Human Resource Management Exam #1

Equal employment opportunity

- the condition in which all individuals have an equal chance for employment, regardless of their race, color, religion, sex, age, disability, or national origin.

The Civil Rights Act of 1866

- granted all persons the same property rights as white citizens. • The Civil Rights Act of 1871 granted all citizens the right to sue in federal court if they feel they have been deprived of some civil right.

Equal Pay Act (1963)

• Men and women in an organization doing the same work must be paid equally. • Equal is defined in terms of skill, effort, responsibility, and working conditions

Title VII Civil Rights Act (1964)

• Prohibits employers from discriminating based on: ▫ Race ▫ Color ▫ Religion ▫ Sex ▫ National origin • Applies to organizations that employ 15 or more persons.

Age Discrimination in Employment Act (ADEA)

• Prohibits discrimination against workers who are over the age of 40. • Age discrimination complaints make up a large percentage of the complaints filed with the Equal Employment Opportunity Commission (EEOC).

Vocational Rehabilitation Act (1973)

Covered organizations must engage in affirmative action for individuals with disabilities. • Employers are encouraged to recruit qualified individuals with disabilities and to make reasonable accommodations to them

Vietnam Era Veteran's Readjustment Act (1974)

Requires federal contractors and subcontractors to take affirmative action toward employing veterans of the Vietnam War. • It covers veterans who served between August 5, 1964 and May 7, 1975.

Pregnancy Discrimination Act (1978)

Defines discrimination on the basis of pregnancy, childbirth, or related form of medical condition to be a form of illegal sex discrimination.

Benefits, including health insurance, should cover pregnancy and related medical conditions in the same way as other medical conditions.

Americans with Disabilities Act (ADA) of 1990

- Protects individuals with disabilities from being discriminated against in the workplace. Prohibits discrimination based on disability in all employment practices. Employers must take steps to accommodate individuals covered by the act.

Civil Rights Act (1991)

• Adds compensatory and punitive damages in cases of discrimination under Title VII and the ADA. • The amount of punitive damages is limited by the act and depends on the size of the organization charged with discrimination.

Uniformed Services Employment & Reemployment Rights Act

Employers must reemploy workers who left jobs to fulfill military duties for up to five years. Should be in the job they would have held if they had not left to serve in the military.

• Disparate Treatment

Differing treatment of individuals based on the individuals' race, color, religion, sex, national origin, age, or disability status

• Disparate Impact

A condition in which employment practices are seemingly neutral yet disproportionately exclude a protected group from employment opportunities.

• Sexual Harassment

refers to unwelcome sexual advances, requests for sexual favors, and other verbal or physical contact of a sexual nature when:

• Affirmative Action and Reverse Discrimination

- Organizations can prevent sexual harassment by: ▫ Developing a policy that defines and forbids it ▫ Training employees to recognize and avoid this behavior ▫ Providing a means for employees to complain and be protected.

Job analysis

Process of getting detailed information about jobs. Knowledge is needed for: Staffing Training Performance appraisal Other HR activities Job.

• Job Description

A list of the tasks, duties, and responsibilities (TDRs) that a particular job entails. TDRs are observable actions

• Job Specifications:

A list of the competencies an individual must have to perform a particular job Competencies are observed only when individuals are carrying out the TDRs of the job.

• Incumbents

People who currently hold that position in the organization •Provide accurate estimates of time

• Observers

Supervisors should review the information provided by incumbents • Identify importance of job duties

• Government

- Dictionary of Occupational Titles (DOT) - published by the U.S. Department of Labor • Occupational Information Network (O*NET) - an online job description database developed by the Labor Department • online.onetcenter.org

• Position Analysis Questionnaire

One of the broadest and most researched instruments for analyzing jobs •Information input •Mental processes •Work output •Relationships with other persons •Job context •Other characteristics

• Fleishman System

- The results provide a picture of the ability requirements of a job •Asks subject-matter experts to evaluate a job in terms of required abilities •Uses a 7-point scale to assess each ability

