Midterm Flashcards
Human Resource Management
consists of an organization’s “people practices”- The policies, practices, and systems that influence employees’ behavior, attitudes and performance.
SHRM
The worlds largest human recource management association, with more than 250,000 professionals the student members throughout the world.
• They provide education and information services, conferences and seminars, government and media representation.
HRM Responsiblies broken down into 3 Parts
Administration services and transactions:
a. Hiring employees, answering questions about benefits, etc.
Business Partner Services:
a. Making HR systems to attract, keep, and develop people with the skills needed
b. Must understand the business to know what it needs
Strategic Partner:
a. Contributing HR strategies to help give the org a competitive advantage
b. Must understand the business, industry, and its competitors
5 Fundamental HRM issues
- Right of free consent
- Right of privacy
- Right of freedom of conscience
- Right of freedom of speech
- Right to due process
Standards for Identifying Ethical Practices
- HRM practices must result in the greatest good for the largest number of people
- Employment practices must respect human rights of privacy, due process, consent, and free speech
- Managers must treat employees and customers equitably and fairly
Credible Activist
- Delivers results with integrity
- Shares information
- Builds trust relationships
- Influences others, providing candid observations, taking appropriate risks
Cultural Steward
- Facilitates change
- Develops and values the culture
- Helps employees navigate the culture (finding the meaning in their work, manage work/life balance, encourage innovation)
Talent Manager/Organizational designer
- Develops talent
- Designs rewards system
- Shapes organization
Strategic Architect
- Recognizes business trends and their impact on the business
- Applies evidence-based HR
- Develops people strategies that contribute to the business strategy
Business Ally
- Understands how the business makes money
* Understands language of business
Operational Executor
- Implements workplace policies
- Advances HR Technology
- Administers day-to-day work of managing people
Skills of HR
Creditable activist Cultural steward Talent manager/organizational designer Strategic architect Business ally Operational executor
Internal Labor Force
consists of the org’s workers; it’s employees and people who have contracts to work at the org
External Labor Force
Individuals who are actively seeking employment
Age Distribution of U.S. Labor Force
- From 2010 to 2020, the fastest growing age group is expected to be workers 55 and older
- The 25 to 44 age group increase slightly
- The 16 to 24 age group will decrease slightly
Challenges of the aging workforce
- Planning retirement
- Retraining older employees
- Motivating workers whose careers have plateaued
- Controlling rising cost of healthcare and other benefits
- Many of tomorrow’s managers will supervise employees much older than themselves
- Find ways to attract, retain, and prepare the youth labor force
Projected Racial/Ethnic Makeup of the U.S. Workforce
• 2020 Racial Category workforce is expected to be:
o 79% White
o 12% African American
o 9% Asian and other
• 2020 Ethnic category of Hispanics is expected to near 19%
Women are expected to make up 47% of the labor force
Knowledge Workers
Employees whose contribution to the organization is special knowledge such as knowledge of customers or knowledge of a process
Employee Empowerment
Giving employees responsibility and authority to make decisions regarding all aspects of product development or customer service.
Teamwork
The assignment of work to groups of employees with various skills who interact to assemble a product or provide a service.
Change in Employment Relationships: (Alternative work arrangements)
Flexible staffing levels
Flexible work schedules
Psychology contract
no stability
no commitment
Thirteenth amendment
abolished slavery
Fourteenth amendment
provides equal protection for all citizens and requires due process in state action
civil rights act 1866 and 1871
grant all citizens the right to make, perform, modify, and terminate contracts and enjoy all benefits, terms, and conditions of the contractual relationship
Equal pay act 1963
requires that men and women performing equal jobs receive equal pay
Covers employers engaged in interstate commerce
Title VII of CRA
forbids discrimination in employment against individuals 40 years or older
Covers:
Employers with 15 or more employees working 20 or more hours a week per year
Labor unions
Employment agencies
Rehabilitation act 1973
Requires affirmative action in the employment of individuals with disabilities
covers gov agencies, fed contractors and subcontractors with contracts greater than $2500
Pregnancy discrimination act of 1978
treats discrimination based on pregnancy-related conditions as illegal sex discrimination
Americans with disabilities act 1990
prohibits discrimination against individuals with disabilities
Executive order 11246
requires affirmative action in hiring women and minorities
Covers orgs doing $10,000 with the federal government
Executive order 11478
Requires the federal government to base all its employment decisions on merit and fitness
Covers orgs doing $10,000 with the federal government
Civil rights act 1991
prohibits discrimination (same as Title VII)
Uniformed Services employment and reemployment rights act of 1994
Requires rehiring of employees who are absent for military services, with training and accommodations as needed
Genetic Info Nondiscrimination act of 2008
prohibits discrimination because of genetic info
Covers employers with 15 or more employees
General Duty Clause
Each employer has a duty to furnish employees a safe work place free from hazards that could cause harm
Specific Duty Clauses
- Employers must keep records of work-related injuries and illnesses
- Employers must post an annual summary of these records from February 1 to April 30 in the following year
Disability
A physical or mental impairment that substantially limits one or more major life activities of such individual
Disparate Treatment
Differing treatment of individuals based on the individuals’ race, color, religion, sex, national origin, age, or disability
Disparate Impact
A condition in which employment practices are seemingly neutral yet disproportionately exclude a protected group from employment opportunities
Ex. Job has a test to test applicants on their ability to perform the job at hand and only women pass the test, this will still be discriminating against males
Job Analysis
The process of getting detailed info about jobs. Contains a job description and job specifications
Job description
a list of tasks, duties, and responsibilities (TDRs); what they need to get done. A good job description will start with verbs
Job specifications
a list of knowledge, skills, abilities and other characteristics (KSAOs) that an individual must have to perform a particular job
Importance of Job Analysis
Is has been called the building blocs of all HRM functions.
Almost every HRM program requires some type of info determined by job analysis
Job Design
the process of defining how work will be performed and what tasks will be required in a given jobs o Design for efficiency o Design for mental capacity o Design for motivation o Design for safety and health
Job Redesign
a similar process that involves changing an existing job design
To design jobs effectively, a person must thoroughly understand:
o The job itself
o It’s place in the units work flow
Designing jobs that motivate
Jobs Enrichment
o Empowering worker by adding more decisions, making authority to jobs
o Based on Herzberg’s theory of motivation
o Individuals are motivated more by the intrinsic aspect of work
Self-managing work teams o Having authority for an entire work process or segment: ♣ Schedule work ♣ Hire team members ♣ Resolve team performance problems
Skill Variety
The extent to which a job requires a variety of skills to carry out the task involved
Task Identity
the degree to which a job requires completing a “whole” piece of work from beginning to end
Task Significance
the extent to which the job has an important impact of the lives of other people
Autonomy
The degree to which the job allows an individual to make decisions about the way work will be carried out
Feedback
The extent to which a person receives clear information about performance effectiveness from the work itself
Alternative Work Schedule Options
Flextime
Job sharing
compressed workweek
Telework
the broad tern for doing ones work away from
Ergonomics
the study of the interface between individuals’ physiology and the characteristics of the physical work environment.
Designing Ergonomic Jobs
o The goal is to minimize physical strain on the worker by structuring the physical work environment around the way the human body works
o Redesign work to make it more worker-friendly can lead to increased efficiencies
