Chapter 9: Human Resource Management Flashcards
Human resource management
This is defined as the activities for attracting, retaining, and then Henson the performance of managers and workers in organizations
Job description
The statement of tasks performed on the job and the conditions under which they are performed
Job Specifications
This is a list of the skills, knowledge, and abilities needed to perform the job
Human capital
Defined as the economic value of the skills, abilities, and competencies of the companies workforce
National Labour relations act of 1935
It’s impact was to define unfairly practices, provided for secret ballots in union boats, and establish the National Labor Relations Board
Fair labor standards act of 1938
Addressed Compensation issues such as minimum wage rates, overtime conditions, and child labor provisions
Equal pay act of 1963
Guarantees equal pay for men and women doing equal work
Civil rights act of 1964 (amended by the complainant opportunity act of 1972 and the civil rights act of 1991)
I have a discrimination on the basis of race, religion, color, sex, and national origin
Age discrimination act of 1967
It’s discrimination on the basis of age for anyone over 40 years of age
Occupational safety and health act of 1970
Double standards for a healthy workplace and created regulatory mechanisms to enforce violations of standards
Pregnancy discrimination act of 1978
Protects pregnant workers from discrimination
Americans With Disabilities Act of 1990
Protects qualified employees disabilities from discrimination requires employers to make responsible accommodations
Family and medical leave act of 1993
Gives workers up to 12 weeks of unpaid leave for family or medical reasons each year in firms with over 50 employees
HR planning
There are two types of HR planning micro, or job analysis, and macro, or strategic planning
Job analysis
Studying jobs to create jobs scription’s and job specifications
Strategic planning
Aligning human resource management programs with business goals, determining future people needs
Recruitment
Attracting applicants
Selection
Selecting employees from applicants
Training and development
Orienting new employees and Hensing skills related to present and future jobs
Pre-formants management
Measuring performance and providing feedback
Compensation and benefits
Creating fair and equitable pay and benefits systems
Employee and labor relations
Communicating with employees and working with organize labor
Replacement chart
For each critical position, three potential replacements are listed along with the readiness for moving up
Needs analysis
He needs analysis looks at issues in the organization that could be improved with training
Internal equity
Is set up based on the rankings or ratings made it through Kathie valuation work jobs are categorized a right on level of responsibility, skill required, and an amount of supervision given and received
