Chapter 9 Flashcards by Katie McKenna

Consists of the activities managers perform to plan for, attract, develop, and retain an effective workforce.

Human Resource Management

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Purpose of the strategic human resource process

To get the optimal work performance that will help the company’s mission and goals

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Three concepts important in this view of human resource management:

(1) Human Capital
(2) Knowledge Workers
(3) Social Capital

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The economic or productive potential of employee knowledge, experience and actions

Human Capital

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Someone whose occupation is principally concerned with generating or interpreting information, as opposed to manual labor

Knowledge Worker

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The economic or productive potential of strong, trusting, and cooperative relationships

Social Capital

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Consists of developing a systematic, comprehensive strategy for (a) understanding current employee needs and (b) predicting future employee needs

Strategic Human Resource Planning

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To understand the present, you must first do a __________ and from that write a __________ and a ________.

(1) Job Analysis
(2) Job Description
(3) Job Specification

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Determine, by observation and analysis, the basic elements of a job.

Job Analysis

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Summarizes what the holder of the job does and how and why he or she does it

Job Description

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Describes the minimum qualifications a person must have to perform the job successfully

Job Specification

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Predicting future employee needs means to become knowledgeable about the ________________ and ___________.

(1) Staffing the organization might need

(2) The likely sources for that staffing

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A report listing your organization’s employees by name, education, training, languages, and other important information.

Human Resource Inventory

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The process of locating and attracting qualified applicants for jobs open in the organization.

Recruiting

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People already employed by the organization aware of job openings

Internal Recruiting

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Most vacant positions in organizations are filled through internal recruitment, mainly through:

(1) Job postings
(2) Placing information about job vacancies and qualifications on bulletin boards
(3) Newsletters
(4) Organization Intranet

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Attracting job applicants from outside the organization

External Recruiting

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Internal Recruiting Advantages

(1) Employees tend to be inspired to greater effort and loyalty
(2) The whole process of advertising, interviewing, and so on is cheaper
(3) There are fewer risks

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Internal Recruiting Disadvantages

(1) Restricts the competition for positions and limits the pool of fresh talent and fresh viewpoints
(2) Encourage employees to assume longevity and seniority will automatically result in promotion
(3) Whenever a job is filled, it creates a vacancy elsewhere in the organization

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External Recruiting Advantages

(1) Applicants may have specialized knowledge and experience
(2) Applicants may have fresh viewpoints

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External Recruiting Disadvantages

(1) The recruitment process is more expensive and takes longer
(2) The risks are higher because the persons hired are less well known

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Gives a candidate a picture of both positive and negative features of the job and the organization before he or she is hired.

Realistic Job Preview

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The screening of job applicants to hire the best candidate

Selection Process

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Types of selection tools:

(1) Background Information
(2) Interviews
(3) Employment tests

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True or False: People serving as references can answer any and all questions, including about protected information and can say anything else they want to, hiring companies are still bound to use only legally allowed criteria for making employment decisions.

True

Most commonly used employee selection technique takes three forms:

(1) Unstructured interviews | (2) Two types of structed interviews

Involves asking probing questions to find out what the applicant is like

Unstructured Interview

Involves asking each applicant the same questions and comparing their responses to a standardized set of answers

Structured Interview

One type of structured interview where the interviewer focuses on hypothetical situations

Situational Interview

One type of structured interview where the interviewer explores what applicants have actually done in the past

Behavioral Description Interview

Legally considered to consist of any procedure used in the employment selection decision process, even application forms, interviews and educational requirements

Employment Tests

Measures physical abilities, strength and stamina, mechanical ability, mental abilities, and clerical abilities.

Ability Tests

Measure performance on actual job tasks

Performance Tests

Management candidates participate in activities for a few days while being assessed by evaluators

Assessment Center

Measure such personality traits as emotional intelligence, social intelligence, resilience, personal adaptability, and need for achievement

Personality Tests

Assess attitudes and experiences related to a person's honesty, dependability, trustworthiness, reliability, and pro social behavior

Integrity Tests

True or False: Drug Tests can be administered selectively.

False

The degree to which a test measures the same thing consistently

Reliability

The test measures what its suppose to measure and is free of bias

Validity

Compensation has three parts...

(1) Wage of salaries (2) Incentives (3) Benefits

Consists of the basic wage or salary paid employees in exchange for doing their jobs

Base Pay

Commissions, bonuses, profit sharing plans and stock options are all examples of _____.

