HRM Midterm Study Guide
3 ways sexual harrassment can occur
1) Submission to such conduct is made either explicitly or implicitly a term or condition of an individual's employment. 2) Submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting the individual. 3) Such conduct has the purpose or effect of unreasonably interfering with an individual's work performance or creating an intimidating, hostile, or offensive work environment.
Job Analysis methods
1) The Interview - Interviews are simple and quick, but the main problem is that people distort their tasks to make themselves seem more valuable. 2) Questionnaires - Two times: structured and unstructured. They can be quick and efficient, but they're also expensive and time consuming to develop. 3) Observation - Direct observations are really useful, but they usually cause "reactivity", which means people change their normal behaviors because someone is watching them. 4) Participant diary/logs - Participants record their activities throughout the day along with the amount of time it takes them to complete. 5) Quantitative job analysis techniques a - Position analysis questionnaire (PAQ) - a questionnaire containing 194 items used to collect quantifiable data representing, five basic elements: 1) having decision-making/communication/social responsibilities, 2) performing skilled activities, 3) being physically active, 4) operating vehicles/equipment, and 5) processing information. b - Department of Labor Procedure (DOL) -a standardized method for rating, classifying, and comparing virtually every kind of job based on data, people, and things. 6) Electronic job analysis methods - Employers are increasingly relying on electronic and web-based job analysis methods. The instructions need to be clear and the process tested in order to use this method.
Organizational development
A special approach to organizational change in which employees themselves formulate and implement the change that's required.
Performance Appraisals- who and why
A three-step appraisal process involving (1) setting work standards, (2) assessing the employee's actual performance relative to those standards, and (3) providing feedback to the employee with the aim of helping him or her to eliminate performance deficiencies or to continue to perform above par.
action learning
A training technique by which management trainees are allowed to work full time analyzing and solving problems in other departments.
Affirmative Action
Affirmative Action - Steps that are taken for the purpose of eliminating the present effects of past discrimination.
Age Discrimination and ADEA
Age Discrimination in Employment Act of 1967 - the Age Discrimination in Employment Act of 1967 (ADEA) made it unlawful to discriminate against employees or applicants for employment who are between 40 and 65 years of age.
stress interview
An interview in which the applicant is made uncomfortable by a series of often rude questions.This technique helps identify hypersensitive applicants and those with low or high stress tolerance.
BARS
Behaviorally Anchored Rating Scale (BARS) - An appraisal method that aims at combining the benefits of narrative critical incidents and quantified ratings by anchoring a quantified scale with specific narrative examples of good and poor performance.
BFOQ
Bona Fide Occupational Qualification (BFOQ) is usually a defense to a disparate treatment case based upon direct evidence of intentional discrimination, rather than to disparate impact (unintentional) cases.
types of interviewer errors
Candidate-Order (or Contrast) Error - An error of judgment on the part of the interviewer due to interviewing one or more very good or very bad candidates just before the interview in question. First Impressions (Snap Judgments) - one of the most widespread errors is that interviewers tend to jump to conclusions about candidates during the first few minutes of the interview.
college recruiters
College Recruiting - involves sending employers' representatives to college campuses to prescreen applicants and create an applicant pool from the graduating class. This type of recruiting can be expensive. There are two main goals: 1) to determine if a candidate is worthy of further consideration, and 2) to make the employer attractive to candidates.
competitive advantage
Competitive Advantage - Any factors that allow an organization to differentiate its product or service from those of its competitors to increase market share.
Competency model
Describing the job in terms of the measurable, observable, behavioral competencies (knowledge, skills, and/or behaviors) that an employee doing that job must exhibit to do the job well.
Designing vs. developing a training program
Designing - designing means planning the overall training program including objectives, delivery methods, and program evaluation. Developing - involves actually assembling the program's training content and materials. It means choosing the specific content the program will present as well as designing/choosing the specific instructional method (lectures, cases, Web-based, and so on) you will use.
