Midterm Flashcards
Illegal Discrimination
making distinctions that harm based on protected class
types of discrimination:
Disparate Treatment
Intentionally treating a person or group unfairly
If a man is giving time off to contest a traffic ticket but a woman is not because woman are bad drivers anyways this is an example of:
Disparate Treatment
types of discrimination:
Disparate Impact
Unintentionally creating policy or taking action that impacts a group of people negatively.
The Baltimore police officer written test was conducted such that black applicants were must less likely to be hired. This is an example of:
Disparate Impact.
types of discrimination:
Patterns or Practice
Intentionally keeping actions or policies in place that have shown to have been discriminatory over a period of time.
OUCH TEST
Objective
Uniform
Consistant
Job relatedness
Use the ouch test when
whenever an action or decision is made regarding an employee or applicant
OUCH
Objective
Based on facts, evidence and data.
Not emotion, opinion or feelings
OUCH
Uniform
The same actions must be applied to similar cases.
ex:If a man is allowed time off to contest a ticket a woman must be allowed time off to contest a ticket.
OUCH
Consistant
The action does not significantly effect one protected class over another- use 4/5th rule
OUCH
Has Job Relatedness
Discussions about a person must be based on the job-relatedness
Ex: if your job isn’t making coffee for the office, then you can be disciplined for refusing to make coffee
4/5th rule (FORMULA)
.8 * X = Y
where x is % of majority class
Y must be less than or equal to impacted class
KSAO
Knowledge
Skills
Abilities
Other Attributes
Case law emphasizes that Organizations should made decisions based on
KSAO
Equal Pay At:
It is illegal to pay women less then men for the same job
currently women earn _____ as men for the same job, black women earn ________
currently women earn .8/$1 as men for the same job, black women earn .7/$1
Title VII of the CRA
It is illegal to discriminate based on the 6 protected classes
6 protected classes of CRA
Race
Religion
National Origin
Sex
Family Status
Color
Age Discrimination Act
It is illegal to discriminate against persons aged 40+. No mandatory retirement.
Pregnancy Discrimination Act
Employers must treat pregnant employees the same as anyone else with a disability.
Americans with disabilities act
requires responsible accommodation to allow an employee who can otherwise preform the essential functions of the job.
CRA amended 1991
1.
2.
3.
4.
-provides compensation/damages
-protect employees in other countries
-protects against racial harassment
-prohibits race norming
Race Norming
when different groups require different scores to “pass” a test.
Equal Employment Opportunity is determined by_______ and enforced by _______
Case Law
EEOC
EEOC
Equal Employment Opportunity Commission
EEOC Functions
1
2
3
- Investigate and resolve discrimination case
- compile statistical information on complaints
- provide education and outreach programs.
Hostile Work Environment
hanging naked pics in your cubicle, work parties at strip clubs.
o Quid Pro Quo
you will only be promoted if you sleep with me.
Advantages of Diversity:
1.
2.
3.
4.
5.
- creativity
- performance
- employee / customer benefits
- innovation
- divergent thinking
Disadvantages of Diversity:
- Conflicts
- Dysfunction
- Lower group cohesion
Promoting Diversity:
Culture + Strategy
Organizations should have a mission statement and values that support inclusion.
There should be diversity / inclusion metrics and objectives
Promoting Diversity:
Benefits and Policies
HR strategy should consider each person individually and offer a wide variety of work opportunities and benefits to promote inclusion and diversity.
Examples of benefits the promote diversity and inclusion
1.
2.
3.
4.
- Cafeteria style benefits
- Flexible or alternative work benefits
- Flex time (for parents)
4.Work sharing
Inclusion is voluntary and is designed to
ensure employees feel they belong
Diversity is voluntary, and is controlled by
organizational policy designed to get a diverse group of workers who work well and better serve a more diverse customer base.
EEO is federal and state law that is
narrow, with specific requirements and prohibitions
Affirmative Action is voluntary unless court ordered and broadly defines situations in which actions should be taken to
balance a workforce with its surroundings.
Promoting Diversity: Selection and Recruitment
1
2
3
4
5
6
7
- watch for bias
- set diversity goals
3.standardize interviews - control for likability
- valid predictors
6.blind resume review - re-work job descriptions
Strategic workforce planning is a process where you
identify workforce needs and make a plan for hiring or firing based on organizational needs
Internal Analysis
1
2
3
- Organizational structure
- Organizational Culture
- Employer Branding
External Analysis
1
2
3
4
- Labor Market Trends
- Workforce Regulations
- Employment trends
- Employment competition
Job Analysis:
A systematic analysis of jobs within an organization, work performed and working conditions
2 Outcomes of Job Analysis:
Job description and Job specification
Job description:
1
2
- Job tasks, responsibilities working conditions
- Tools, materials, and equipment used
Job Specification:
1
2
- Listing of KSAO needed to do the job
- Specifying WHO would be effective
Competency Modeling :
1.
2.
3.
4.
1.How or why does one do the job (values or purpose of the org.)
