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Management 3303 Konopaske Chapter 9

Terms in this set (64)

Human resource (HR) management
consists of the activities managers perform to plan for, attract, develop, and retain an effective workforce
Strategic human resource planning
consists of developing a systematic, comprehensive strategy for understanding current employee needs and predicting future employee needs
Strategic human resource planning
establish the mission & the vision→ establish the grand strategy→ formulate the strategic plans→ plan human resources needed→ recruit & select people→ orient, train, & develop→ perform appraisals of people→ purpose: get optimal work performance to help realize company's mission & vision.
Job analysis
determining the basic elements of a job by observation and analysis
collect data from job incumbents, job analysts, and managers

two outcomes: job description, job specification
Job description
summarizes what the holder of the job does and how and why he or she does it
Job specification
describes the minimum qualifications a person must have to perform the job successfully
Human resource inventory
report listing your organization's employees by name, education, training, languages, and other important information. Often includes employees interests and ________ aspirations
National Labor Relations Board
enforces procedures whereby employees may vote for a union and for collective bargaining
Collective Bargaining
negotiations between management and employees about disputes over compensation, benefits, working conditions, and job security
Fair Labor Standards Act of 1938
established minimum living standards for workers engaged in interstate commerce, including provision of federal minimum wage
Equal Employment Opportunity (EEO) Commission
job it is to enforce antidiscrimination and other employment-related laws
Workplace discrimination
occurs when people are hired/promoted or denied hiring/promotion for reasons not relevant to the job
Affirmative action
focuses on achieving equality of opportunity within an organization including establishment of minority hiring goals.
U.S. Supreme Court will rule on an affirmative action in higher education case later this year
Laws that impact HRM
federal employment laws, adverse impact and employment discrimination, sexual harassment laws
equal pay act (1963)
prohibits unequal pay for males and females doing similar work
civil rights act (1964)
prohibits discrimination on basis of race, color, religion, gender, origin
age discrimination in employment act (1967)
prohibits discrimination against persons age 40 and over
pregnancy discrimination act (1978)
prohibits discrimination in employment against pregnant women
americans with disabilities act (1990)
prohibits discrimination on the basis of physical or mental disabilities
civil rights act (1991)
strengthened the civil rights act of 1964
family and medical leave act (1993)
permits workers to take up to 12 weeks on unpaid leave for pregnancy, etc
uniformed services employment & reemployment rights act
prohibits discrimination against those serving in the armed forces
Disparate treatment
results when employees from protected groups are intentionally treated differently.

Isabella the hispanic female feels qualified but is repeatedly turned down for promotion to supervisor- she feels its bc of her gender and or race

Bona Fide Occupational Qualification (BFOQ) defense: A Catholic church rejected all non-Catholic applicants for priest b/c they lacked an occupational qualification (i.e., being Catholic)

Business ___________defense: Bus company prohibits sight-impaired individuals from driving buses b/c of the safety risk to passengers.
Adverse impact
Unintentional discrimination that works to the disadvantage of member of protected groups

Usually caused by the implementation of a "____________" policy across the board policy

E.g., Height requirement for police officers

Four-fifths Rule : Test for AI by comparing selection rates of a protected to a non-protected group, to determine if adverse impact has occurred
Two types of sexual harassment
Quid pro quo- employee outcomes depend on whether an individual submits to sexual harassment/requests (ex: male supervisor promises a promotion to subordinate if she dates him)

Hostile work environment- unwelcome and demeaning sexually related behavior creates an intimidating and offensive work environment. pervasive or severe (ex: telling off-color jokes or sending inappropriate emails)
Recruiting
the process of locating and attracting qualified applicants for jobs open in the organization
Internal recruiting
making people already employed by the organization aware of job openings
external recruiting
attracting job applicants from outside the organization
E-recruiting
submit resume & complete application online
social networking & media sites
Realistic job preview (RJP)
gives a candidate a picture of both positive and negative features of the job and the organization before he/she is hired

people tend to quit less frequently and be more satisfied
Selection process
the screening of job applicants to hire the best candidate
application forms, resumes (keywords), and reference checks

don't provide false information
Unstructured interview
no fixed set of questions and no systematic scoring procedure
asking probing questions to find out what the applicant is like (favorite color, etc)

interviewer relies on ____________
Structured interview
asking all applicants the same question and comparing their responses to a standardized set of answers
Situational interview
interviewer focuses on hypothetical situations in the future (if a customer gets upset, how would you handle it?)
Behavioral
explore what applicants have actually done in the past
ex- thinking back to your last job, tell me about a time when a customer got upset and how did you handle it?
Employment tests
consist of procedures used in the employment selection decision process

measure ability, intelligence performance, honesty and personality

reliability, validity
reliability
the degree to which a test measures the same thing consistently
validity
means the test measures what it purports to measure and is free of bias
Orientation
helping the newcomer fit smoothly into the job and the organization

designed to give employees the information they need to be successful

socialization process

for managers, it's called "_________________"
Following orientation, the employee should emerge with information about
the job routine, the organizations mission and operations, work rules and employee benefits, an organizational chart, and the organizational culture
Training
educating technical and operational employees in how to better do their current jobs (ex: sales training, customer service training)

1. Assessment: is training needed?
2. Objectives: what should training achieve?
3. Selection: which training methods should be used?
4. Implementation: how should training be affected?
5. Evaluation: is the training working? (if not, → step 2. Objectives)
Training methods
impart information and knowledge: films and videos, lecture, planned readings

develop analytical and problem solving skills: case studies, coaching and mentoring, group discussions

practice, learn, or change job behaviors: on the job training, role playing, simulations and games, vestibule training

all of the above: computer based training
Evaluating training
Reactions: how satisfied trainees were with the program

Learning: how much employees improved their knowledge or skills

Behavior: how much employees actually changed their on the job behavior

Results: how much training improved job performance
E- learning
millions of people taking short term, practical online courses related to their careers

advantages: no transportation needed, you can follow a ________ schedule, you can work at own pace
Development
educating professionals and managers in the skills they need to do their jobs in the future (ex: time management, leadership seminars)
Performance appraisal consists of:
consists of assessing an employee's performance and

providing them with feedback
Performance management
the continuous cycle of improving job performance through goal setting, feedback and coaching, and rewards and positive reinforcement
Objective appraisals
based on facts and are often numerical

AKA results

harder to challenge legally

also called results appraisal
Subject appraisals
based on an manager's perceptions of an employee's traits & behaviors
Behaviorally anchored rating scale (BARS)
rates employee gradations in performance according to scales of specific behaviors
Central tendency
most employees are rated as being "average"
Halo error
employees who perform well on one aspect of their jobs are perceived as performing well on all parts of their job
_________ error
all workers are rated as performing at a high level
Forced ranking
all employees within a business unit are ranked against one another and grades are distributed along some sort of bell curve
General Electrics 3 buckets:
top ___%
middle ___%
bottom ___%
Formal appraisal
conducted at specific times throughout the year and based on performance measures that have been established in advance
Informal appraisal
conducted on an unscheduled basis and consists of less rigorous indications of employee performance
Compensation
wages or salaries
incentives
benefits
Base pay
basic wage or salary paid employees in exchange for doing their jobs
Benefits
Flexible/________ style
Growing more expensive each year... last 2 years up about 6-8% per year
AKA fringe benefits
Additional non monetary forms of compensation
Promotion
moving upward
Transfer or lateral
moving sideways
Disciplining & demotion
the threat of moving downward
Dismissal
moving out of the organization
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