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Ch 1-4 Human Resource Management
Terms in this set (31)
organizational culture--personality of the company
constitutes organizational social environment
What is organizational culture and what does it tell us?
Strategy and Planning--HR effectiveness, HR metrics, HR technology, HR planning, HR retention
Equal Employment Opportunity--Compliance, Diversity, Affirmative Action
Staffing--Job analysis, Recruiting, selection
Talent Management--Orientation, Training, HR development, career planning, performance management
Rewards--compensation, incentives, benefits
Risk Management and Worker protection--Health and Wellness, safety, security, disaster and recovery planning
Employee and Labor Relations--employee rights and privacy, HR policies, union/management relations
What are the HR management functions?
Administrative, Operational and Employee Advocate, and Strategic
Administrative--HR can now play a role in improving profitability of a company; use of technology and has kind of taken over the clerical work (legal paperwork, policy implementation, recordkeeping, etc)
Operational and Employee Advocate--increasingly being emphasized (champion for employee issues and concerns)
Strategic--implementing human capital and business strategy--likely to experience much growth
What are the 3 roles of HR management and how have they changed over time?
1) Competition, Cost pressures, and Restructuring
-----job shifts and skills shortages
2) Globalization--have to abide by U.S. law and foreign law
----expatriate--leaves home country to work at another country
----repatriation--when you go back to home country
3) Human Resource and Technology-
----HRIS--kinda like E Harmony--put in KSA's and then HR says "I'm looking for these KSA's"
4) Changing Workforce
---largest share of workforce is baby boomers
---age, race, and gender in the workforce
What are the HR management challenges?
Is the average age of the employee going up or down?
Enron lied about profitability
passed in 2002 by Congress to make certain that publicly traded companies follow accounting controls that reduce likelihood of illegal and unethical behaviors
Requires companies to:
--offered whistleblower protections--antiretaliation policies
--establish ethics codes
--develop employee complaint systems
What is the Sarbanes Oxley Act?
HR Generalist--responsibility for performing variety of HR activities
HR Specialist--in-depth knowledge and expertise in a specific area of HR
What is the difference between an HR Generalist and HR Specialist?
determining organizational mission
What is the first step in strategic planning?
1) Review Organizations Environmental Analysis/Strategic Plans
2)Assess External (conditions/influence) and Internal Workforce (KSA's, capabilities)
3)Compile HR planning Forecasts (Demand/Supply of Human Resources
4)Develop HR staffing Plans and Action
--recruit sources and means
What is the HR planning process?
External environments--govt. regulations affect labor supply, tax legislation, net migration, direct competitors, international competition, aging of the workforce, growing diversity of workers, female workers, work-life balance, availability of contingent workers, outsourcing possibilities
Internal--existing jobs, number of individuals performing jobs, reporting relationships, Vital KSA's, jobs needed for organizational strategies, characteristics of anticipated jobs, employee demographics, career progression, performance data
What are the key components of internal vs. external environments?
judgmental--estimates, rule of thumb
mathematical--statistical regression, simulation models
What are the differences between judgmental and mathematical methods of forecasting?
Surplus--reduce work hours or compensation, attrition (someone leaves voluntarily), hiring freezes, voluntary separation programs, workforce downsizing
Shortage--increase employee work hours through overtime, outsource to third party, implement alternative work arrangements, use contingent workers, reduce employee turnover
Managing a Talent Surplus v. Talent Shortage
What are the HR metrics?
age, color, disability, genetic information and marital status in some states, military status/experience, national origin, pregnancy, race and religion, sexual orientation, plus gender
What are the protected classes?
There is no protection for ______ status
disparate treatment--people treated differently from others
disparate impact--people are treated differently from others as the indirect result of a particular policy or practice that does not appear to be discriminatory in the workplace that affects certain individuals
What is the difference between disparate treatment vs. disparate impact?
For burden of proof, the accuser needs to defend their position and prove their case. In EEO cases, the burden of proof shifts to the ________?
proactive employment practices to compensate for historical discrimination against women, minorities, and individuals with disabilities
What is the stated objective of an affirmative action plan?
--up to 12 weeks of unpaid family leave, taking family leave e allowed to return to jobs
What are the basics of FMLA? Who can you take it for?
3. quality and/or quantity of production
4. skill, effort, working conditions
Equal Pay Act--what are the 3 reasons you can justify paying men and women differently?
women and minorities can see the top, but can't get up there
What is the glass ceiling?
women and minorities can advance but only as far as the elevator takes you
What is the glass elevator?
women and minorities are put in executive positions when companies are likely to fail
What is the glass cliff?
behavior unwelcome, sexual nature, impact ability to do your job
What are the 3 elements of sexual harassment?
quid pro quo: "This for that"
--employment decisions hinge on whether an employee provides sexual favors
--company is liable
hostile environment harassment:
--perpetrated by employee's superior, coworkers, and/or third parties
--pervasive, unwanted sexual comments, pictures, jokes, etc.
--company may be liable if it cannot offer an affirmative defense
What law does reasonable accommodation go under?
essential job functions: fundamental job duties
marginal job functions: essential to the work unit, but not to the job--some other employee can do it, as well
What is the difference between essential job functions vs. marginal job functions?
What are the basics of USURA (what is the time limit)?
What are the different kinds of teams?
What is a compressed workweek?
What are the methods to do a job analysis?
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