
The technology industry has a well documented gender issue. It is male dominated and lacks structure and policies. -Women need to provide more evidence than men to appear equally competent -Women will get promoted without the associated title and pay (just more responsibility and work) -Women face pushback for being "nice" -Mothers are 79% less likely to be hired
People analytics
The use of computers to analyze large amounts of data and offer information to guide decisions
Why there should not be any job titles
They draw boundaries Limit productivity Individual vs. group achievement
Training (automating HR task)
Training modules are available online for employees to download as they identify relevant skills they want to learn. A straining system may also include information about career paths and the necessary skills for each
Pregnancy Discrimination Act of 1978
Treats dsicirmination based on pregnancny-related conditions as illegal sex discrimination
Internal Labor Force
an organization's workers (its employees and the people who have contracts to work at the organization)
sexual harassment
any unwanted remark, behavior, or touch that has sexual content
Equity vs. Equality
equity means each person gets what they contributed, equality means each person gets the same no matter what they contributed
Fair Credit Reporting Act of 1970
-As an employer I am allowed to use your credit history to determine employment (if related to the job- finance, accounting, etc.) -Potential employees have the right to see this report and contest it -Must obtain written authorization from applicant -Must notify them of background check before doing it through written consent
Challenges of the internal labor market
-Communication -Skill preparation -Favoritism -Entitlement
Flexible work schedules
-Companies need to be staffed 24/7 -The notion of a 40 hour work week is becoming obsolete -More demanding work results in high employee stress levels, less satisfied employees, and lower productivity -Employees are using flexible work schedules to recruit and retain employees as well as increase employee satisfaction and productivity PEOPLE WANT FLEXIBILITY
Advantages of a diverse workforce
-Expanded talent pools -Better understanding of a diverse customer base -Enhance creativity of teams -Reduce turnover
Skills shortage
-Gap between needed and available skills has decreased companies ability to compete -May lack the capacity to upgrade technology, recognize work, and empower employees Most serious skill deficiencies -Technology and computer -Problem solving -Basic technical training -Math
Acceptable BFOQs
-Mandatory retirement ages for public and mass transit drivers or pilots -Religious affiliation for churches and church-operated companies -Hiring of actors or models of a specific national origin, sex, or ethnicity for the sole purpose of the role
Several Core Values of TQM
-Methods and processes are designed to meet the needs of internal and external customers -Every employee in the organization receives training in quality -Quality is designed into a product so that errors are prevented from happening, rather than being deleted and corrected in an error prone zone -If you don't start with errors you'll have nothing to fix later down the road -Organization promotes cooperation with vendors, suppliers, and customers to improve quality and hold down costs -Managers measure progress with feedback based on data
How to fix the skills shortage
-Need to attract new skilled candidates -STEM at an early age -Avoid focusing on job specific skills and experiences -Consider one's potential -Build an integrated training system -Support a culture of continuous learning
Objectives of a diverse workforce
-Should not penalize the other group -Should be eliminated once goals are achieved -Clear purpose and goals
Job Evaluation - Market Based
-The most popular system in use in the USA -Total external focus -Enables employers to create effective competitive pay plans and allocate compensation costs wisely -Must have reliable 3rd party compensation surveys -You will never be able to match all jobs Pros: More "precise" approach compared to grouping. Internal equity or "pay compression" issues are less likely if you are managing to precise market prices updated annually Cons: Maintenance of numerous reference points year over year is time consuming and costly. Puts excessive emphasis on each survey data to represent the market but ignoring the survey data may be more or less robust from market to market.
Reasons to ditch job descriptions
-You don't need job descriptions to source top candidates. They are not objective and don't predict on the job performance. -Top people don't need all of the information on a job description to consider exploring an opportunity with a company -Job descriptions give managers the right to stop thinking -Job descriptions cause fully qualified candidates to exclude themselves from consideration
Three main duties of HR
1. Administrative services and transactions 2. Business partner services 3. Strategic partner
Steps to designing a point factor system
1. Conduct job analysis 2. Determine compensable factors 3. Scale the factors 4. Weight the factors according to importance 5. Train users/prepare manual 6. Apply to all jobs
Ethical companies act according to four principles...
