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HR Mike Midterm

Terms in this set (95)

- What is job analysis
The process of getting detailed info about jobs in orginizations
Most Trainable Skills?
knowledge and skills
You might use this Online resource to perform job analysis
O*Net or the DOT
This approach to job design focuses on not exceeding the mental capabilities of workers
the perceptual-motor approach
This theory identifies the factors that lead to intrinsic employment on the job
Job Characteristics Theory
This job analysis tool asks in part whether a barely acceptable worker can perform the job
the JEI (Job Element Inventory)
Mechanistic approach technique in which employees are filmed doing their work -
micromotion job analysis
Carpal tunnel syndrome is a problem that this approach to job design tries to address
the biological approach
The middle three digits of DOT code indicates a jobs complexity according to these criteria:
Data, People, and Things
Skill variety, task identity, and task significance, create this critical psychology state:
experienced meaningfulness (meaningfulness of employment)
Pay benefits job security, and location are all examples of these "characteristics"
vacancy characteristics
...
a noncompensatory strategy
Offering 20% more in salary than other similar companies is an example of what personnel policy
lead-the-market pay
We might use this planning tool to determine how employees are moving up or out of jobs in the company
a transitional matrix
Downsizing pay reduction, demotions, work sharing, early retirement are ways companies are trying to correct this
ways to correct a surplus
This hr process is used to answer how much labor will we need?
demand forecasting
Moving call centers to india is an example of what?
outsourcing, (temporary workers)
Evaluating the quality of recruiting sources requires HR managers to calculate and compare these two things
the fit between the person and organization
...
gaining a larger applicant pool (advantage)
...
outsourcing or offshoring
and having more unqualified applicants
(disadvantage)
The degree to which a measure is free from random error
reliability
Measures must be reliable in order to be this
valid
This method of accessing validity asks experts to judge whether a measures items appear to measure what they are supposed to measure
content validation
A selection measure has this quality if it performs similarly across organizations
generalizability
Reliability can be calculated by correlating these.. should I say it again?
repetitions
A study that assesses all candidates on a measure, selects all candidates not based on this measure, and then obtains measures of their performance at a later time is using what kind of validation
predictive validity
Selection methods that provide economic value that is greater than the cost of using them are said to have this
utility.
...
range restriction
The mount of variance shared between selection tool and performance measures if their correlation equals .4
the standard error of the measure
Selection measures are good if they possess these 5 characteristics
reliable, valid, generalizable, useful, legal
You may be more open to litigation if you failed to do this before hiring a violent employee
background check
...
cognitive ability
In basket exercises characterize these types of selection measures often used with managerial candidates?
work samples
These types of interviews tend to have the best reliability and validity
structured interviews
Conscientiousness agreeableness and openness to experience are considered these
the Big Five
The most popular intelligence test used by various employers
Wonderlic test
These tests typically are used to predict theft - go on, tell the truth
integrity tests
This personality trait is more strongly related to performance in customer service positions
extraversion
Executive order seeks to redress discrimination
Affirmative Action
This legislation made it illegal for employees to discriminate based on religion or national origin:
the Civil Rights Act of 1964 (Title VII)
Government agency that enforces designed to ensure that all individuals have equal chance for employment:
Equal Employment Opportunity
Did the org intend to do this? Is an important question when determining when what type of employment discrimination has occurred
disparate treatment
Facially neutral, employment practices are discriminatory if they
disparate impact
According to the Americans with disabilities act employers must define job functions (tasks) into these categories
essential and marginal
This rule is used to disparate impact cases to determine whether the plaintiff initial burden has been met
the 4/5's rule
Hooters restaurant tried to say that being female is this in order to not be sued:
a bona fide occupational qualification
(BFOQ)
The correlation between cognitive ability and job performance tends to be what In more complex jobs?
stronger
Asking an applicant how they solve a problematic customer service encounter they experienced in the past
an experience-based situation question
If your below 40 don't expected to be protected by this act
age discrimination act
Companies are expected to make these to disabled persons as long as undue hardship is not created
reasonable accommodations
Decide what kind of hr do we have, what kind are we likely to need and how do we bring those into alignment
hr forecasting
This individual difference correlates about .50 with job performance
intelligence
Technique that corrects labor shortage quickly and is easy to revoke in the future
temporary labor
One advantage and one disadvantage of online recruiting techniques:
adv: efficiency
dis: equal chance recognition
(clustered but away from bulls-eye)
reliable but not valid
(in the bulls-eye)
valid and reliable
Human Resource Management
Policies, practices, and systems that influence
employees' behaviors, attitudes, and
performance
Resource Based View
This view argues that resources are
particularly valuable when they are rare,
inimitable, and non-substituable
Median age of workforce is highest ever at what age?
at 41 years old
A firm's strategy is designed to answer at
least these 3 questions:
Where, How, with what will we compete?
Strategy
Generic + Plan for Future + Emergent
-COST LEADERSHIP
-DIFFERENTIATION
--Concentration or Internal Growth or Merge & Acquire
--Unplanned Reactions

