HRMN 3420- Test 1- Walker

Human Resource Management

-Making decisions

about people

-Based on policies,

practices, and systems

Theory of Reasoned Action

Beliefs --> Attitude --> Intention --> Behavior/Job Performance

Human Capital

Employee characteristics that help create a sustainable, competitive advantage because they are:

-Valuable (training, experience, judgement, insights, relationships)

-Rare

-Unimitatable

-No Substitutes

High Potentials (HIPOTs)

Specific employees deemed by organizational leader to have the necessary knowledge, skills, and abilities (i.e., potential) to be effective performers at senior management or executive positions. Gain the attention of the Executives.

Performance Appraisal

The process through which an organization gets information on how well an employee is doing his or her job

Ethics

-Moral principles

-Right and wrong

The 5 Basic Employee Rights

1. Right of free consent

2. Right of privacy

3. Freedom of conscience

4. Freedom of speech

5. Right to due process

Right of free consent

Right to choose how to be treated; realistic job preview— no deceptions

Right of privacy

Right to do as please in private life and what they choose to reveal

Freedom of conscience

Right to refuse to do something that violates moral beliefs

Freedom of speech

Right to criticize organization’s ethics

Right to due process

Right to fair and impartial hearing

Evidence-based HR

Demonstrating that practices have a positive influence on the company's bottom line or key stakeholders (employees, customers, community, shareholders)

Corporate Social Responsibility

Concern for society's welfare

Strategic HR Management

-Used to gain or keep a competitive advantage

-Supports the organization's vision, mission, and strategy

HR Generalist

• A person with responsibility for performing a variety of HR activities

• Broad knowledge on everything

• Wide variety. Refers to specialists.

HR Specialist

• A person with in-depth knowledge and expertise in a limited area of HR

• In-depth knowledge, Expert

• Specific

Professional Society/Organization

• A formal organization of people who share an interest in a particular subject or activity

• Society for Human Resource Management (SHRM), the largest organization

Labor Force

All people willing and able to work

Internal Labor Force

An organization's actual employees

External Labor Market

Individuals actually seeking employment

Aging Workforce

• 12% is 16-24 years old

• 25% is 55 years or older

• 63% is 25-54 years old

• The workforce is getting older

• Younger workers entering workforce at a slower rate

Diverse Workforce

• The workforce is getting more diverse

• 76% white

• 13% black

• 7% asian

• 4% other groups

Knowledge Worker

• Employees whose main contribution is specialized (customers, process, or profession)

• Fast growing fields: Health care (biomedical engineers) and Computers (network systems, data communication analysts)

• These employees can easily move job— so HRM challenge is to retain them

Empowerment

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

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

High Performance Work System

Areas that work together seamlessly to give an organization an advantage in the competition environment

Expatriate

An employee who is sent overseas by their organization for an extended, international assignment

Outsourcing

Sending work to another US company

Off Shoring

The practice of moving operations from the United States to a country where pay rates are lower but the necessary skills are available. Lower employee wages → more profitable

Psychological Contract

-What the company gives and what the employee gives in return

-Unspoken/unwritten expectations

Alternative Work Arrangements for Flexible Staffing Levels

• Independent contractors

• Temporary employees

• Contract employees (work under legal obligations)

Disparate Treatment

• Intentional discrimination

• Individual intentionally treated differently

Adverse Impact (Disparate Impact)

• Non intentional discrimination

• Evidenced by 4/5’s “rule of thumb” (80%)

• Decision has an adverse impact on one group compare with another

Affirmative Action

-An action or policy favoring those who tend to suffer from discrimination

-Contractors must develop one

Executive Order 11246

Requires all federal contractors to create an affirmative action plan designed to hire and promote women and minorities

Civil Rights Act of 1964 Section 703(a) of Title VII

• Prohibits discrimination of the "Big 5": race, color, religion, sex, or national origin. NOT OLDER WORKERS

• Covers all the decisions

Age Discrimination Act

Protects those 40 and older

Disability

A physical or mental impairment that substantially limits one or more major life activities

