Chapter 9 Flashcards
(41 cards)
Functions of HR AT participates in:
- recruiting
- interviewing
- hiring personnel
- performance eval/appraisal
Equal Employment Opportunity Commission (EEOC)
Federal agency responsible for enforcing federal anti-discrimination laws in employment
Content specific to:
- job postings
- questions asked during interviews
- employee testing procedures
- other pertinent areas
Bona Fide Occupational Qualification (BFOQ)
Allows for specific circumstances where large portions of the population are excluded from the hiring process (i.e. foreign language requirement)
Sexual Harassment
Harassment that:
- has a sexual overtones
- includes unwelcome sexual advances
- requests for sexual favors
- other verbal or physical conduct of a sexual nature
2 Types:
1. Quid pro quo
2. Hostile work environment
Quid pro quo
“this for that”
- employment/pay/benefits are dependent on sexual favors
- employer follows through on threat
Hostile Work Environment
- employee is regularly exposed to the offensive sexual environment, making work duties difficult
- created through any offensive materials (not only sexually oriented materials)
- conduct must be:
1. repeated sexual behavior that pervades the workplace
2. offensive to a reasonable person
3. offensive to the recipient
Bantering
workplace joking/comments directed towards one or more protected group
(can lead to a hostile work environment)
Bullying
Persistent use of offensive conduct that gradually undermines self-esteem and confidence
(can lead to decreased productivity and physical/psychological consequences)
Employee Life Cycle
- Hiring process
- Preboarding
- Onboarding
- Performing
- Offboarding
Hiring Process
(Job application to offer accepted)
- creation of job description
- advertising
- interviewing
- extending offer
Preboarding
(offer accepted to first day)
- paperwork completion
- background check
- physical
- drug screen
Onboarding
(first day to 3 or 6 months)
- general orientation
- tours
- meeting key people
- assigning mentor
- check-ins 30, 60, 90 days in
Performing
(from the 3-6 month mark to termination)
- employee makes contribution
- roles can change during this phase (promotion)
Offboarding
(termination to 2-4 weeks after last day)
- 2 weeks notice if resigning
- help train new employee
Recruitment
planned process that follows labor laws
Job Description
- provides a means to evaluate candidates based on position needs (key qualifications & required vs preferred skills)
- improves position retention
Workforce Demographic Categories
- generational trends (i.e. gen-x)
- minority/gender trends (i.e. increase in minorities and women in the workplace)
- information technology trends (i.e. virtual office)
- Employee classification trends (i.e. temporary)
Employee Classifications
- full-time
- regular part-time
- per diem
- temporary
- contingent
Full-Time Employment
- work full weeks (eligible for benefits)
- company must withhold taxes
Regular Part-Time Employment
- sub-40 hour weeks with regular schedule
- set tasks
- set location of work
- benefits often same as full time
Per diem Employment
- work when the company needs them
- irregular work schedule
- typically no benefits
Temporary Employment
contracted to organization by outside party or are an independent contractor
Contingent Employment
work for multiple agencies in a given year
Messmer’s 4 Tasks of the Interviewing Process:
- Obtain info about candidates background, work experience, and skill level; confirm info on resume and/or previous interviews
- get a general sense of the candidates overall intelligence, aptitude, enthusiasm, and attitudes; along with how these qualities match up to job requirements
- better sense of candidates basic personality traits and motivation for the job
- estimate the candidates ability to assimilate into the organizations work environment/culture
