HR Management Flashcards
Task
What gets done on the job
Always an action
KSAOs
Knowledge
Skill
Ability
Other
Knowledge
Understanding of a body of knowledge, both factual and procedural, necessary for task performance
Skill
Competency in performing specific tasks
Usually expressed in numerical terms
Often acquired on the job
Ability
A more general physical or mental trait that an individual possesses and enables them to perform a function
Useful for learning new skills
Other
Personality, interests, attitudes, certifications
Selection process
Screen applicant
Interview applicant
Test applicant
Pre employment
Screen applicant
Resume or application
Test for minimum qualifications
Interview applicant
Test interpersonal skill
Test applicant
Employment testing for specific KSAOs
Pre employment
Check references
Drug/medical tests
Criteria for selection devices
Reliability
Validity
Reliability
Degree to which took measures same thing each time it’s used
Validity
Degree to which the test measures what it is supposed to measure
Title VII of civil rights act of 1964
Race, color, religion, gender, national origin
Other characteristics protected at state level
EEOC enforces this
Established guidelines for affirmative action
Disparate treatment
Denial of opportunity because of protected characteristic
BFOQ
Bona fide occupational qualification
Adverse impact
Unintentional discrimination against protected group
ADEA
Establish prima facie discrimination case
Based on age discrimination against people over 40
Disability
Physical or mental impairment that substantially limits one or more major life activities
Americans with disabilities act of 1990
Applies to all employers with 15 or more employees
If qualified, organization must make reasonable accommodation to assist to individual in doing their job
Sex related laws
Equal pay act of 1963
The family and medical leave act of 1993
Pregnancy discrimination act of 1978
Equal pay act of 1963
Requires that men and women working for the same establishment be paid the same rate of pay for work that is substantially equal in skill, effort, responsibility, and working conditions
The family and Medical leave act of 1993
Gives workers up to 12 weeks unpaid leave each year
Pregnancy discrimination act of 1978
Amendment defining discrimination based on pregnancy to be a form of illegal sex discrimination
Forms of sexual harassment
Quid pro quo
Hostile work environment
Quid pro quo
Asking or forcing an employee to perform sexual favors in exchange for some reward or to avoid negative consequences
Single incident
Hostile work environment
Telling lewd jokes, displaying pornography, making sexually oriented remarks about someone’s appearance, and other sex related actions that make the work environment unpleasant
Multiple incidents unless severe
Steps to eradicate harassment
Develop sexual harassment policy
Develop a fair complaint procedure
Take corrective action ASAP
Mandatory sexual harassment training
Legality of testing
Legal but must be valid if it has adverse impact
Illegal practices
Reverse discrimination
Employment advertising (can’t indicate preference for group unless BFOQ)
Test score adjustments
Preferential treatment and quotas
Determinants of recruitment and selection needs
Human resource planning
Job analysis
Training
Teaching organizational members how to perform current jobs and help them acquire knowledge and skills needed to be effective performers
Development
Building the knowledge and skills of organizational members so they’re prepared to take on new responsibilities and challenges
Needs assessment
Determines which employees need training or development and what type of skills or knowledge they need to acquire
Types of training
Classroom
On the job
Types of development
Varied work experiences
Formal education
Performance appraisal
Evaluation of employees job performance and contributions to the organization
Performance feedback
Process through which managers share performance appraisal information with their subordinates, give them an opportunity to reflect on their own performance and develop plans for the future
Types of performance appraisal
Trait appraisal Behavior appraisal Results appraisal Objective appraisal Subjective appraisal
Objective appraisal
appraisal based on facts
Likely numerical
Subjective appraisal
Based on perception of traits, behaviors, or results
Formal appraisal
Appraisal conducted at a set time during the year and based on performance dimensions and measures that were specified in advance
Informal appraisals
Unscheduled appraisal of ongoing progress and areas for improvement
Cafeteria style benefit plan
Plan from which employees can choose the benefits they want
Labor relations
Activities managers engage in to ensure that they have effective working relationships with the labor unions that represent their employees interests
Collective bargaining
Negotiations between labor unions and managers to resolve conflicts and disputes about issues such as working hours, wages, benefits, working conditions, and job security