(sight, hearing, walking, learning, breathing, and working)

Americans with Disabilities Act (1990)

• Protects a physical or mental impairment that substantially limits one or more major ADLs, a record of having such an impairment, or being regarded as having such an impairment

• Employer required to make reasonable accommodations

• Never requires employers to hire “unqualified” applicants

Family Medical Leave Act of 1993

• Allows employees to leave their jobs to attend to family needs without risking job loss

• Provides for up to 12 weeks leave (unpaid) for:

  • Birth, adoption or foster care of child

  • Care for a spouse, parent, or child

  • Employee’s own health

• Elder care issues likely grow dramtically

Civil Rights Act of 1991

• Negated Supreme Court ruling in Wards Cove Packing Co. v. Antonio (1989)

  • Plaintiff bore the major burden of proof

  • Specific selection practices

• Amended Civil Rights Act of 1964 by:

  • Allows for both compensatory and punitive damages

  • Allows for jury trials

  • Made “race and sex norming” illegal

  • Quotas specifically forbidden

Equal Employment Opportunity Commission

• Created by CRA 1964

• Enforces most EEO Laws

• Receives and investigates complaints, doesn’t write laws just helps regulates

• Issues guidelines

• Monitors hiring practices

Equal Opportunity Complaint

• Must be filed within 180 days of the last incident

• Starts over for each occurance

• Lily Ledbetter

Quid Pro Quo

Something given with the expectation of receiving something in return

Hostile Environment

Working in a constant and uncomfortable sexual environment

Strategic Human Resource Management

A carefully set of Human Resource policies, practices, and systems that fully engage employees in their pursuit of implementing and executing the competitive strategy of the organization

Examples of Strategic Human Resources Management

• Selection

• Training

• Performance Appraisal

• Compensation

• Benefits

HR Responsibilities of Managers

• Help define jobs

• Forecast HR needs

• Provide training

• Interview (and select) candidates

• Appraise performance

• Recommend pay increases and promotions

• Communicate policies

• Motivate, with support from pay, benefits, and other rewards

Form I-9

• Used to verify the identity and employment authorization/eligibility of individuals hired for employment in the U.S.

• All employers must complete form I-9 for each individual they hire

• First thing a new employee has to do

Immigrants in the Workforce

• Asia= 39%

• North America= 31% (mainly Mexico)

• Central and South America= 11%

• Africa= 10%

• Europe= 8%

• Other= 1%

Flexible Staffing Levels

• Organizations need to react quickly to customer needs

• Allows quick re-sizing without massive firing/rehiring

Protean Career

• Driven by individual, not organization

• Success defined by the individual: Psychological success or self-fulfillment vs. salary or promotions

• Transcendence: going above and beyond. not just wanting a paycheck. has something else they are going after

Discrimination

• Giving an unfair advantage or disadvantage

• Two way to demonstrate evidence of discrimination: Disparate Treatment and Adverse Impact

Adverse Impact Example

• Number of applicants/Number hired= Selection Ratio

• Selection Ratio #1/Selection Ratio #2= _____ compared to .80

Office of Federal Contract Compliance Programs

Enforces Executive Orders (AA plans and compliance)

Sexual Harassment

• Refers to unwelcome sexual advances

• Ex: Quid Pro Quo and Hostile Environment

• Applies to same-sex harassment, male to female, and female to male

How Sexual Harassment Claims are Avoided

• Policy Statements

• Training Employees

• Develop a reporting mechanism

• Acting promptly with discipline and protection

The Occupational Safety and Health Act (OSH Act)

• Authorized the federal government to establish and enforce safety and health standards

• Main provision: General Duty Clause - As an employer, keep reasonable efforts to make the workplace safe

Occupational Safety and Health Administration (OSHA)

• Enforces the OSH Act

  • Conducts unannounced inspections (“walkabout” tours)

  • Enforces NIOSH safety and health standards

  • Levies fines for violations