1.) Emphasize mutual benefits in their relations with customers, vendors, and clients 2.) Employees assume responsibility for the actions of the company 3.) Such companies have a sense of purpose or vision that employees value and use in their day to day work 4.) Emphasize fairness
If an HR practice is considered to be ethical it must satisfy these three standards
1.) HRM practices must result in the greatest good for the largest number of people 2.) Employment practices must respect basic human rights of privacy, due process, consent, and free speech 3.) Managers must treat employees and customers equitably and fairly
Validity issues
Accuracy -For the information to be accurate, it must be meaningful -While the employee is a possible source of information, they lack context -Trained HR staff are your best resource Rater Bias -People respond based on their perceptions of reality, not reality per se Political Pressure -People respond to the pressure for results to conform to desired outcomes Political Perception -Influential groups that dominate decision making -Need to tell others what they want to hear, rather than the truth Non-Discriminatory
Age Discrimination in Employment Act (ADEA)
Age 40+ -Enforced by EEOC1896 - Prohibits mandatory employment at age 70 -Allows for seniority systems -BFOQ can be sued if related to safety and business Allows trial by jury and possible criminal persecution
Training and Development
All attempts to improve productivity by increasing an employee's ability to perform. Training focuses on short-term skills, whereas development focuses on long-term abilities. Orientation, skills training, career development programs
Hours of work
All jobs are eligible for overtime (exemption test by employees can make them ineligible) 40 hours in one week Exemption tests are based on job duties not the people and they must have documentation
Lilly Ledbetter Fair Pay Act of 2009
Allows employees to claim discriminatory compensation within a set time after receiving a discriminatory paycheck
Adverse Action
An employer has negatively impacted an applicant's job prospect due to information gained from the report. -This can also include demoting someone by offering a current employee a lesser position.
Performance management
At a consumer products company, the HR and sales departments teamed up to create a model that predicts and corrects problems in sales performance, including poor hiring decisions
Employee Relations
Attitude surveys, labor relations, employee handbooks, company publications
Implications of an aging workforce
Baby boomers are retiring -Difficulty recruiting new staff with technological knowledge -No plan for mentorship -Weird workplace environment when diverse age differences mix
Rationale for regulations
Balance of power, protection of employers, protection of employees
Reshoring
Brining operations back to North America -In 2018 the number of companies reshoring was greater than offshoring -Companies to prepare their employees to go overseas by teaching them about the other countries' norms and culture
FLSA - Equal Pay Act (1963)
US law requires that equal pay must be given for equal work Women now hold 50% of jobs compared to 32% in 1964 23% of married women out earn their husbands
The three basic components of a written affirmative action plan
Utilization Analysis - A comparison of the race, sex, and ethnic composition of the employer's workfroce with that of the available labor supply. The percentages in the employer's workforce should not be greatly lower than the percentages in the labor supply Goals and Timetables - The percentages of women and minorities the organization seeks to employ in each job group, and the dates by which the percentages are to be attained. They are meant to be more flexible then quotas, requiring only that the employer have goals and be seeking to achieve the goals. Action Steps - A plan for how the organization will meet its goals. Besides working towards its goals for hiring women and minorities, the company must take affirmative steps toward hiring Vietnam veterans and individuals with disabilities
Generational Values (1996-Present) "Gen Z"
Value individual expression and ongoing dialogue to solve conflicts and improve the world
Generational Values (1946-1964) "Baby Boomers"
Value unexpected rewards, opportunities for learning, and time with management
Generational Values (1925-1945) "Silent Generation"
Values of income and employment security. Tries to avoid challenging authority.
Compensation and benefits
Wage/salary administration, incentive pau, insurance, vacation, paid time off, retirement plans, stock plans
internal labor market
What do you have? What will you need? What can you develop? How much will it cost? How long will it take? Where does that leave you?
Conflict of personal interest (3 main ethics of HR)
When ah HR's professionals personal differs from the responsibility as an agent of the employer
Job Analysis Decision Process
Why collect the info? What info is needed? How to collect the needed data? Who should be involved? How useful is the collected data?
Analysis and design of work
Work analysis; job design; job descriptions