Distributed HR vs. centralized
Distributed HR and the New Human Resource Management - more and more human resources management tasks are being redistributed from a central HR department to the company's employees and line managers. Centralized HR - units whose employees are shared by all the companies departments to obtain advice on matters
Define economic trends
Economic Trends - Figure 1-2 shows the gross national product (GNP), a measure of the United States of America's total output. Figure 1-3 shows that during this period, home prices leaped as much as 20% per year. Unemployment remained docile at about 4.7%. Then around 2007-2008, all these measures fell off the cliff. GNP fell, home prices dropped by 10% or more, and unemployment nation-wide soon rose to more than 10%. 1. Labor Force Trends - the labor force in America is growing more slowly than expected. Mostly because with baby boomers aging, the "labor force participation rate" is declining—in other words, the percent of the population that wants to work is declining. 2. The Unbalanced Labor Force -although unemployment rate is dropping, it's doing so in part because fewer people are looking for jobs (remember the shrinking labor participation rate). Demands for workers is unbalanced.
Performance Management Systems
Electronic Performance Monitoring - these systems use computer network technology to allow managers to monitor their employees' computers and employee rate, accuracy, and time spent working online.
recruiting
Employee Recruiting - Finding and/or attracting applicants for the employer's open positions.
EEOC
Equal Employment Opportunity Commission (EEOC) - The commission, created by Title VII, empowered to investigate job discrimination complaints and sue on behalf of complainants.
Equal Employment Opportunity Law
Equal Opportunity Laws Enacted from 1964 - 1991 The Fifth Amendment to the U.S. Constitution (ratified in 1791) states that, "no person shall be deprived of life, liberty, or property, without due process of the law." The Thirteenth Amendment (1865) outlawed slavery, and courts have held that it bars racial discrimination. The Civil Rights Act of 1866 gives all persons the same right to make and enforce contracts and to benefit from U.S. laws. A. Title VII of the 1964 Civil Rights Act - was one of the first of these laws. Title VII bars discrimination on the part of most employers, including all public or private employers of 15 or more persons and most labor unions. Title VII also established the Equal Employment Opportunity Commission (EEOC) to administer and enforce the Civil Rights Act at work. The EEOC consists of five members appointed by the president with the advice and consent of the Senate. 1. The act says it is unlawful to fail or refuse to hire or to discharge an individual or otherwise discriminate against any individual with respect to his/her compensation, terms, conditions, or privileges of employment, because of such individual's race, color, religion, sex, or national origin. 2. The act says it is unlawful to limit, segregate, or classify employees or applicants for employment in any way that would deprive or tend to deprive any individual of employment opportunities or otherwise adversely affect his/her status as an employee, because of such individual's race, color, religion, sex, or national origin. B. Executive Orders - various presidents have signed executive orders expanding equal employment laws in federal agencies. The Office of Federal Contract Compliance Programs was established to implement orders and ensure compliance. C. Equal Pay Act of 1963 - the Equal Pay Act of 1963 (amended in 1972) made it unlawful to discriminate in pay on the basis of sex when jobs involve equal work, equivalent skills, effort and responsibility, and are performed under similar working conditions. D. Age Discrimination in Employment Act of 1967 - the Age Discrimination in Employment Act of 1967 (ADEA) made it unlawful to discriminate against employees or applicants for employment who are between 40 and 65 years of age. E. Vocational Rehabilitation Act of 1973 - the Vocational Rehabilitation Act of 1973 requires employers with federal contracts over $2500 to take affirmative action for the employment of handicapped persons. F. Pregnancy Discrimination Act of 1978 - prohibits using pregnancy, childbirth, or related medical conditions to discriminate in hiring, promotion, suspension, or discharge, or in any term or condition of employment.
Equal Pay Act
Equal Pay Act of 1963 The act requiring equal pay for equal work, regardless of sex.
literacy training
Familiarizing an employee with the product/service/task and standard terminology (usually the first step in OTJ training).
job offer
Follows that one pyramid structure thing
functional strategy for each department
Functional Strategy - these strategies identify what each department must do to help the business accomplish its strategic goals.
Genetic Information Nondiscrimmination Act
Genetic Information Nondiscrimination Act of 2008 (GINA) - the law prohibits discrimination by health insurers and employers based on people's genetic information. Specifically, it prohibits the intentional acquisition of genetic information about applicants and employees, and imposes strict confidentiality requirements.
Define globalization trends
Globalization Trends - refers to companies extending their sales, ownership, and/or manufacturing to new markets abroad.
