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160 terms

Human Resource Management

Human Resource Management Flashcard set CLEP
STUDY
PLAY
Graphology
scientific analysis of your handwriting
Critical Incident Method
Keeping a record of an employees positive or negative behavior
Factor Comparison
for a few predetermined key jobs, points are allotted and wage rates for such key jobs are fixed
Environmental Stress
Background noise
piece rate
paid per piece completed instead of per hour
eustress
stress that we can use positively for our personal growth
predictive validity test
an applicant is teste, hired then evaluated by thier current supervisor
KSAO
A person's knowledge skills, abilities and other characteristics
alternation ranking method
rates employees as a group from best to worst on a particular area
paired comparison method
comparing each employee to every other employee in a particular area
behaviorally anchored rating scale
matches rating with employee behavior
ADEA
Age Discrimination in Emplyment act of 1967
WARN
Worker Adjustment and Retraining Notification Act
Job Design
ideal traits for a position
job analysis
categorizing exactly what skills and tasks a specific job requires
ERISA
Employee Retirement Income Security act of 1974
Taft Hartley Act
Outlawed for unions the closed shop, jurisdictional strikes and secondary boycotts
programed learning
when an employee is taught information, asked questions, and reviews the answers with the trainer
FMLA
Family and Medical Leave of 1993
established three main types of legally required benefits unemployment insurance retirement income and benefits for dependents and medical insurance
Social Security Act of 1935
describes 23 major occupational groups
Standard Occupational Classification System
requires employees proved reasonable accomodation to disabled employees
Title 1 of the American with Disabilities act of 1990
established a federal state employment system
Wagner - Peyser Act
1990 amendment to the ADEA indicates that employers can require older emplyees to pay more than younger employees for health care insurance
Older Workers Benefit Protection Act OWBPA
establishes employees rights to bargain collectively with employers on such issues as wages, work hours and working conditions
NLRA - National Labor Relations Acto of 1935
plans that do not require employee contributions to fund retirement income
Non contributory pension plans
defines the term hours worked that appears in the FLSA
Portal to portal act of 1947
Paired comparison
a variation of simple ranking job evaluation plans orders all jobs from lowest to highest based on coparing the worth of each job
mandates that contractors with federal contracts meet guidelines regarding wages and hours, child labor convict labor, and hazardour working conditions
Walsh-Healey Public Contracts Act of 1936
requires that all contractors pay employees one and one half times thier regular hourly rate for each hour worked in excess of 40 hours per week
Work hours and safety standards act of 1962
represent periodic base pay increases that are based on changes in prices as indexed by the Consumer Price Index
Cost of living adjustments COLA'S
established employment standards for construction contractors holding federal government contracts valued at more than 2000.
Davis Bacon Act of 1931
a specific kind of behavorial system requires job incumbents and thier supervisors to identify performance incidents on the job behaviors and behavioral outcomes
Critical Incident technique
represents unintentional employment discrimination
disparte impact
Civil Rights act of 1991
shifted the burden of proof of disparte impact from employees to employers overturning several 1989 supreme court rulings
a major piece of federal legislation designed to protect the rights of underrepresented minorities
Civil Righst Act of 1964
Bennett Amendment
allows employees to charge employers with Title VII violations regarding pay only when the employer has violated the Equal Pay Act of 1963
BARS
a specific kind of behavioral system is based on the critical incident technique and these scales are developed in the same fashion with one exception
bias errors
happen in the performance evaluation process when the rater evaluates the employee based on the raters negative or positive opinion of the employee
behavorial observation scale -BOS
specific kind of behavioral system displays illustrations of positive incidents of job performance for various job dimensions
American with Disa bilities Act of 1990
prohibits discrimination against individuals with mental or physical disabilities within and outside employement settings, including public services and transportation public accomodations and employment
Age discrimination act
protects older workers age 40 and over from illegal discrimination - established in 1967
executive order 11935
prohibits employment of nonresidents in U.S. civil service jobs 401 FEP manual
Executive order 11478
prohibits emploment discrimination on the basis of race, color, religion sex national origin handicap and age - 401 FEP manual 4061
FLSA
1938 addreses major abuses that intensified during the Great Depression and the transition from agribultural to industrial enterprises
Extrinsic compensation
includes both monetary and nonmenetary rewards
FMLA
1993 - requires employers to provide employees 12 weeks of unpaid leave per year in cases of fmaily or medical emergency
FUTA
1935 specifies employees and employers tax or contribution to unemployment insurance programs required by the social security act of 1935
