HR part 1
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30 terms
Terms | Definitions |
|---|---|
 Human Resource Management | The set of organizational activities directed at attracting, developing, and maintaining an effective work force |
| Title VII of the Civil Rights Act of 1964 | Forbids discrimination in all areas of the employment relationship; employers are not required to seek out & hire minorities but they must treat fairly all who apply |
| Adverse Impact | occurs when minority group members pass a selection standard at a rate less than 80% of the rate of the majority group. |
| Equal Employment Opportunity Commission | Federal agency charged with enforcing title VII (Equal Employment Opportunity) as well as several other employment-related laws |
| Affirmative Action | The commitment of employers to proactively seek out, assist in developing, and hire employees from groups that are underrepresented in the organization |
| Executive Order 11246 | executive order that requires employers with federal contracts to develop affirmative action plans & engage in affirmative action in hiring veterans and the disabled |
| Pregnancy Discrimination Act | Specifically outlaws discrimination on the basis of pregnancy |
| Age Discrimination in Employment Act | prohibits employment discrimination against persons 40 years of age or older |
| Americans with Disabilities Act | forbids discrimination on the basis of disabilities and requires employers to provide reasonable accommodations for disabled employees |
| Civil Rights Act of 1991 | Amended the original Civil Rights Act, making it easier to bring discrimination lawsuits while also limiting punitive damages that can be awarded in those lawsuits |
| Fair Labor Standards Act | sets a minimum wage & requires overtime pay for work in excess of 40 hours/ week for non-exempt employees; salaried professional, executive, and administrative employees are exempt from the Act's minimum wage & overtime provisions |
| Equal Pay Act | Requires men & women to be paid the same amount for doing the same jobs; exceptions are permitted for seniority & merit pay |
| Employee Retirement Income Security Act | sets standards for pension plan management and provides federal insurance if pension plans go bankrupt |
| Family & Medical Leave Act | Grants family and temporary medical leave under certain circumstances. |
| National Labor Relations Act (Wagner Act) | Sets up procedures for employees to vote whether to have a union; if they vote for a union, management is required to bargain collectively with the union |
| National Labor Relations Board | the federal agency empowered to enforce provisions of the National Labor Relations Act |
| Labor Management Relations Act (Taft-Hartley Act) | Amended the NLRA to limit power of unions and increase management's rights during organizing campaigns; allows the US president to prevent or end a strike that endangers national security |
| Occupational Safety and Health Act | Requires that employers provide a place of employment that is free from hazards that may cause death or serious physical harm; they must obey the safety & health standards established by Occupational Safety & Health Administration (OSHA) |
| Temporary Workers | An increasing trend in organizations is to use more of these types of workers without the risk that the organization may have to eliminate their jobs |
| Dual-Career Families | Firms are increasingly having to make accommodations for these by: delaying transfers, offering employment to spouses, and providing more flexible work schedules and benefits packages |
| Job Analysis | a systematic analysis of jobs within an organization; documents what the job entails |
| Job Description | a listing of the job's duties; its working conditions, and the tools, materials, and equipment use to perform the job; generic description of job |
| Job Specification | a listing of the skills, abilities, and other credentials the incumbent jobholder will need to do the job |
| Replacement Chart | forecasting HR Demand & Supply (assessing if we really need people to fill this job); a list of managerial positions in the organization, the occupants, how long they will stay in the position, and who will replace them; example in class: Warren Buffet already knows his replacement |
| Recruiting Human Resources | the process of attracting qualified persons to apply for jobs that are open; example in class: Wesson got 1000 resumes for a position but only brought in 1 to interview b/c they were the only good fit. It's easier to find lower-level employees than higher-level employees |
| Internal Recruiting | Considering present employees as candidates for openings; promotion from within can help build morale and reduce turnover of high-quality employees; disadvantages of this: its "ripple-effect" of having to successively fill vacated positions |
| External Recruiting | Attracting persons from outside the organization; Realistic Job Preview (RJP) is considered a successful method to ensure person-job fit; examples of this: internships tell if there's a fit & socialization process shows what a typical day would be like for employee |
| Validation | the process of determining the extent to which a selection device is really predictive of future job performance. Whatever tool you use to select should be validated. |
| Predictive Validation | correlating previously collected test scores of employees with the employees' actual job performance; example: if scored 100 on test=good performer, 75 on test= moderate performer, 50 or below=bad performer (test predicts job performance) |
| Content Validation | the use of logic & job analysis to determine that selection techniques measure the exact skills needed for job performance; used to establish the job relatedness of a selection device |
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