How globalization and technology affect HR
Globalization Trends - refers to companies extending their sales, ownership, and/or manufacturing to new markets abroad. Technology Trends - it may be techology that most characterizes the trends shaping human resources management today. Five main types of digital technologies are driving this transfer of functionality from HR professionals to automation. 1) Social Media 2) Mobile Applications 3) Gaming 4) Cloud Computing 5) Data Analytics
ranking methods
Graphic Rating Scale - A scale that lists a number of traits and a range of performance for each. The employee is then rated by identifying the score that best describes his or her level of performance for each trait. Alternation Ranking Method - Ranking employees from best to worst on a particular trait, choosing highest, then lowest, until all are ranked. Paired Comparison Method - Ranking employees by making a chart of all possible pairs of the employees for each trait and indicating which is the better employee of the pair. Forced Distribution Method - Similar to grading on a curve; predetermined percentages of rates are placed in various performance categories. Critical Incident Method - Keeping a record of uncommonly good or undesirable examples of an employee's work-related behavior and reviewing it with the employee at predetermined times. Behaviorally Anchored Rating Scale (BARS) - An appraisal method that aims at combining the benefits of narrative critical incidents and quantified ratings by anchoring a quantified scale with specific narrative examples of good and poor performance.
rating scales
Graphic Rating Scale Method - it is the simplest and most popular performance appraisal technique. A scale is used to list a number of traits and a range of performance for each, then the employee is rated by identifying the score that best describes his/her performance level for each trait. Managers must decide which job performance aspects to measure. Some options include generic dimensions, actual job duties, or behaviorally recognizable competencies. Figure 9-2 illustrates. Alternation Ranking Method - employees are ranked from best to worst on a particular trait, choosing highest, then lowest, until all are ranked. Paired Comparison Method - it involves ranking employees by making a chart of all possible pairs of employees for each trait and indicating which one is the better employee of the pair. Forced Distribution Method - predetermined percentages of rates are placed in various performance categories, which is similar to grading on a curve. Critical Incident Method - a supervisor keeps a record of positive and negative examples of a subordinate's work-related behavior, and reviews the record with the employee at predetermined times. Narrative Forms - the method involves rating the employee's performance for each performance factor, writing down examples and an improvement plan, aiding the employee in understanding where his/her performance was good or bad, and summarizing with a focus on problem solving. Behaviorally Anchored Rating Scales (BARS) - a method that combines the benefits of narratives, critical incidents, and quantified scales by anchoring a scale with specific behavioral examples of good or poor performance. The five steps in developing a BARS are: 1) generate critical incidents; 2) develop performance dimensions; 3) reallocate incidents; 4) scale the incidents; and 5) develop a final instrument. The advantages of BARS include a more accurate gauge, clearer standards, feedback, independent dimensions, and consistency. Mixed Standard Scales - these are similar to BARS. The employer "mixes" together sequentially the good and poor behavioral example statements when listing them. The aim is to reduce rating errors by making it less obvious to the appraiser 1) what performance dimensions he or she is rating; and 2) whether the behavioral example statements represent high, medium, or low performance. Management by Objectives (MBO) - the manager sets specific measurable goals with each employee and then periodically discusses the employee's progress toward these goals. The process consists of six steps: 1) set the organization's goals; 2) set departmental goals; 3) discuss departmental goals; 4) define expected results (set individual goals); 5) conduct performance reviews; and 6) provide feedback. Conversation Days - manager-employee conversation that focus on areas of improvement, growth, and setting stretch goals.
Griggs vs Duke Power Co.
Griggs v. Duke Power Company was a case heard by the Supreme Court in which the plaintiff argued that his employer's requirement that coal handlers be high school graduates was unfairly discriminatory. In finding for the plaintiff, the Court ruled that discrimination need not be overt to be illegal, that employment practices must be related to job performance, and that the burden of proof is on the employer to show that hiring standards are job related if they have an unequal impact on members of a protected class.
O*NET
HR Tools for Line Managers and Small Businesses - the U.S. Department of Labor's online occupational information network that is free to use is O*NET (http://online.onecenter.org )
HR Scorecard and digital dashboard
HR scorecard: A process for assigning financial and nonfinancial goals or metrics to the human resource management related chain of activities required for achieving the company's strategic aims and for monitoring results. Digital dashboard: Presents the manager with desktop graphs and charts, and a computerized picture of where the company stands on all those metrics from the HR Scorecard process.