2. Top down in process- start with the why to find the who
3. Bundles of KSAO
4. Applies across multiple job titles
Task-Based Analysis :
1.
2.
3.
4.
- What does one do in the job
- Bottom-up process
- Link to specific KSAO
- Needed for a job description
Competency modeling is combined with task-based analysis when preforming a work analysis. The different between the two is that
task-based analysis decides what the person will be doing while competency modeling determines who is the best fit to do the job
What are the five common job analysis methods?
- Questionnaire
- Observation
- Diaries
- Interview
- Subject matter expert
Job Analysis methods:
Questionnaire
asking questions to identify the functions that are a part of
a particular job using a survey
Job Analysis methods:
Observation
shadowing workers and logging tasks that are performed
over a period of time
Job Analysis Methods:
Diaries
using workers’ work logs or diaries
Job Analysis
methods: Interview
asking questions verbally to incumbents
Job Analysis methods:
Subject Matter Expert (SME)
technical conference method, using SME
panels, chosen for their knowledge of a set of jobs
HR Forecasting uses 2 methods in workforce planning :
Quantitative and Qualitative
Forecasting:
The quantitative method utilizes mathematics to
forecast future events based on historical data
the three types of quantitative methods are:
Trend analysis
ratio analysis
regression analysis
HR forecasting
trend analysis:
the process of reviewing historical items such as revenues and relating changes in those items to some business factor to form a predictive chart.
HR forecasting
Ratio analysis:
the process of reviewing historical data and calculating specific proportions between a business factor (such as production) and the number of employees needed
HR forecasting
Regression analysis:
a statistical technique that identifies the relationship between a series of variable data points for use in forecasting future variables
This is an example of what
Trend Analysis-
you may need to hire 230 workers to achieve 10,000 in sales
how to perform a ratio analysis on this data
o Average production/worker is around 301, if we expect to make 20.2 in 2021 we divide that by the average production per worker to get the number of workers needed to achieve that sales
This is an example of
HR forecasting regression analysis
How to calculate absenteeism?
number of people absent / # workers
how to caluclate turn over
number people leaving / # of workers
7 options for labor surplus
●Downsizing and layoffs
● Pay Reduction
● Work sharing
● Natural attrition
● Hiring freeze
● Retraining and transfers
● Early retirement
7 options for labor shortage
● Overtime
● Temporary or contract employees
● Retrain employees
● Outsourcing
● Turnover reduction
● Hire new employees
● Technological innovation
What are the five methods available for evaluating the recruiting process
- Yield Ratio
- Cost per Hire
- Time to Hire
- New Hire Turnover
- New Hire Performance
Yield Ratio
qualified applicants / # total applicants
Cost per hire
total costs / # applicants hired
Time to hire
Time from when the position was open to when the position is filled
new hire turnover
Number recruits leaving / total number of new hires (usually within 3-6 months)
New hire performance
(average performance - new hire performance)/ average performance = % above or below average
Recruitment Step 1:
The target candidate pool are applicants who are ________________________________.
list 2 considerations
qualified and likely to accept the job
-Consider geography
-Consider ‘creative’ ideas (e.g., partial
retirement & part-time position)
Recruitment Step 1:
Job specifications drive the process. List 2 important considerations
-consider the difference between ‘qualified (minimum)’
and ‘preferred’ (don’t exclude qualified candidates who do not match everything you prefer)
-Stick to KSAOs as driver
Recruitment Step 1:
Tools and techniques
What are 3 tools are techniques for getting the right applicants
- Use infographics
- Use social media- mention things about the company that make it worth working for (perks, 100 best places to work)
- Use creative advertisement (videos)
Recruitment
Step 1
Step 2
Step 3
- How we can attract the right people?
- What is the right message to recruit the right people?
- How can we connect messages with people?
Recruitment Step 2: How we can attract the right people?
Consider what messaging your applicants are receiving from your company about the job. Where are they getting this information?
Realistic Job Preview
a review of all the tasks and requirements of the job both good and bad.
Recruitment Step 2: How we can attract the right people?
Consider what messaging your applicants are receiving from your company about diversity and inclusion. What are 4 ways that you can do this?
- Think like an applicant
- Review the website- are the mission and brand clear?3. What is the genuine core message?
- Are you linking candidate values and priorities with the job?
Recruitment Step 3: How can we connect messages with people?
External
social media
college campuses
job boards
head hunters
Recruitment Step 3: How can we connect messages with people?
Internal recruiting
Employee referrals
promotions
A SWOT analysis is a framework for identifying and analyzing an organizations:
Strengths
Weaknesses
Opportunities
Threats
When developing HR strategy, it is important to consider the internal environment
1. T__________________t
2. L__________________p
3. C__________________r
4. D___a & A________cs
5. R______ & D______
8. S__________________r
7. P_____ts & S_____e
8. P_________________s
9. T__________________y
Talent
Leadership
Culture
Data & Analytics
R&D
Structure
Products and services
Processes
Technology
When developing HR strategy, it is important to consider the intern external environment
1. G__________________t
2. E__________________y
3. T__________________y
4. S__________________y
5. C__________________s
6. S__________________s
7. L_______r F________E
8. S__________________s
9. C_________________n
Government
Economy
Technology
Society
Customers
Shareholders
Labor force
Suppliers
Competition
Business Strategy utilizes an analysis of the __________ and _____________ environment to inform ways of creating sustainable ___________________ _____________________.
