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Human Resource Management - Wayne Mondy

Employer Branding

The firm's corporate image or culture created to attract and retain desirable employees.

Human Resource Management

The utilization of individuales to achieve organizational objectives.

SWOT analysis

a planning tool used to analyze an organization's strengths, weaknesses, opportunities, and threats


process through which an organization ensures that it always has the proper number of employees with the appropriate skills in the right jobs at the right time.

Staffing involves :

Job analysis, HR Planning, recruitment, Selection

Eleven external Factors that affect a firms resources

Legal considerations, labor market, society, political parties, unions, shareholders, competition, customers, technology, economy, unanticipated events

Internal factors that affect a firms resources

operations, marketing, finance, other functional areas

The five forces that shape industry competition are:

Threat of new entrants.
Bargaining power of buyers.
Threat of Substitute Products or services.
Bargaining power of suppliers.
Rivalry of Existing Competitors


The process of choosing from a group of applicants, the individual best suited for a particular posistion.

Human Resource Outsourcing - (HRO)

Process of hiring external H.R. professionals to do the HR work that was previously done internally.

HR outsourcing is done in three ways

discrete services - one element of a business process or a single set of high-volume repetitive functions are outsourced.
Multiprocess Services- the complete outsourcing of one or more HR process such as training.
Business process outsourcing (BPO) - The transfer of the majority of HR services to a third party

The five functional areas associated with HRM are:

Staffing, Human Resource Development, Compensation, Safety and Health, Employee/Labor Relations

All HRM functions are

highly interrelated. Decisions made in one area will affect other areas.


Activities designed to provide learners with the knowledge and skills needed for their present jobs or developing skills for broader responsiblilities.

Human Resource Classifications consist of

Executives, Gereralist, specialists


a Top-level manager who reports directly to a CEO or head of a major division.


A person who may be an executive and performs tasks in a variety of H.R. related areas.


An individual who may be a HR executive, HR manager, or a non manager who is typically concerned with only one of the five function areas of H.R. mangement.

external environment

Factors outside an organizations boundaries that affect a firms human resources makeup.

Internal Environment

the controllable elements inside an organization, including its people, facilities, and how it does things that influence the operations of the organization


Discipline dealing with what is good and bad, or right and wrong, or with moral duty and obligation.

Bernard Madoff

In 2009, pleaded guilty to 11 criminal counts in relation to a Ponzi scheme. The madoff Ponzi scheme was surely the largest in history to date. Started in the 1990s and defrauded thousands of investors of a record $65 billion. JP Morgan Chase, who managed the fund may have profited through interest and fees to the tune of $1 Billion.

R. Allen Stanford

a former prominent Texas financier and sponsor of professional sports who is serving a 110-year prison sentence, having been convicted of charges that his investment company was a massive Ponzi scheme and fraud.


American company who's ceo believes that it was strategic for long term growth and success to keep good employees. His own salary is less then 800k and sets the culture of the company which filters down to employees and customers.

Type 1 ethics

strength of the relationship between what an individual or an organization believes to be moral and correct & what available sources of guidance suggest is morally correct

type 2 ethics

strength of the relationship between what one believes & how one behaves.

Triple Bottom Line

an approach to sustainability that advocates consideration of economic, environmental, and social factors in decisions about business, the economy, the environment, and development

Minimum Standard of Ethical Behavior

is set by the law by prohibiting acts that can be especially harmful to others. If a certain behavior is illegal, most people consider it unethical.

Linking pay to ethical behavior

is only done in about one in six companies.

Corporate Social Responsibility

the implied, enforced, or felt obigation of managers, acting in thier offical capacity, to serve or protect the interest of groups other than themselves. Corporations behave as if it has a conscience, how as a whole they behave toward society.

sarbanes- Oxley Act

Known as Corpaorte and A;uditing Accountability, Responsibility, and Transparencey Act of 2002. It criinalized many corporate acts that were previously relegated to various regulatory structures. Protects employees from retailiation from whistle blowing, prohibits loans to exectutives and directors, requires publicly traded companies to disclose if they have adopted a code of ethics for senior officers.

Procurement Integrity Act of 1988

prohibits the release of source selection and contractor bid or proposal information. Former employees in certain positions on a procurement action or contract in exess of 10 million is barred from reciveing compensation as employee or consultant from that contractor for one year.

Social Contract

the set of written and unwritten rules and assumptions about acceptable inter-relationships among the various elements of society. Includes relationships with indviduals, government, other orgainizations, and society in general.

Orgaizational stakeholder

an individual or group whose intersts are affected by orgainizationa activities. Examples can include employees, charitable orgainizaitons, neighbors, customers, competitors, governement, area businesses, suppliers.

US Labor Force

projected to reach 194.8 million in 2050. .

Prime Age Workers

Consists of workers ages 25 to 54 years old. Has the strongest ties to the labor market. Will reach 124.4 million in 2050.

Whie, Non-Hispanic workers

percentage is expected to decrease from 70 percent to 51.4 percent in 2050. In addition, baby-boomers retirements will further lower the workforce.

African American Workers

projected to reach 20.7 million in 2020 and 26.8 million in 2050. Nearly 14 percent of total workforce.

Asian Workers

expected to grow at 2 percent anually, reaching 16.1 million in 2050.
8.3 percent of total workforce.

Hispanic Workers

expected to reach 47.3 million in 2050.
24.3 percent of total workforce.