HR function metrics
Human Resource Metric - The quantitative gauge of human resource management activities, such as employee turnover, hours of training per employees, or qualified applicants per position.
impression management
I don't think we ever covered this topic, but the book says... One study found that some used ingratiation to persuade interviewers to like them. For instance, the candidates praised the interviewers or appeared to agree with their opinions, thus signaling they shared similar beliefs. Sensing that a perceived similarity in attitudes may influence how the interviewer rates them, some interviewees try to emphasize (or fabricate) such similarities.
reverse discrimination in Bakke case
In one of the first such cases, Bakke v. Regents of the University of California (1978), the University of California at Davis Medical School denied admission to white student Allen Bakke, allegedly because of the school's affirmative action quota system, which required that a specific number of openings go to minority applicants. In a 5-to-4 vote, the U.S. Supreme Court struck down the policy that made race the only factor in considering applications for a certain number of class openings and thus allowed Bakke's admission.
inteligence tests vs. personality tests
Inteligence tests are things like making sure someone is smart, personality test is usually Meyers-Briggs
interest inventories
Interest Inventory - A personal development and selection device that compares the person's current interests with those of others now in various occupations so as to determine the preferred occupation for the individual.
Interviews vs. questionnaires in job analysis
Interviews are done between an employee and manager, while a questionnaire is filled out separately
Job enlargement vs. job enrichment
Job Enlargement - Assigning workers additional same-level activities. Job Enrichment - Redesigning jobs in a way that increases the opportunities for the worker to experience feelings of responsibility, achievement, growth, and recognition.
Job Requirements (qualifications)
Job Specifications - A list of a job's "human requirements," that is, the requisite education, skills, personality, and so on - another product of a job analysis.
Outsourcing HR Functions
Just answer anything that says this is a bad trend.
Lewin's 3 stage change process
Lewin's Change Process - the most difficult part of implementing organizational change is overcoming employees' resistance to it. Psychologist Kurt Lewin formulated a classic explanation of how to implement change in the face of resistance. His change process consists of three steps: 1) unfreezing; 2) moving; and 3) refreezing.
HR staff roles vs. line roles
Line and Staff Aspects of Human Resource Management - in organizations, line authority traditionally gives managers the right to issue orders to other managers or employees. Line authority creates a superior (order giver) - subordinate (order receiver) relationship. Staff authority gives a manager the right to advise other managers or employees. It creates an advisory relationship.
MBO
Management by Objectives (MBO) - the manager sets specific measurable goals with each employee and then periodically discusses the employee's progress toward these goals. The process consists of six steps: 1) set the organization's goals; 2) set departmental goals; 3) discuss departmental goals; 4) define expected results (set individual goals); 5) conduct performance reviews; and 6) provide feedback.
arbitration
Mandatory Arbitration of Discrimination Claims - many employers, to avoid EEO litigation, require applicants and employees to agree to arbitrate such claims. The EEO does not favor mandatory arbitration. However, the U.S. Supreme Court's decisions make it clear that employment discrimination plaintiffs may be compelled to arbitrate their claims under some circumstances.
Markov analysis
Markov Analysis involves creating a matrix that shows probabilities that employees in the chain of feeder positions for a key job will move from position to position and therefore be available to fill the key position.
Offshoring
Offshoring/Outsourcing Jobs - rather than bringing people in to do the company's job, outsourcing and offshoring sends the job out. There are several specific issues that the HR manager should keep in mind when considering this option.
panel vs. mass vs. typical(1:1) interview
Panel Interview - An interview in which a group of interviewers questions the applicant. Mass Interview - A panel interviews several candidates simultaneously.
Performance rewards/incentives
People need these to stay motivated
PAQ
Position Analysis Questionnaire (PAQ) - A questionnaire used to collect quantifiable data concerning the duties and responsibilities of various jobs.
Issues related to acceptance of diversity
Potential Threats to Diversity - workforce diversity produces both benefits and problems for employers. Unmanaged, it can produce big behavioral behaviors that reduce cooperation. Potential problems include: stereotyping, discrimination, tokenism, and ethnocentrism.
Pregnancy Discrimination Act
Pregnancy Discrimination Act - An amendment to Title VII of the Civil Rights Act that prohibits sex discrimination based on "pregnancy, childbirth, or related medical conditions."
reasonable accomodation vs. undue hardship
Reasonable Accommodation - if the individual cannot perform the job as currently structured, the employer is required to make a "reasonable accommodation," unless doing so would present an "undue hardship."
test reliability vs. validity
Reliability - refers to the consistency of scores obtained by the same person when retested with identical or equivalent tests. Validity - tells you whether the test is measuring what you think it's suppose to be measuring.
