Human Resource Management

Civil Rights Act, Title VII
The Civil RIghts Act, Title VII gives individuals protection on the basis of race, color, religions, sex, and national origin. Also, it gies protection to the disabled veterans, and individuals over age 40. In addition, state laws may supplement this and include categories such as marital status.
The Equal Opportunity Act of 1973 (EEOA)
THe EEOA is an important amendment to the Vicil RIghts Act of 1964, as it granted EEOC enforcement powers to police the provisions to the act.
Drug Free Workplace Act
Requires specific government related groups to ensure that their work place is drug free.
Employee Training
Present oriented training that focuses on individuals current jobs.
Employee Development
Future oriented training that focuses, on employee growth.
American w/Disabilities Act (ADA).
American with Disabilities Act of 1990 - This act extends employment protection to most forms of disability status.
Fair Credit Reporting Act
Requires an organization to notify job candidates of its intent to check into their credit.
SWOT Analysis
A process for determining an organizations: strengths, weaknesses, opportunities, and threats.
Training and development function:
Activities in HRM concerned with assisting employees to develop up to date skills, knowledge & abilities.
Family Medical Leave Act
Federal Legislation that provides employees with up to 12 weeks of upaid leave each year to care for family, or their own medical reason.
A condition in the organization when employees conduct themselves in accordance with the organizations rules and standards of acceptable behavior.
Hawthorne Studies
A series of studies that provide new insights into group behavior and motivation. Gave rise to the human relations movement: benefits, healthy work conditions, concern for employees well being.
A condition where employees conduct themselves in accordance with the organizational rules and standards of acceptable behavior.
Hot Stove Rule
The Hot Stove Rule gives an immediate response, give ample warning, be consistent, be impersonal.
The Employee At Will Doctrine
Allows dismissal of employees at any time for any reason except race, religion, sex, national origin, age, or disability.
4/5 Rule
Proportion of minority members hired must equal at least 80 percent of the majority members in the population hired. There are four test to determine if discrimination occurred: 4/5 rule, geographical comparisons, McDonnel Douglas test, restricted policy.
Drug Free Act
Policy stating 100,000 funds or more received by Federal government establish and disseminate drug-free policies. Drug free policies must include what is expected of employees. Penalties for infraction of policies, substance abuse awareness program.
Protects workers of unexpected pant closings, organizations of 100 plus employees must give 60 days notice. State officials must be notified. Penalty for not notifying is one days pay and benefits for each days notice.
ADEA Age Discrimination
Protects people 40 - 65 stopped companies from requiring mandatory retirement at any age.
Four major HRM Positions
assistants, generalists, specialists, and executives.
Four HRM department areas:
employment, training, compensation, employee relations.
Four HRM quality programs:
reward productive work, offer a flexible, work friendly environment, properly recruit and retain quality employees, provide effective communications.
Four HRM functions:
staffing, training, motivation, and maintenance.
Four external HRM influences:
environment, laws, labor unions, and management thought.
More than half of all companies outsource all, or some parts of their HR functions.
The goal of HRM
To have skilled and competent adaptive employees.
Provide service in all four HR functions.
Work in one of the four HR functions.
Report to top management and coordinate HR functions to organizational strategy.
SWOT analysis
A process for determining an or organizations strength, weakness, opportunity, and threats.
Privacy Act of 1974
Employees are permitted to review their files periodically to ensure that the information contained within is accurate.
Qualified candidates, and discourages non qualified applicants.
Independent Contractors
Also, referred to as consultants. Independent contractors are taking on a new relevance. Because the independent contractor is not an employee this saves the organization costs associated with full or part time personnel, such as insurance benefits, social security taxes, and workers compensation. Another benefit it delivers results, and cannot tell performance.
Adverse Impact
A consequence of an employment practice that results in a greater rejection rate for a minority group than for the majority group in the occupation.
Continuous Improvement
Organization Commitment to constantly improving quality, or services.
Quality Management
Organizational Commitment to continuous process of improvement that expands the definition of customer to include everyone involved in the organization.
Job description
A statement indicating what a job entails.
Job specification
Statements indicating the minimal acceptable qualifications incumbents must posess to successfully perform the essential elements of their jobs.
Job Analysis
Provides information about jobs currently being done and the knowledge, skills, and abilities that individuals need to perform the job adequately.
Human Resource Management
HRM is responsible for the people dimension of the organization. HRM is responsible for hiring competent people, training them, helping them perform at high levels, and providing mechanisms to ensure that these employees maintain their productive affiliation with the organizations.