equal pay act of 1963
requires that men and women should receive equal pay for performing equal work
job analysis
is a specific scientific way of categorizing exactly what skills and tasks a specific job requires
job design
is the ideal traits for a position (self starting, works well under pressure, familiar with office machines)
job analysis
the proces of making a list of the exact tasks or activities that an individual in a specific job does
job design
the ideal requirements of a job or person
job description
a listing of what a job includes such as tasks duties and responsibilities - analysis is the process of creating the job description)
job relatedness
how essential job tasks are related to the job
ranking system
jobs are ranked on the basis of responsibilities and duties and thier importance to overall company objectives
graphic rating scale
rating employees on a list of traits or job requirements
alternation ranking
rating employees as a gorup from best to worst on a particular area
paired comparison method
comparing each employee to every other employee
behaviorally anchored rating scales
matching ratings with employee behavior
narrative forms
determining performance based on a written example of past behavior and future plans
classification method
grades are defined by the requirements found to be common to sereral tasks spanning different departments
pregnancy discrimination act of 1978
amendment to Title VII of the Civl Rights act of 1964. Discrimination on the basis of pregnancy childbirth or related medical conditions
maslows hierarchy of needs
physiology - safety - security - belonginess self esteem - self actualization
herzbergs two factor theory
intrinsic / extrinsic motivation
alderfers ERG theory
theory posits that there are three groups of core needs - existence relatedness and growth
edward deci
self determination theory
goal setting theory
based on the notion that individuals sometimes have a drive to reach a clearly defined end state
industrial psychology
the primary concerns of industrial psychology is which the basic relations in industry between worker and machine
laissez-faire caitalism
caitalistic philosophy holding that business owers were entitled to complet control over employees
reform movement
was a political movement duirng the mid - to late 1800's designed to end the spoils system of appointing people to governement jobs
cometency based management
supports the integration of human resources planning with business planning
human resource strategy
is devised in resect to recruitment -emloyee development-motivation and engagement
job design
criteria - economic considerations-technical considerations - time and space-skill requirements-machinery - industrial relations
open system approach
based on the concept of the organization as an open system with the primary work group as a subsystem of the total organization
5 steps to recruiting
consider the needs - build an applicant pool - evaluate the applicants - hire and train
job specification
is used to take the employee qualifications discovered in the job analysis and group them in terms of knowledge
job evaluation
a systematic assessment of job content - it establishes the worth of a job in terms of salary or wage compared to othe rjobs
ranking method
method is one of the simplist jobs are comared to each other based on the overall worth of the job
factor comparison
a set of comensable factors are identified as determing the worth of jobs
variable pay system
compensation progams that are tied to increases in productivity and profits
ombudsperson
an intermediary between an employee and management who hels achieve justice in claims of unfair treatment
decertification
is when a union's sis revoked as the exclusive bargaining agent for workers
two tierd pay scale
paying new hires at a lower rate
cometency based pay
based on emloyees depth of knowledge
purpose of job evaluation
to determine rate of pay
30 percent of employees require what
a degree
DOL's statistics redictat by 2010
the number of African American workers will be increased by 20%
geocentric approach to staffing
hires the best regardless of what country the employees come from
global staffing method
uses host country national for all positions - polycenric staffing
human resource management has moved from organizations that were structured in what terms of style
flexible
the minimal qualifications required for a particular job are referred to as a -
job specification
pygmalion effect
indicates that exceptions can result in the achievement of self-fulfilling prohecies
path that describes both vertical and horizontal moves
network path
vestibule training
moves the person out of the production area to learn a new skill
job bidding
is the rocedure that allows current emloyees of an organization to aly for a posted job opening when they have the qualifications for the job
construct validity
is a test validation method that determines if a test measure traits or constructs that are import to the performance of a job
RIF
often lead to reduced productivity - layoffs have indirect and direct costs
employeers pay what amount in terms of workers compensation insurance premiums
Employers pay all of the workers comensation insurance
ethical decisions
ethics can be legislated - Procurement Integrity Act and the Corporate and Auditing Accountability Responsibility and transparency act are examples
the identification of team and or individual strengths and weaknes is most accurately reflective of which process
Performance appraisal
sychomotor
contains hands on skills -