HR functions
SHRM also says HR Managers are to have command of the basic functional areas of HR such as the following: 1. Functional Area #1: Talent Acquisition & Retention 2. Functional Area #2: Employee Engagement 3. Functional Area #3: Learning & Development 4. Functional Area #4: Total Rewards 5. Functional Area #5: Structure of the HR Function 6. Functional Area #6: Organizational Effectiveness & Development 7. Functional Area #7: Workforce Management 8. Functional Area #8: Employee Relations 9. Functional Area #9: Technology & Data 10. Functional Area #10: HR in the Global Context 11. Functional Area #11: Diversity & Inclusion 12. Functional Area #12: Risk Management 13. Functional Area #13: Corporate Social Responsibility 14. Functional Area #14: U.S. Employment Laws & Regulations 15. Functional Area #15: Business & HR Strategy
situational vs. behavioral interviews
Situational Interview - A series of job-related questions that focus on how the candidate would behave in a given situation. Behavioral Interview - A series of job-related questions that focus on how the candidate reacted to actual situations in the past.
Performance standards for a job
Standards of Performance and Working Conditions - states the standards the employee is expected to achieve under each of the job description's main duties and responsibilities.
Strategic HR Management
Strategic Human Resource Management - Formulating and executing human resource policies and practices that produce the employee competencies and behaviors the company needs to achieve its strategic aims.
Strategic planning vs. management planning
Strategic Plan - The company's plan for how it will match its internal strengths and weaknesses with external opportunities and threats in order to maintain a competitive advantage. The Management Planning Process - the basic management planning process consists of five steps: setting objectives, making basic planning forecasts, reviewing alternative courses of action, evaluating which options are best, and then choosing and implementing your plan.
Needs Analysis for training
Strategic Training Needs Analysis - this focuses on identifying the training the employer will need to fill new future jobs, and is tied to succession planning. Current Training Needs Analysis - most training is focused on improving current performance. Analyzing current employee needs is more complex than new employee needs. Two main ways to identify training needs are task analysis (an analysis of the job's requirements) and performance analysis (an analysis to verify if there is a performance deficiency).
HR-Function Metrics
Strategy and Strategy-Based Metrics - benchmarking is only part of the process. To reveal the extent to which your firm's HR practices are supporting its strategic goals, strategy-based metrics are used to measure the activities that contribute to achieving the company's strategic aims.
Succession Planning
Succession planning is part of this process and is the process through which a company plans for and fills senior-level openings.
mission statement
Summarizes the answer to the question, "What business are we in?"
Job rotation
Systematically moving workers from one job to another.
Explain what technology trends are impacting HR and what the five main types of digital technology are driving the transfer to automation.
Technology Trends - it may be techology that most characterizes the trends shaping human resources management today. Five main types of digital technologies are driving this transfer of functionality from HR professionals to automation. 1. Social Media - employers increasingly use tools such as Twitter, Facebook, and LinkedIn to recruit new employees. 2. Mobile Applications - used by employers, for instance, to monitor employee location and to provide digital photos at the facility clock-in location to identify workers. 3. Gaming - enables employers to inject features such as feedback, fun, and objectives into training, performance appraisal, and recruiting. 4. Cloud Computing - a more intutive user interface that enables employers to monitor and report on things like a team's goal attainment and to provide real-time evaluative feedback. 5. Data Analytics - uses statistical techniques, algorithms, and problem-solving to identify relationships among data for the purpose of solving particular problems; it is also called talent analytics.
ADDIE Model
The ADDIE Five-Step Training Process - ADDIE stands for analyze, design, develop, implement, and evaluate. Analysis - this may address the employer's strategic/longer-term training needs and/or its current training needs. Designing - designing means planning the overall training program including objectives, delivery methods, and program evaluation. Developing - involves actually assembling the program's training content and materials. It means choosing the specific content the program will present as well as designing/choosing the specific instructional method (lectures, cases, Web-based, and so on) you will use.
