Ch 1, 2, 3, 4, 5 Flashcards
Good HRM practices allow companies to gain a _____ advantage
Competitive
The policies, practices, and systems that influence employees’ behavior, attitudes, and performance
Human resource management
A company’s ability to maintain and gain market share
Competitiveness
The systematic planned strategic effort by a company to attract, retain, develop, and motivate highly skilled employees and managers
Talent management
A course of action that might allow a firm to gain competitive advantage
Strategy
A process to address the organization’s competitive challenges by integrating an organization’s goals, policies, and action sequences into a cohesive whole
Strategic management
The pattern of planned HR activities and deployments intended to enable an organization to achieve its goals
Strategic HRM
2 examples of strategic types
Cost leadership
Differentiation
Being the lowest cost producer in the industry
Cost leadership
Creating the impression that the company’s product or service is different from that of others in the industry
Differentiation
2 phases of strategic management
Strategy formulation
Strategy implementation
Strategy formulation
Mission -> Goals -> Strategic Choice
A statement of the organizations reason for being
Mission
What an organization hopes to achieve in the medium-to-long-term future
Goals
The organization’s strategy; the ways an organization will attempt to fulfill its mission and achieve its long-term goals
Strategic choice
2 components of strategy formulation
External analysis
Internal analysis
Examining the organization’s operating environment to identify the strategic opportunities and threats
External analysis
Identifying the organization’s strengths and weaknesses
Internal analysis
SWOT Analysis
Strengths (internal)
Weaknesses (internal)
Opportunities (external)
Threats (external)
Strategy implementation
Strategic choice -> firm performance
4 directional strategies
Concentration strategies
Internal growth strategies
External growth strategies
Divestment
The government to attempt to ensure that all individuals have an equal chance for employment, regardless of race, color, religion, sex, age, disability, or national origin
Equal employment opportunity
Equal employment opportunity comes from this legislation
Civil Rights Act of 1964
What came from the civil rights act of 1964?
Title VII
Men and women in the same organization doing equal work must be paid equally
Equal Pay Act of 1963
The 180 day statute of limitations for filing an equal pay lawsuit regarding pay discrimination resets with each new paycheck affected by that discriminatory action
Lilly Ledbetter Fair Pay Act of 2009
**Amended the Civil Rights Act of 1964
Prohibits discrimination against employees over the age of 40. Designed to protect older employees during layoffs.
Age Discrimination in Employment Act
Forbids discrimination on the basis of pregnancy, childbirth, or related conditions
Pregnancy Discrimination Act
Executive agencies, contractors, and subcontractors that receive > $2,500 from federal government
Must engage in affirmative action for individuals with disabilities
Vocational Rehabilitation Act of 1973
Federal contractors and subcontractors must take affirmative action toward employing Vietnam veterans
Vietnam Era Veteran’s Readjustment Act of 1974
Protects individuals with disabilities from being discriminated against in the workplace
Americans with Disabilities Act
Adds possibility of compensatory and punitive damages in cases of discrimination, however, there are limits to the amount of punitive damages. Adds a financial incentive for equal employment opportunity.
Civil Rights Act of 1991
Legally binding orders given by the President, acting as the head of the Executive Branch, to Federal Administrative Agencies
Executive order
Prohibits government contractors from discrimination
Executive Order 11246
2 agencies responsible for the enforcement of these laws and executive orders
Equal Employment Opportunity Commission (EEOC)
Office of Federal Contract Compliance Programs
Three major responsibilities of the Equal Employment Opportunity Commission
Investigated and resolves discrimination complaints
Gathers information
Issues guidelines
Responsible for enforcing executive orders that cover companies that have federal government contracts
Office of Federal Contract Compliance Programs
3 types of discrimination
Disparate Treatment
Disparate Impact
Reasonable Accommodation
Exists when individuals in similar situations are treated differently based upon race, color, religion, sex, national origin, age, or disability status
Disparate treatment
**intentional
A job qualification based on race, sex, religion, etc. that an employer asserts is a necessary qualification for the job
Nina Fide Occupation Qualification
Occurs when a “facially neutral” employment practice disproportionately excludes a protected group from employment opportunities
Disparate Impact
**not intentional
2 ways to tell if there is disparate impact
Four-fifths Rule
Standard Deviation Rule
An employment test has disparate impact if the hiring rate for a minority group is less than four-fifths, or 80 percent, of the hiring rate for the majority group
Four-fifths Rule
If the difference between expected and actual representation is greater than 2 standard deviations, then evidence of disparate impact
Standard deviation rule
Places a special obligation on an employer to affirmatively accommodate an individual’s disability or religion (unless undue hardship)
Reasonable accommodation
Employers cannot retaliate against employees for either “opposing” a perceived illegal employment practice or “participating in a proceeding” related to an alleged illegal employment practice
Retaliation
Unwelcome sexual advances, requests for sexual favors, and other verbal or physical contact of a sexual nature
Sexual harassment
2 forms of sexual harassment
Quid pro quo harassment
Hostile work environment
Conceived of as a way of taking extra effort to attract and retain minority employees
Affirmative action
Discrimination a against members of a dominant or majority group or in favor of members of a minority or historically disadvantaged group
Reverse discrimination
Attempt to instill symbolic and substantive changes to a safety program
Safety Awareness Programs
3 components of a safety awareness program
- Identify and communicate job hazards
- Reinforce safe practices
- Promote safety internationally
A breakdown of each job into basic elements, each of which is rated for its potential for harm or injury
Jab hazard analysis technique
Method of determining safety problems via an analysis of past accidents
Technic of operations review
