Ch1-4 Flashcards
Human resource management
The policies,practices, and systems that influence employees behavior, attitudes and performance
Many people refer to HRM as involving __________
People practices
Important HRM practices that should support the organizations business strategy
Analyzing work & designing jobs , determining how many employees w/specific skills & knowledge are needed, recruiting,selection,training&development, perf romance mgmt, compensation, employee relations
Human capital
An organizations employees,described in terms of their training,experience,judgement, intelligence, relationships and insight
In order for an organization to succeed it needs employees w/certain qualities, such as particular kinds of training and experience
True
HR is critical to success of organizations b/c human capital has certain qualities that can make it valuable
True
In terms of business strategy,an organization can succeed if it has a _______ __________ ___________
Sustainable competitive advantage
Sustainable competitive advantage
Means that a business is better than competitors at something and can hold that advantage over a sustained period of time
HR have these necessary qualities
Valuable,rare, can’t be imitated ,have no good substitutes
Effective HR can form the foundation of a ________ ___________ ______________ ___________.
High performance work system
High performance work system
Organization in which technology, organization structure, people and processes work together seamlessly to give an organization an advantage in the competitive environment
Responsibilities of HR dept.
Administrative services and transactions, business partner services, strategic partner
Employee relations
Attitude surveys, labor relations, employee handbooks, company publications, labor law compliance, relocation, outplacement services in
Employee data and info systems
Record keeping, HR information systems, workforce analytics
Support for strategy
HR planning and forecasting, talent mgmt, change mgmt
No 2 HR depts have the same roles because of differences in organization sizes , characteristics, of workforce, industry and management values
True
Job analysis
The process of getting detailed information about jobs
Job design
Process of defining how work will be performed and what tasks will be required in a given job
Development
Acquisitions of knowledge, skills and behaviors that improve an employees ability to meet changes in job requirements or customer demands
Performance management
Process through which managers ensure that employees activities and outputs contribute to the organizations goals
Workforce analytics
The use if quantitative tools and scientific methods to analyze data from HR databases and other sources to make evidence based decisions that support business goals
HR planning
Identifying numbers and types of employees the organization will require to meet its goals
Talent management
A systematic planned effort to attract, retain, develop, motivate highly skilled employees and managers
Evidence based HR
Collecting and using data to show that HR practices have a positive influence on the companies bottom line
Sustainability
Organizations ability to profit within its depleting its resources
Business acumen
Able to understand business functions and metrics on company and industry level
Supervisors involvement in HRM
Help define jobs Forecast HR needs Provide training Interview/select candidates Appraise performance Reccomend pay increases/promotions Communicate policies Motivate with support from pay, benefits and other rewards
Open systems model of HR
Inputs: (competencies) knowledge,skills, abilities
Throughputs:(behaviors) attitudes
Outputs:(affective outcomes) performance outcomes
Commitment social responsibility
Commitment to meeting the needs of its stakeholders
4 principles of ethical companies
Emphasize mutual benefits
Employees assume responsibility
Have a sense of purpose
Emphasize fairness
Internal labor force
An organizations workers includes its employees and people who have contracts to work
Internal labor force has been drawn from the external labor market
External labor force
Individuals who are actively seeking employment
The number and kind of people in this market determine the kind of human resources available to an organization
Organizations must find ways to prepare youth labor force
HRM spends much time on retirement planning, retraining and motivating workers
Org. Struggle to control rising costs of healthcare and benefits
Managers will supervise older employees
Some companies have set up mentoring programs between older and younger workers so knowledge is not lost but passed on
True
Social system
People and how they interact
Technical system
Equipment and processes
Knowledge workers
Employees whose contribution to the organization is specialized knowledge of customers,processes and profession
3 trends In high performance work systems
Reliance on knowledge workers
Empowerment of employees to make decisions
Teamwork
TQM (total quality management)
