Chapter 8 Flashcards
The set of organizational activities directed at attracting, developing, and maintaining an effective workforce.
Human Resource Management (HRM)
Reflects the organization’s investment in attracting, retaining, and motivating an effective workforce
human capital
Forbids discrimination on the basis of sex, race, color, religion, or national origin in all areas of the employment relationship
Title VII of the Civil Rights Act of 1964
When minority group members meet or pass a selection standard at a rate less than 80 percent of the pass rate of majority group members
Adverse Impact
Charged with enforcing Title VII of the Civil Rights Act of 1964.
Equal Employment Opportunity Commission
Outlaws discrimination against people older than 40 years; passed in 1967, amended in 1978 and 1986
Age Discrimination in Employment Act
Intentionally seeking and hiring qualified or qualifiable employees from racial, sexual, and ethnic groups that are underrepresented in the organization
Affirmative Action
Forbids discrimination against people with disability
Americans with Disabilities Act
Amends the original Civil Rights Act, making it easier to bring discrimination lawsuits while also limiting punitive damages
Civil Rights Act of 1991
Sets a minimum wage and requires overtime pay for work in excess of 40 hours per week; passed in 1938 and amended frequently since then
Fair Labor Standards Act
Requires that men and women be paid the same amount for doing the same job
Equal Pay Act of 1963
A law that sets standards for pension plan management and provides federal insurance if pension funds go bankrupt
Employee Retirement Income Security Act of 1974 (ERISA)
Requires employers to provide up to 12 weeks of unpaid leave for family and medical emergencies
Family and Medical Leave Act of 1993
Passed in 1935 to set up procedures for employees to vote on whether to have a union; also known as the Wagner Act
National Labor Relations Act
Established by the Wagner Act to enforce its provisions
National Labor Relations Board (NLRB)
Passed in 1947 to limit union power; also known as the Taft-Hartley Act
Labor-Management Relations Act
Directly mandates the provision of safe working conditions
Occupational Safety and Health Act of 1970 (OSHA)
A systematized procedure for collecting and recording information about jobs within an organization
job analysis
Lists each important managerial position in the organization, who occupies it. how long he or she will probably remain in the position, and who is or will be a qualified replacement
Replacement Chart
Contains information on each employee’s education, skills, experience, and career aspirations; usually computerized
Employee Information System (skills inventory)
What are the internal and external supply available for HR
Internal: the number and types of employees who will be in the firm at some future date
External: the number and type of people who will be available for hiring in the labor market
The process of attracting individuals to apply for jobs that are open
recruiting
Considering current employees as applicants for higher-level jobs in the organizations
internal recruitiung
Getting people from outside the organization to apply for jobs
external recruiting
Provides the applicant with a real picture of what it would be like to perform the job that the organization is trying to fill
Realistic Job Preview (RJP)
Determining the extent to which a selection device is really predictive of future job performance.
validation
Teaching operational or technical employees how to do the job for which they are hired
training
Teaching managers and professionals the skills needed for both present and future jobs
development
A formal assessment of how well an employee is doing his or her job
performance appraisal
A sophisticated rating method in which supervisors construct a rating scale associated with behavioral anchors
Behaviorally Anchored Rating Scale-(BARS)
A performance appraisal system in which managers are evaluated by everyone around them-their boss, their peers, and their subordinates
360 degree feedback
the financial remuneration given by the organization to its employees in exchange for their work
compensation
An attempt to assess the worth of each job relative to other jobs
job evaluation
Things of value other than compensation that an organization provides to its workers
benefits
A characteristic of a group or organization whose members differ from one another along one or more important dimensions, such as age, gender, or ethnicity
diversity
Training that is specifically designed to better enable members of an organization to function in a diverse and multicultural workforce
Diversity and Multicultural Training
The process of dealing with employees who are represented by a union
labor relations
The process of agreeing on a satisfactory labor contract between management and a union
collective bargaining
The means by which a labor contract is enforced
grievance procedure
Workers whose contributions to an organization are based on what they know.
knowledge workers