Americans with Disabilities Act (now ADAAA)
The Americans with Disabilities Act 1. The American with Disabilities Act (ADA) of 1990 - prohibits discrimination against qualified disabled individual with disabilities, with regard to applications, hiring, discharge, compensation, advancement, training, or other terms, conditions, or privileges of employment. ADA also says employers must make "reasonable accommodations" for physical or mental limitations unless doing so imposes an "undue hardship" on the business. 2. Qualified Individual - the ADA prohibits discrimination against those who, with or without a reasonable accommodation, can carry out the essential functions of the job. The individual must have the requisite skills, educational background, and experience. A job function is essential when, for instance, it is the reason the position exists or it is so highly specialized that the employer hires the person for his or her expertise or ability to perform that particular function. 3. Reasonable Accommodation - if the individual cannot perform the job as currently structured, the employer is required to make a "reasonable accommodation," unless doing so would present an "undue hardship." 4. The ADA Amendments Act of 2008 (ADAAA) - employers traditionally prevailed in almost all—96%—federal circuit court ADA decisions. 5. The "New" ADA - in 2008 amendments were made to the ADA. These changes will make it easier for employees to show their disabilities are limiting.
Trends that Affect HR
The Trends Shaping Human Resource Management - trends are occurring in the environment of human resource management that are changing how employers get their human resource management task done. These trends include workforce trends, trends in how people work, technological trends, and globalization and economic trends.
Lily Ledbetter Fair Pay Act
The U.S. Supreme Court, in Ledbetter v. Goodyear Tire & Rubber Company, held that employees claiming Title VII pay discrimination must file their claims within 180 days of when they first receive the allegedly discriminatory pay. Congress then passed, and President Obama signed, the Lilly Ledbetter Fair Pay Act into law.
application form
The application form is usually the first step in the prescreening process. Application forms provide four types of information: substantive matters, previous progress, stability, and prediction of which candidate will succeed on the job.
Talent Management
The goal-oriented and integrated process of planning, recruiting, developing, managing, and compensating employees.
Demographic barriers
Things like minorities might be less likely to be able to conform to standard work hours/benefits/etc. (i.e. a single mom who needs to come to work late so she can drop her child off at day care)
Title VII
Title VII of the 1964 Civil Rights Act - The section of the act that says an employer cannot discriminate on the basis of race, religion, sex, or national origin with respect to employment.
4 levels to measure training outcomes
Training Effects to Measure - four basic categories of training outcomes can be measured: 1) reaction; 2) learning; 3) behavior; and 4) results.
cross training
Training employees to do different tasks or jobs than their own; doing so facilitates flexibility and job rotation.
trend analysis
Trend Analysis - Study of a firm's past employment needs over a period of years to predict future needs.
Explain the new trends in how people work
Trend in How People Work - work has shifted from manufacturing jobs to service jobs in North America and Western Europe. Today, over two-thirds of the U.S. workforce is employed in producing and delivering services, not products. 1. On-Demand Workers 2. Human Capital
human capital
Trend in How People Work - work has shifted from manufacturing jobs to service jobs in North America and Western Europe. Today, over two-thirds of the U.S. workforce is employed in producing and delivering services, not products. 1. On-Demand Workers 2. Human Capital
rater errors
Unclear Standards - ambiguous traits and degrees of merit can result in an unfair appraisal. Halo Effect - the influence of a rater's general impression on ratings of specific qualities can be a problem. Central Tendency - this occurs when supervisors stick to the middle of the rating scales, thus rating everyone average. Leniency or Strictness - supervisors have the tendency to rate everyone either high or low. Regency Effects - this involves letting what the employee has done recently blind the manager to the employee's performance over the rest of the year. Bias - The tendency to allow individual differences such as age, race, and sex to affect the appraisal ratings employees receive.
Uniform Guidelines from EEOC
Uniform Guidelines - Guidelines issued by federal agencies charged with ensuring compliance with equal employment federal legislation explaining recommended employer procedures in detail.
unstructured vs. structured interviews
Unstructured (or Nondirective) Interview - An unstructured conversational-style interview in which the interviewer pursues points of interest as they come up in response to questions. Structured (or Directive) Interview - An interview following a set sequence of questions.
video based simulation tests
Video-based Simulation - A situational test in which examinees respond to video simulations of realistic job situations.
vision for the organization vs. values
Vision Statement - A general statement of the firm's intended direction; it shows, in broad terms, "what we want to become."
Vocational Rehabilitation Act
Vocational Rehabilitation Act of 1973 - The act requiring certain federal contractors to take affirmative action for disabled persons.