cognitive domain
is knowledge and the affective domain contains feelings and attitudes
four methods of job evaluation are
ranking - factor comparison the classification and the point method
the fastest growing area of EEOC complaints are those related to
age discrimination
Davis Bacon Act
the first US National law that dealt with the prevailing wage or miniminum wage
BARS approach
uses a 5-10 vertical scales
BARS
relies on critical incidents
Tell and sell interview
requires the rater to use ersuasion to change the employees behavior
tell and listen interview
allows the employees to express their feelings about the appraisal and vent any fellings
Wagner Act
NLRA act of 1935 created by congress to protect workers right to unionization
NLRB
regulates power between labor and management - prohibits management from using unfair labor practices like discouragin union membership
job speculation
describes work such as advertising that is done for a client without a contract or job order
job evaluation
is a formal and systematic approach to analyzing jobs and categorizing them in regard to their realitive worth in an organization - compensation factors
trait method
personnel evaluation method seeking the measurement of employee work effictiveness
two factor of motivation
Hygiene factors -created by Frederick Herzberg
delhi technique
originally as a way to obtain the oinion of experts without necessarily bringing them together face to face
delphi technique
based on the Hegelian princile of achieving oneness of Mind through a three step process of thesis antithesis and synthesis
job analysis
is the proces used to collect information about the duties responsibilities necessary skills outcomes and work environment of a particular job
job analysis methods
direct observation - work methods - critical incident technique
direct observation
is a method of job analysis to observe and record behavior
work methods analysis
is used to describe manual and repetitive production jobs
critical incident technique
method of job analysis used to identify work behaviors that classify in good and poor performance
PAQ method
questionaire technique of job analysis -developed by McCormick-Jeanneret and Mecham
FJA - Functional job analysis
technique of job analysis that was developed by the Employement and Training Administration of the US
Work profiling System - WPS model
a questionairre technique of job analysis - computer administered for job analysis - developed by Saville and Holdsoworth
Mosaic model
is a questionnaire technique of job analysis used to collect information from incumbents and supervisors - 151 job tasks rated in terms of imortance
CMQ model
technique of job analysis that was developed by Harvey as a worker oriented job analysis instrument designed to have aplicability to a broad range of exempt and non exempt jobs 41 questions +62 _80 _ 53 - 47
fifth amendment
no person shall be deprived of life liberty or property
14th Amendment
no state shall make or enforce any law which shall abridge the rivileges or immunities of citizens of the United States
Social SEcurity Act of
1935
Fair Labor Standards Act
1938
Fair Pay rules -
August 2004
Portal to portal act of 1947
defines the term hours worked that aears in the FLSA
Work hours and Safety Standars act - coverage extends to all laborers and mechanics who are employed by contractors who meet the following criterion
enacted in 1962
McNamara Ohara Service Contract of
1935 - aplies to all contractors who emloy service workers
spillover effect
because management of nonunion firms generally offered higher wages and benefits to reduce the chance those employees would seek union representation
interindustry wage
or compensation differentials - deifferences in wages across industries
Civil Rights act
1964
Equal Pay act -to remedy a serious problem of employement discrimination in private industry
1963
Civil Rights act - Title 7
1964
Disparate treatement
represents intentional discrimination
disparate impact
represents unintentional discrimination
Bennett Amendment
allows employees to charge employers iwth title7 violations regarding pay only when the employer has violated the equal pay act of 1963
executive order 11246
extends title 7 standards to contractors holding government contracts worth more than 10,000 per year and imposes additional requirements on contractors with govnt contracts owrkth more than 50,000 or 50 or more employees
Age discrimination act - amended in 1986 and 1990 to protect workers over 40
1967
Older workers benefit protection
1990
ADEA
covers private employeers with 20 or more employees labor unions with 25 or more members and employment agencies
Civil rights act of 1991
to overturn several supreme court rulings shifted the burden of proof from employees to employers
Walsh healey public contracts act of 1936
covers contractors and manufacturers
FUTA
federal unemployment tax act
ERISA
employee retirement income security act of 1974
Cobra
1985
Continuation of Coverage under cobra
applies to health vision and dental coverage only
pension act of 2006
designed to strengthen protections for employees company sponsored retirement plans in at least two ways
job descritions
are written statements that describe the duties - responsibiliteis - most important contributions and outcomes - required qualifications of candidates and reporting relationship and coworkers
KSA
model is a competency model of individual
Scanlon plan
gainshareing - incentives for emloyee suggestins
ESOP
Stocks go into a trust
Hay Plan -
job evaluation designed for managers