• Methods of Collecting Job Analysis Information

Qualitative 4-17 Observation Interviews (individual, group, supervisory) Questionnaires Participant Diary/Log

Importance of Job Analysis:

• Work redesign

• Selection

• Job Evaluation

• Career planning

• Training

• Performance appraisal

• HR Planning

• Trends in Job Analysis -

o Beginning to appreciate the need to analyze jobs in the context of structure and strategy.

o Today's workplace needs to be adaptable.

o Must detect changes that occur in jobs.

o Need for competency frameworks e.g., competencies the entire organization needs.

o De-jobbing trend.

• Viewing organizations as having work to be done, rather than jobs held by individuals.

o Expanded use of project-based structures

Industrial Engineering

• Looks for the simplest way to structure work in order to maximize efficiency.

• Benefits may include:

o Lower costs

o Greater output per worker

o Less worker fatigue

o Caution--workers may get bored

• Job Enlargement.

o Broadening the types of tasks performed in the job, e.g., job extension and job rotation

• Job Enrichment.

o Engaging workers by adding more authority

• Self-Managing Work Teams

o Teamwork

• Flexible Work Schedules.

o Employees have some say in how work is structured, e.g., flextime, job sharing, compressed workweek

Self-Managing Work Teams

• Tasks for Self-Managing Teams

• Tasks assigned for self-managed work teams should be complex and challenging.

• They should require high interdependence among team members.

• The tasks should have the qualities of enriched jobs

Consequences of Self-Managing Work Teams

o Research has shown improvements in team productivity, quality, customer satisfaction, and safety following the implementation of self-managed work teams.

Telework

• Work from home

• Offer greater autonomy

Design for Health & Safety: Ergonomics

The study of the interface between individuals' physiology and the characteristics of the physical work environment. Goal is to minimize physical strain on the worker by structuring the physical work environment around the way the human body works

Design for Mental Capacity: Cognitive Ergonomics -

Recognize's that the mind has capabilities and limitations

• Hire people with certain mental skills

• Reduce information processing requirements

• Provide easy-to-understand gauges and displays

• Provide simple-to-operate equipment

• Provide clear instructions

• Employees may simplify mental demands

o e.g., use checklists, charts, or other aids

Definition of HRM

defined as the policies, practices, and systems that influence employees' behavior, attitudes, and performance.

HR functions

have responsibility for a variety of functions related to acquiring and managing employees

Strategic HRM

The purpose of HR strategy is to deliver the skills and behaviors that are required to enable the business strategy

HRM steps

1. Analysis and design of work

2. HR planning

3. Recruiting

4. Selection

5. Training and development

6. Compensation

7. Performance Management

8. Employee Relations.

Internal Fit

HR strategies (policies and practices) must also support each other.

External Fit

HR strategies must be carefully aligned with the business strategy.

HR capital

An organization's employees described in terms of their training, experience, judgment, intelligence, relationships, and insight. Also Human Resources are valuable, rare, cannot be imitated, have no good substitutes.

High Performance Work Systems

An organization in which technology, organizational structure, people, and processes all work together to give an organization an advantage in the competitive environment.

Why and How HR provides Sustainable Competitive Advantages

Because they are Valuable, Rare, Cannot be imitated, and Have no good substitutes.

Impact of Human Resource Management

Human Capital - Training, experience, judgment, intelligence, relationships, and insight.

Behavior - Motivation and effort.

Organizational Performance - Quality, profitability, and customer satisfaction.

Responsibilities of HR Departments

Analysis and design of work, Recruitment and selection, Training and development, Performance management, Compensation and benefits, Employee relations, Personnel policies, Compliance with laws, Support for strategy

Supervisors' Involvement in HRM

1. Help define jobs. 2. Motivate, with support from pay, benefits, and other rewards. 3. Communicate policies. 4. Recommend pay increases and promotions. 5. Appraise performance. 6. Interview (and select) candidates. 7. Provide training. 8. Forecast HR needs.

