Midterm Flashcards
Diffused Responsibility
pros-best know HR-service needs; strategic clout
cons- lack of “best practice” awareness; line mgmt “distraction” from core responsibilities/stakeholders
Delegated Responsibility
pros- expert staff support
cons- often lack business savvy; limited strategic clout
Co-Sourced Responsibility
pros- greater efficiency & effectiveness in processing
cons- operational rather than strategic focus
Rewards administration (benefit plan enrollment), training registration & delivery, Applicant searches & processing, Employee Database management, Employee Communications
Transactional Tasks (Reassigned)
Facilitating change management, promoting knowledge management, enhancing strategic planning, aligning HR strategy
Transformational Tasks (Repositioned)
HR Functional Area: Repetitive, Don’t require exercise
Transactional
HR Functional Area: High-level, Challenging Issues, Major impactful choices, profound effects on overall organization’s health and well being and future.
Transformational
HR Outsourcing
Vendor Management - Discrete Activities
-Can be cheaper
HR Reengineering
Process Automation - Integrated/Activity Software, Self-Serve Technologies
HR Reengineering
Structural Realignment - Call Centers, Centers of Excellence
HR Repositioning
Revenue Generation - Brokering Technical, Expertise Brokering, HR Expertise
3 parts of Labor Intensive HRM
Paper Intensive
People Intensive
Time Intensive
3 parts of Technology-Intensive HRM
Self-Service Software
HR Activity Software
Interaction Software
3 Phases of Infusing IT in HR Services:
Phase I: Activity Software for HR Staff
Phase II: Interaction Software for Internal Customers
Phase III: Self-Service Software for Staff/Customers
Present and Forward looking into the future responsibility. Only consider job-related factors when making decisions to provide individuals with an equal opportunity to compete for job outcomes.
Equal Employment Opportunity
focuses on past discrimination and trying to neutralize it. Backwards and also forwards looking activity. Trying to identify people that have been in the past victims of discrimination, and that past continues to subject them to new discrimination over and over again.
Affirmative Action
allegation that the firm intentionally wanted to disadvantage plaintiffs because of their known membership in a protected group
disparate treatment
eliminates the needs to show that improper motives were behind the decision – what matters instead is the outcome itself
disparate impact
Least likely to be outsourced
transformational activities
promise to distribute a specific level of retirement income to plan members
defined benefit
promise to set aside monies to fund retirement benefit if certain conditions are met
defined contribution
Most likely to raise legal concerns about reverse discrimination
private firm voluntarily chooses to implement an affirmative action plan
Least likely to raise legal concerns about reverse discrimination
federal contractor voluntarily chooses to implement an affirmative action plan
(uncommon) the union must “prove” it has majority support to form union
voluntary recognition
government-issued bargaining order
mandated recognition
(mainstream way of unions) government supervised process
certification election
% of employees who are union members
Density
% of employees whose employment is governed by a union contract, whether they are a union member or not
Coverage
which role is the HRM function least dependent on cooperation from line management
adminstrative expert
which role is the HRM function most dependent on cooperation from line management
employee champion
what kind of HR activity is most likely to be outsourced
transactional
activities dealing with change or improvement
transformational
bargaining-strategy positions best conveys the range of issues and topics the parties will be addressing during the particular round of collective bargaining
union’s laundry list; management’s laundry list
bargaining-strategy position best conveys the prospect of successful negotiating an agreement during collective bargaining
union’s sticking point’ management’s sticking point