EX: Apple computers to ipods to phones
MECHANISTIC APPROACH
Process Engineering
Identifies the sequence of steps needed to fulfill a job. Seeks to discover which steps
could be performed by machines, or which steps could be eliminated or combined to make work more efficient.
Micromotion Analysis
Record employees doing their job at slow speeds. Analyze the tape to eliminate or
combine steps or redesign the work space around them
Memomotion Analysis
Record employees doing their job at fast speeds. Analyze the tape to orient the
placement of equipment in the room.
three
"critical psychological states:"
Meaningfulness of Work
-------Belief that the job has a meaningful outcome that matters to other people
Responsibility for Work
-------Belief that worker controls the outcome or final product of the work
Knowledge of Results
------Worker is aware of the job outcome
Autonomy
Job holder has freedom and discretion to choose how and when to do work
Five "core job characteristics"
Variety, Identity, Significance, Feedback, Autonomy
Hygiene factors
Factors, such as company policy and salary, that, when adequate in a job, placate workers. When these factors are adequate, people will
not be dissatisfied.
ERG THEORY
Existence
Physiological and Safety Needs
Relatedness
Social and Status Needs
Growth
Esteem and Self-Actualization Needs

Unlike Maslow's theory there is no assumption that one
set of needs must be satisfied before moving on to the
next.
Organizations may refuse to hire disabled applicants if they cannot
perform "essential job functions" (as opposed to "marginal job
functions;"with some exceptions)
DOT 9-digit Codes
fourth digit reflects working with Data
fifth digit reflects working with People
sixth digit reflects working with Things
Age Discrimination Act in Employment Act of 1967 (ADEA)
- Broad Ban against age discrimination for people over 40 employed by companies with 20+ employees, direct result of title 7 under civil rights act
- Gross v. FBL Financial Services (Iowa): Gross felt he was demoted due to his age tho he received same pay, court did not rule in his favor because the amendment does not include a 'motivating factor'
- HR affects: Detailed job description clears up between age and skill, define level of ability
ADEA Specifically Prohibits
-Discrimination in hiring, promotions, wages, terminations & layoffs
-Statements/specifications in job notices/ads of age preference or limit
-Denial of benefits to older employees
-Since 1986 it has prohibited mandatory retirement in most job sectors
Equal Pay Act of 1963
-Women should receive equal pay for equal work
-HR affects: evaluate salaries, bonuses, raises as fairly as possible, ensure fairness and necessity
-Corning Glass Works vs Brennan: women paid less
Pregnancy Discrimination Act 1978
-Amended title 7, Discrimination on the basis of pregnancy, childbirth, or related medical conditions constitutes unlawful sex discrimination covers employers with 15+ employees
-Major Cases: Walmart v Stern, EEOC v HCS Medical Staffing, Young v UPS
Uniformed Service Employment and Reemployment Rights Act of 1994 (USERRA)
-Forbids employer to deny "employment, reemployment, retention in employment, promotion, or any benefit of employment" based on a person's membership in or obligation to perform service in a uniformed service
-Staub v Proctor Hospital
-Cat's Paw Liability: intent
Americans with Disabilities Act 1990 (ADA)
-unlawful to discriminate in
employment against a qualified individual with a disability, outlaws discrimination against individuals with disabilities in state and local government services, public accommodations, transportation and telecommunications
-HR affects: essential job functions, ability tests
Employee Development
Continuing acquisition of KSAO's through formal education, job experiences, relationship, and assessment of personality and abilities to help employee prepare for future of their career. Closely linked to training and performance management
Concern for Employee Development
Diverse Problems:
unable to make effective decisions
unable to lead teams
unwillingness to exercise authority
abusing subordinates
lack of adaptability
Organizations "Create Bench Strength"
Informal Approach - past performance best indicator of future performance
managers rank employees
ranking determines admin decisions
Formal - eval the pool of employees
ID of potential
fast track candidates
Training
Focus on current
low use of work experience
goal is prep for current job
participation req'd
Development
focus on future
high use of work experience
goal to prep for changes
participation voluntary
Assessment
360 degree feedback
assessment centers
Assessment centers
Multiple assessors evaluate employee's on a series of exercises and measures: personality, administrative/ interpersonal
skills, leadership style, knowledge, etc
Supply Forecasting
How much labor will we have?
_____% of Fortune 1000 firms downsized between 1987 and 2001(____ of these firms were profitable)
85%
80%
What policies affect vacancy desirability?
Lead-the-Market Pay
Promoting from Within
Image Advertising
Realistic Job Previews
Realistic Expectations
Self-selection
Perceptions of employer fairness
Utility
refers to the degree to which selection method enhances bottom line effectiveness of company
Nondirective:
high latitude for interviewer, low validity
Ex. What is your greatest accomplishment?
The Big 5
Conscientiousness
-Dependable, organized, achievement- oriented
Agreeableness
-Courteous, trusting, tolerant, cooperative
Neuroticism (vs. Adjustment/Emotional Stability)
-Stable, nondepressed, secure, content
Openness to Experience (Inquisitiveness)
-Curious, imaginative, broad-minded
Extraversion
Sociable, assertive, talkative, expressive
Conscientiousness is the....
second-best predictor of job performance of any individual difference
Kirkpatrick's Evaluation Criteria
Reactions
Were trainees satisfied with the training?
Learning
Did acquisition of KSAO's occur?
Behavior
Did those KSAO's get transferred back to the job by the employee?
Results
Were tangible business results observed?
Organizational Citizenship Behavior (OCB)
Also called contextual performance - "contributes to organizational effectiveness through effects on psychological, social and organizational context of work."
Counterproductive Work Behavior (CWB)
Any intentional behavior on the part of an employee that, when viewed from the organization's perspective, is contrary to its legitimate interests
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