Strategy: utilizes an analysis of the internal and external environment to inform ways of creating sustainable competitive advantage.
Strategy is captured in the
1
2
3
vision
mission statement
objectives
Vision
What the organization expect to become at a particular point in the future
Mission Statement
a statement laying out expectations of what the organization is going to do to become the organization that was envisioned.
Cost leadership Focuses on
lowering cost of goods and services
Walmart
McDonalds
Cost leadership implications for HRM
1
2
3
- Maximize employee efficiency and effectiveness
- Highly specialized jobs
- Requires employees to repeat the same task
Differentiation focuses on creating an impression of difference in the minds of consumers
an impression of difference in the minds of consumers
Apple
Tesla
Differentiation Implications for HRM
1
2
3
- Maximize employee flexibility and adaptability
- Cross-functional teams
- Innovate and try new processes in uncertain environments
Example of focus or Niche
Pepsi or coke
Identify the 3 major components of organizational structure.
Complexity
Formalization
Centralization
3 major components of organizational structure.
Complexity is the degree to which three types of differentiation exist within an organization
1
2
3
Horizontal
Vertical
Spatial
Complexity is the degree to which three types of differentiation exist within an organization
Horizontal:
How many different departments
Complexity is the degree to which three types of differentiation exist within an organization
Vertical:
How many layers are there from the top to the bottom
Complexity is the degree to which three types of differentiation exist within an organization
Spatial
deal with the physical space between parts of an organization
3 major components of organizational structure
Formalization
The degree to which jobs are standardized within an organization
3 major components of organizational structure
The degree to which decision-making is centralized
Company culture:
Levels of culture
1
2
3
- Behavior
- Values / beliefs
- Assumptions
Company culture:
Cultural Artifacts
H_____o
S_______y
S________n
C__________y
S___________l
Heros: Steve Jobs
Stories: Toms shoes
Slogans : Im Lovin it
Ceremonies: Bike trip with CEO
Symbols: Mary Kay Pink Car
Strategic Management Process Model:
The success of the strategic management process depends largely on the extent to which the HRM function is involved. The mission, goals, and strategic choice, along with an external and internal analysis, encompass the strategy formulation that precedes strategy implementation. HR needs shape the HR practices based on HR capabilities and actions that ultimately determine the firm’s performance.
HRMS are database management systems that manipulate data that influence organizational performance . They track
1
2
3
4
5
- Attendance and leave tracking
- Job pay and history
- Job descriptions
- Appraisal scores and review date tracking
- Benefits enrollment and tracking
HR analytics: the process of accessing and analyzing data to gain insight into _______________________.
trends or patterns within an organization
Identify how HR can impact the company’s bottom line and stakeholders and how HR can evaluate the impact.
o Review the Patagonia case
For the past 5 years turnover among Patagonia employees who use its childcare program is 25% lower than its overall workforce.
Strategic management has two distinct phases:
Strategy formulation: Strategy implementation:
Strategy implementation:
The organization follows through on the strategy that has been chosen. This includes structuring the organization, allocating resources, ensuring that the firm has skilled employees in place, and developing reward systems that align employee behavior with the strategic goals. This process entails a constant cycling of information and decision-making.
Strategy formulation
Strategic planning groups decide on a strategic direction by defining the company’s mission and goals, its external opportunities and threats, and its internal strengths and weaknesses.
- Identify the HRM’s four critical dependent variables that managers must control
HR Management 4 critical dependent variables:
Productivity
Absenteeism
turnover
engagement
I’m fed up with management continuing to lay off employees and expecting the rest of us to do their work to maintain production quotas
Productivity
Most of us don’t really like management, so we only do enough work to stay out of any trouble with the boss
engagement
I got tired of the poor management, so I left for a better job
Turnover
Of course I take all my sick days, if I don’t I’ll lose them.
Absenteeism
4 major HRM skills
Technical
Interpersonal
Conceptual
business
4 major HRM skills:
Technical
The ability to use methods and techniques to perform a task
4 major HRM skills:
Conceptual
the ability to evaluate a situation, identify alternatives and make a decision
4 major HRM skills:
Interpersonal
the ability to understand, communicate, and work well by developing effective relationships
4 major HRM skills:
business skills
analytical and quantitative skills
What is evidenced based HR
Making decisions based on conscientious, explicit, judicious use of best available evidence from multiple sources.
What are the 6 steps to evidenced based HR
- Ask: turn the problem into an answerable question
- Acquire: search for evidence
- Appraise: judge evidence
- Aggregate: pull together evidence from other sources
- Apply: incorporate evidence into decision making
- Asses: evaluate the outcome of the decision