Company wide effort to continuously improve the ways people,machines and systems accomplish work. Provides guidelines for all organizational activities including HRM
TQM core values
Methods and processes are designed to meet the needs of internal/external customers
Every employee receives training in quality
Quality is designed into a product or service so that errors are prevented from occurring
Organization promotes cooperation with vendors,suppliers and customers need to improve quality and hold down costs
Manager measure progress with feedback based on data
Reengineering
A complete review of the organizations major work processes to make them more efficient and able too deliver higher quality including HRM
Reengineering affects HRM in two ways
How HR accomplishes it’s goals at change
Require s HR to help design and implement change so that all employees will be committed to the reengineered org. Success
Outsourcing
Having another company(vendor,3rd party,consultant)provide services
HR helps transition to outsourcing
Outsourcing gives company access to in depth expertise
Mergers and acquisitions
HR should have a significant role in carrying out mergers and acquisitions
Differences between companies make conflict inevitable
Training should include conflict resolution skills
There is a need to sort out differences in two companies practices regarding compensation,appraisal etc
Offshoring
Moving operations from country headquarters to a country where pay rates are lower but necessary skills are available
International labor pool
Hiring at home may involve selection of employees from other countries
HR info systems
Computer system used to acquire,store, manipulate,analyze,retrieve and distribute info related to organizations HR
Electronic HRM
Processing and transmission of digitized HR info especially using computer networking and Internet
Has potential to change all traditional HRM functions
Employees have online access info to enroll themselves
Legislative branch
Has enacted a # of laws governing HR activities
Executive branch
Responsible for enforcing the laws
Includes the regulatory agencies that the president oversees
Judicial branch
Interprets the law
Equal employment opportunity
Condition in which all individuals have an equal chance for employment regardless of race,color,religion , sex,age,disability or national origin
Federal govt efforts in this area include :
Constitutional amendments
Legislation
Executive orders
Court decisions
EEOC (equal employment opportunity commission )
Federal agency that enforces nations fair employment laws
13th amendment
Abolished slavery
14th amendment
Forbids states from taking life,liberty, or property without due proc as of law
Prevents states from denying equal protection and of discrimination
Applies directions or actions of govt or private groups
Civil right act of 1866
Granted all persons same property rights as white citizens
Civil rights act of 1871
Granted all citizens right to sue in federal court if they feel they have been deprived of some civil right
Equal pay act of 1963
Men and women in an organization doing the same work must be paid equally
Equal is defined in terms of skill,effort,responsibility,and working conditions
Title VII civil rights Act of 1964
Floors from discriminating based on race ,color religion, national origin or sex
Organization must have 15 or more employees
Age discrimination in employment act
Prohibits discrimination against workers who are over the age of 40
Vocational rehabilitation act 1973
Covered organizations must engage in affirmative action for individuals with disabilities
Warriors are encouraged to recruit qualified individuals with disabilities and make reasonable accommodations to them
Vietnam era veterans readjustment act 1974
Requires federal contractors and subcontractors to take affirmative action toward employing veterans
Affirmative action
And organizations active effort to find opportunities to hire or promote people in a particular group
Pregnancy discrimination act of 1978
Discrimination on the basis of pregnancy, childbirth, or related form of medical condition to be a form of illegal sex discrimination
Benefits including health insurance, should cover pregnancy related medical conditions in the same league as other medical conditions
Americans With Disabilities Act
Protects individuals with disabilities from being discriminated employers must accommodate
Civil rights act of 1991
And it’s compensatory and punitive damage in cases of discrimination under the title seven and ada amount of peanut of damages is limited by the fact and depends on the size of the organization charged with a discrimination
Uniform service rights act 1994
Employers must reemploy workers who left job is to fulfill military duties for up to five years should be in the job they would have held if they have not left to serve
Genetic information nondiscrimination act of 2008 (GINA)
Employers may not use genetic information and making decision related to terms, conditions, or privileges of employment