Incentives

Additional nonmonetary forms of compensation

Benefits

Gives employees legal right to examine letters of reference concerning them

Privacy Act

Requires employers to verify the eligibility for employment of all their new hires

Immigration Reform and Control Act

Prohibits employers from demoting or firing employees who raise accusations of fraud to a federal agency

Sarbanes Oxley Act

Sets rules for managing pension plans

Employee Retirement Income Security

Requires employers to provide 12 weeks of unpaid leave for medical and family reasons

Family and Medical Leave Act

Allows employees to switch health insurance plans when changing jobs and receive new coverage regardless of preexisting health conditions

Health Insurance Portability and Accountability Act (HIPPA)

Increased federal minimum wage

Fair Minimum Wage Act

Establishes minimum health and safety standards in organizations

Occupational Safety and Health Act (OSHA)

Requires an extension of health insurance benefits after termination

Consolidated Omnibus Budget Reconciliation Act (CORBA)

Employers with more than 50 employees must provide health insurance

Patient Protection and Affordable Care Act

Requires men and women be paid equally for performing equal work

Equal Pay Act

Prohibits discrimination on basis of race, color, religion, national origin, etc.

Civil Rights Act

Prohibits discrimination in employees over 40

Age Discrimination in Employment Act ( ADEA)

Prohibits discrimination against essentially qualified employees with physical or mental disabilities or chronic illness

Americans with Disabilities Act (ADA)

Amends and clarifies laws of discrimination

Civil Rights Act

Enforces procedures whereby employees may vote to have union and for collective bargaining

National Labor Relations Board (NLRB)

Consists of negotiations between management and employees about disputes over compensation, benefits, working conditions, and job security

Collective Bargaining

Established minimum living standards for workers engaged in interstate commerce, including provision of a federal minimum wage

Fair Labor Standards Act

Whose job is to enforce antidiscrimination and other employment related laws

Equal Employment Opportunity Commission (EEOC)

Occurs when employment decisions about people are made for reasons not relevant to the job

Workplace discrimination

Occurs when an organization uses an employment practice or procedure that results in unfavorable outcomes to a protected class over another group of people

Adverse Impact

Results when employees from protected groups are intentionally treated differently

Disparate Treatment

Focuses on achieving equality of opportunity within an organization

Affirmative Action

Consists of unwanted sexual attention that creates an adverse work environment

Sexual Harassments

Person to whom the unwanted sexual attention is directed is put in the position of jeopardizing being hired for a job or obtaining job benefits or opportunities unless he or she implicitly or explicitly acquiesces

Quid Pro Harassment

The person being sexually harassed doesn't risk economic harm but experiences an offensive or intimidating work environment

Hostile Environment

Repeated mistreatment of one or more persons by one or more perpetrators: it is abusive physical, psychological, verbal, or nonverbal behavior that is threating, humiliating or intimidating

Bullying

Organizations of employees formed to protect and advance their members interests by bargaining with management over job related issues

Labor Union

The part of the labor - management agreement that states that employees who receive union benefits must join the union, or at least pay dues to it

Union Security Clause

Four Basic Kinds of Workplaces:

(1) Closed (2) Union (3) Agency (4) Open

Illegal; Employer may hire only workers for a job who are already in the union

Closed Shop

Workers aren't required to be union members when hired for a job but must join the union within a specified time

Union Shop

Workers must pay equivalent of union dues but aren't required to join the union

Agency Shop

Workers may choose to join or not join a union

Open Shop

Statues that prohibit employees from being required to join a union as a condition of employment

Right to Work Laws

New employees are paid less or receive lesser benefits than veteran employees have

Two tier wage contracts

During the period of the contract ties future wage increases to increases in the cost of living

Cost of Living Adjustments (COLA) Clause

The union agrees to give up previous wage or benefit gains in return for something else

Givebacks

Conflicts can be resolved through:

(1) Grievance Procedures (2) Mediation (3) Arbitration

A complaint by an employee that management has violated the terms of the labor - management agreement

Grievance

Process in which a natural third party, listens to both sides in a dispute, makes suggestions and encourages them to agree on a solution

Mediation

Process in which a neutral third party listens to both parties in a dispute and makes a decision that the parties have agreed will be binding on them.

Arbitration

Chapter 9 Flashcards

(85 cards)