Aging workforce

Ages 55+ made up 19% of labor force in 2010, expected to reach 25% in 2020. Employees living longer

Aging workforce HR implications

Revised Retirement planning. Controlling the rising cost of health care and other benefits. Having the ability to supervise employees much older than themselves, important to 1. Keep an open mind 2. Focus on results 3. Be discreet about your age 4. Offer consulting positions.

Diverse workforce

81% white, 12% black, 5% Asian, 2% other. 2008

79% white, 12% black, 6% Asian, 3% other. 2018

Along with a large increase in women in the workforce.

Diverse workforce HR implications

Create an organizational culture that values diversity. Ensure that HRM systems are bias-free. Encourage career development for women and minorities. Promote knowledge and acceptance of cultural differences. Ensure involvement in education both within and outside the organization. Deal with employees' resistance to diversity.

Skill deficiencies

Today, employers seek the following skills: Math, verbal, interpersonal, and computer.

• The gap between skills needed and skills available has decreased companies' ability to compete

• They sometimes lack the capacity to upgrade technology, reorganize work, and empower employees.

High Performance Work Systems goal

Have the best possible fit between social system (people and hey they interact) and technical system (equipment and processes)

High performance work system trends

Reliance on knowledge workers, the empowerment of employees to make decisions, and the use of teamwork.

Knowledge workers

employees whose contribution to the organization is specialized knowledge, such as: knowledge of customers, knowledge of processes, and knowledge of profession

Managing Knowledge workers

1. Focus on general cognitive skills and interpersonal skills

2. Respect knowledge workers' power

3. Promote and capture the learning at the level of employee, teams, and the overall organization.

Employee Empowerment

Giving employees' responsibility and authority to make decisions regarding all aspects of product development or customer service.

Employee Engagement

Full involvement in one's work and commitment to one's job and company. This is associated with: Higher productivity, better customer service, lower employee turnover.

Focus on strategy

Total quality management

Mergers and acquisition

Reengineering

Outsourcing

Global Markets

Downsizing

Social Loafing

The tendency to withhold effort when performing a group task.

Teamwork

The assignment of work to groups of employees with various skills who interact to

assemble a product or provide a service.

Sucker effect

people lower their effort because of the feeling that

others are free riding.

free rider effect

people lower their effort to get a free ride at the

expense of their fellow group members

Virtual Teams

Work groups that use

technology to communicate and collaborate across time, space, and organizational

boundaries.

Total Quality Management

is a companywide effort

to continuously improve the

ways people, machines, and

systems accomplish work.

Mergers and Acquisitions

Differences between the businesses involved in

the deal make conflict inevitable. Training should

include developing conflict resolution skills. HR is responsible for this training

Work Flow Analysis

Raw Materials, Equipment, Human Resources - > Activity - > Output

Outsourcing

the practice of having another company (a vendor, third-party provider, or

consultant) provide services.

gives the company access to in-depth

expertise and is often more economical as well.

Globalization: Offshoring

Moving operations from

the country where a

company is

headquartered to a

country where pay rates

are lower but the

necessary skills are

available.

Globalization: International Labor Pool

Hiring at home may

involve selection of

employees from other

countries.

The beginning of the 21st

century has seen

significant immigration.

New psychological contract

A description of what an

employee expects to

contribute in an

employment relationship

and what the employer

will provide the

employee in exchange

for those contributions

Flexibility

Alternative work arrangement Includes:

Independent contractor

On-call workers

Temporary workers

Contract company workers

Flexible work schedule

Reengineering

A complete review of the organization's major work

processes to make them more efficient and able to

deliver higher quality, including HRM.

Work Flow Design and Organization's

Structure

- Within an organization, units and individuals

must cooperate to create outputs.

- The organization's structure brings together

the people who must collaborate to efficiently

produce the desired outputs.

Three branches of U.S. government play a role in

the legal environment of HRM.

• The executive branch _________; the

legislative branch ________; and the judicial

branch _________.

makes laws; issues directives; interprets laws