Includes person’s genetic test, genetic test of persons family members and family medical history for bids unintentional collection of this data and harassment of employee because of genetic information
Executive order 11246
Prohibits federal contractors and subcontractors for discriminating based on race/color, religion, national origin or sex
Executive order 11478
Requires federal government to base all it’s employment decisions on merit and fix also covers organizations doing at least $10,000 worth of business with federal government
Governments role in providing for EEO
Responsible for enforcing most eagle logs, investigates and results complaints about discrimination, gathers information, issues of guidelines, and monitors organization hiring practices
Complaints must be filed within ______ days of the incident
180
EEOC has ____ days to investigate a complaint
60
Office of federal contract compliance procedures
Responsible for enforcing executive orders that covert companies doing business with federal government, audits government contractors to ensure they are actively pursuing goals in their affirmative action plans
Disparate treatment
Deferring treatment of individuals based on individual’s race, color, religion, sex, national origin, age and disability status
Bona fide occupational qualification
A necessary qualification for performing a job
Disparate impact
Employment practices are seemingly neutral yet disproportionately exclude a protected group from employment opportunities
4/5 rule
Rule of thumb that finds evidence of discrimination if an organization’s hiring rate for a minority group vs the majority group is more than 4/5 we may suspect discrimination
Occupational safety and health act
Authorizes federal government to establish and enforce occupational safety and health standards for all places of employment engaging in interstate commerce
OSHA is responsible for
Inspecting employers, applying safety and health standards, Levying fines for violation
General duty clause
Each employer has a general duty to furnish each employee a place of employment free from recognized hazards that cause or likely to cause death or serious physical harm
Workflow design
Analyzing tasks necessary for production of a product or service
Position
Duties performed by a particular person
Job
Related duties
Developing a workflow analysis
Raw inputs, equipment, HR
Job analysis
Process of getting detailed information about jobs
Job description
Tasks, duties and responsibilities of a particular job
Job specifications
List of knowledge, skills, abilities and other corrector sticks needed to perform a particular job
Incumbents
People who currently hold the position in the organization
Dictionary of occupational titles
Published by the US department of labor
Occupational information network
Online job description database developed by the department of labor
Position analysis questionnaire
A standardize job analysis questionnaire containing 194 questions about work behaviors, work conditions and job characteristics that apply to a wide variety of jobs
Fleishman Job analysis system
Job analysis technique that asks subject matter expert to evaluate a job in terms of the abilities required to perform the job
Job analysis has been called the building block of all HRM functions
True
Competence
Knowledge, skills and abilities
Dejobbing
Designing work by project rather than jobs
Job design
The process of defining how work will be performed and what tasks will be required in a given job
Job redesign
A similar process that involves changing an existing job design
To design jobs defectively a person must thoroughly understand:
The job itself through job analysis, its place in the units of workflow,
Industrial engineering
Study of jobs to find simplest way to structure work to maximize efficiency
Reduce its complexity of work, allows almost anyone to be trained quickly and easily perform a job
Skill variety
The possibility for the individual to be able to use different skills to do the job
Task identity
Possibility for individual to see the results of the job
Task significance
Individual can understand how his or her job has an input on the function in the organization
Job enlargement
Broadening types of tasks performed in a job
Job extension
Enlarging jobs by combining several relatively simple jobs to form a job with a wider range of tasks
Job rotation
Enlarging jobs by moving employees among several different jobs
Job enrichment
Empowering workers by adding more decision-making authority to jobs
Self managing workteams
Have authority for an entire work process or segment
Flextime
Full-time employees may choose starting lending times within guidelines a work schedule that allows time for community and family interest
Job sharing
A work option in which to part time employees carry out tasks associated with a single job
Telework
Doing ones work away from a centrally located office
Ergonomics
Study of interface between individuals physiology and characteristics of physical work environment
Goal is to minimize physical strain