Workforce percentage breakdown in 2050

51.4 percent - white, non hispanic
24.3 percent- hispanic
14 percent- african american
8.3 percent- asian


refers to any percieved difference among people: age, race, religion, functional specialty, profession, secual orientation, geographic origin, lifestyle, tenure or position with organization, any other percieved difference.

Diversity is

more than equal employment and affirmative action.
constantly changing and expanding.
Aimed to create workforces that mirror the populations and customers that organizations serve.

Median Age of the Labor force

is defined as that age in which half the population is older and half is younger. expected to be age 42 in year 2020.

Diversity Management

ensuring that factors are in place to provide for and encourage the continued development of a diverse workforce by melding actual and perceived differences among workers to achieve maximum productivity.
Is about pursuing an inclusive culture in which newcomers feel welcome and everyone sees the value of thier job.

Dual Career Couples

families in which both husband and wife have jobs and family responsibilites.

Employer de-skilling

process of making it possible for lower-skilled workers to be able to perform a particular job such as Mcdonald putting pictures on their cash register keys.

Equal Pay Act

Requires men & women to be paid the same amount for doing the same jobs; exceptions are permitted for seniority & merit pay, systems which measures earning by quantity or quality of production, and any other factor other than sex.

Lilly Ledbetter Fair Pay Act

Creates a rolling time frame for filing wage discrimination claims; retains the 180/300 day time frame outlined in the Title VII but allows the clock to renew each time employees receive compensation that is based on discriminatory decision by the employer.

Fair Labor Standards Act

June 25, 1938- United States federal law that applies to employees engaged in and producing goods for interstate commerce. The FLSA established a national minimum wage, guaranteed time and a half for overtime in certain jobs, and prohibited most employment of minors in "oppressive child labor," a term defined in the statute. The FLSA is administered by the Wage & Hour Division of the United States Department of Labor.

Americans with Disabilities act

Passed by Congress in 1991, this act banned discrimination against the disabled in employment and mandated easy access to all public and commercial buildings.

Age discrimination in employment Act

A federal act passed in 1967 making it illegal for employers with 20 or more employees working at least 20 weeks a year to discriminate against workers aged 40 years or older.
Act that prohibits discrimination in employment for persons age 40 and over except where age is a bona fide occupational qualification

Rehabilitation Act

prohibits discrimination based on physical and mental disabilities; requires employers to make reasonable accommodation unless there is undue hardship; applies to fed. gov. or fed. contractorsw/contracts over $10K; requires affirmative action

Pregnancy Discrimination Act

amended Title VII to prohibit discrimination on the basis of pregnancy, childbirth, or related conditions, under the act, an employer may not fire, refuse to hire, or fail to promote a woman because she is pregnant. An employer must also treat pregnancy as any other temporary disability.

Immigration Reform and Control Act

Act that prohibits discrimination against job applicants on the basis of national origin or citizenship; establishes penalties for hiring illegal aliens and requires employers to establish each employee's identity and eligibility to work.

Illegal Immigration reform and immigrant responsibility act (IIRIRA)

This act states that if an immigrant has been unlawfully present in the United States for 180 days but less than 365 days he or she must remain outside the United States for three years unless the person obtains a pardon. If the person has been in the United States for 365 days or more, he or she must stay outside the United States for ten years unless he or she obtains a pardon. If the person returns to the United States without the pardon, the person cannot apply for a waiver for a period of ten years. This is the permanent bar. Streamlined removal

Title VII, Civil Rights act of 1964

A cornerstone of our protection against discrimination in employment; amended in 1972 and 1991. Prohibits discrimination on the basis of race, color, national origin, religion, and gender. Intent is to ensure all citizens the right to gain and keep employment based only on the ability to do the job and performance once on the job.

Civil Rights Act of 1991

Act that expands the possible damage awards available to victims of intentional discrimination to include compensatory and punitive damages; gives plaintiffs in cases of alleged intentional discrimination the right to a jury trial, and places the burden of proof on employers.

Glass ceiling

an unofficial, invisible barrier that prevents women and minorities from advancing in businesses dominated by white men

Uniformed Services Employment and Reemployment Rights Act

Userra- provides protection to reservists and National guard members, in which workers are entitled to return to their civilian employment after completing their military service in the same job position or a position that he or she would have attained with reasonable certainity if not for the absence to serve in the military. This is known as the escalator principle, ensures worker is not penalized for time spent on active duty, up to five years.

University of California Regents v. Bakke

1978, Bakke was not accepted to the University of California because of an affirmative action program that accepted minorities for the reserved spots although Bakkes test scores and GPA were higher than any of the minorities. *First Major constitutional test of affirmative action

Meritor Savings Bank v. Vinson

Mechelle Vinson was fired from bank job. She claimed her supervisor coerced her to have sex and made demands for sexual favors. He created 'hostile work environment' and therefore violated Title VII. Supreme Court agreed and said sexual harassment violates Title VII regardless if quid pro quo or hostile environment

Adverse Impact

- occurs when a procedure used as a basis for employment decisions results in substantially different selection, placement, or promortion rate for members of a subgroup
- 80% (4/5ths) Rule - determines this

Disparate Treatment

occurs when protected classes are intentionally treated differently from other employees or are evaluated by different standards

Caregiver Discrimination

discrimination against employees based in their obligations to care for family members

Executive Order

a rule or regulation issued by the president that has the effect and formal status of legislation


Having a smaller proportion of women or minorities than is indicated by their availabilities

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