HR Audits
What Are HR Audits? - these audits are a way for an organization to measure where it currently stands and determines what it has to accomplish to improve its HR functions.
Background checks
Why Perform Background Investigations and Reference Checks? - most employers check and verify an applicant's background information and references. There are two main reasons to check backgrounds - to verify the applicant's information (name and so forth) and to uncover damaging information. Another is legal reasons.
Work sampling tests vs. integrity tests
Work Sampling Technique - A testing method based on measuring performance on actual job tasks. Testing for Honesty: Practical Guidelines - there is a lot a manager can do to screen out dishonest applicants or employees such as: ask blunt questions, listen, rather than talk, watch for telltale body signals, do a credit check, check all employment and personal references, use written honesty and psychological tests, test for drugs, and establish a search and seizure policy and conduct searches.
Define workforce demographics and diversity trends
Workforce Demographics and Diversity Trends - the composition of the workforce will continue to change over the next few years; specifically it will continue to become more diverse with more women, minority group members, and older workers in the workforce.
demographic changes in workforce
Workforce Demographics and Diversity Trends - the composition of the workforce will continue to change over the next few years; specifically it will continue to become more diverse with more women, minority group members, and older workers in the workforce.
Types of harrassment
a. Submission to such conduct is made either explicitly or implicitly a term or condition of an individual's employment. b. Submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting the individual. c. Such conduct has the purpose or effect of unreasonably interfering with an individual's work performance or creating an intimidating, hostile, or offensive work environment.
disparate impact (adverse impact)
adverse impact - The overall impact of employer practices that result in significantly higher percentages of members of minorities and other protected groups being rejected for employment, placement, or promotion.
CBT
competency-based pay - Where the company pays for the employee's range, depth, and types of skills and knowledge, rather than for the job title he or she holds.
critical incident method
critical incident method - Keeping a record of uncommonly good or undesirable examples of an employee's work- related behavior and reviewing it with the employee at pre- determined times.
types of diversity in the workforce
diversity - The variety or multiplicity of demographic features that characterize a company's workforce, particularly in terms of race, sex, culture, national origin, handicap, age, and religion.
Employee engagement and what affects it
employee engagement - The extent to which an organization's employees are psychologically involved in, connected to, and committed to getting their jobs done.
Employee onboarding vs. orientation
employee orientation - A procedure for providing new employ- ees with basic background information about the firm.
employee referrals for candidates to hire
employee referral campaigns are a very important recruiting option. The big advantage is that referrals generate "more applicants, more hires, and a higher yield ratio (hires/applicants).
ethics in HR
ethics - The study of standards of conduct and moral judg- ment; also the standards of right conduct.
JIT
job instruction training (JIT) - Listing each job's basic tasks, along with key points, in order to provide step-by-step training for employees.
Assessment Centers for managers
management assessment center - A simulation in which manage- ment candidates are asked to perform realistic tasks in hypo- thetical situations and are scored on their performance. It usu- ally also involves testing and the use of management games.
managing diversity
managing diversity - Maximizing diversity's potential benefits while minimizing its potential barriers.
mediation
mediation - Intervention in which a neutral third party tries to assist the principals in reaching agreement.
negligent hiring
negligent hiring - Hiring workers with questionable back- grounds without proper safeguards
Benchmarking
occurs when an organization compares the practices of high performing companies' results to your own, to understand what makes them better.
OJT training
on-the-job training - Training a person to learn a job while working on it
Performance analysis to identify training
performance analysis - Verifying that there is a performance deficiency and determining whether that deficiency should be corrected through training or through some other means (such as transferring the employee).
6 protected classes
race, color, religion, sex, national origin, or age
ranking
ranking method - The simplest method of job evaluation that involves ranking each job relative to all other jobs, usually based on overall difficulty.
temp agencies vs. executive recruiters
temp agencies = hiring contractors executive recuiters = hiring managers
Multi-generational/aging workforce
the labor force in America is growing more slowly than expected. Mostly because with baby boomers aging, the "labor force participation rate" is declining—in other words, the percent of the population that wants to work is declining.
Workflow analysis
workflow analysis - A detailed study of the flow of work from job to job in a work proces
Workforce planning = staffing
workforce (or employment or personnel) planning - The process of deciding what positions the firm will have to fill, and how to fill them.
