HR Management Exam 1

Human Resource Management

Utilization of individuals to achieve organizational objectives

Staffing

Process through which an organization ensures that it always has the required number of employees with the appropriate skills in the right jobs at the right time, to achieve organizational objectives

Job Analysis

Human Resource Planning

Recruitment

Selection

Job analysis

Systematic process of determining skills, duties, and knowledge required for performing jobs in an organization

Human resource planning

Systematic process of matching the internal and external supply of people with job openings

Recruitment

Process of attracting individuals on a timely basis, in sufficient numbers, and with appropriate qualifications

Selection

Process of choosing from a group of applicants the individual best suited for a particular position

Performance management

Goal-oriented process directed toward ensuring that organizational processes are in place to maximize productivity of employees, teams, and ultimately, the organization

Performance appraisal

Formal system of review and evaluation of individual or team task performance

Training

Designed to provide learners with knowledge and skills needed for their present jobs

Development

Involves learning that goes beyond today's job; it has more long-term focus

Organizational development

Planned process of improving an organization by developing its structures, systems, and processes to improve effectiveness and achieving desired goals

Compensation

All rewards that individuals receive as a result of their employment

Direct Financial Compensation

Pay that a person receives in form of wages, salaries, bonuses, and commissions

Indirect Financial Compensation (Benefits)

All financial rewards not included in direct compensation such as paid vacations, sick leave, holidays, and medical insurance

Nonfinancial Compensation

Satisfaction that a person receives from the job itself or from psychological and/or physical environment in which the person works

recognize; bargain

Business is required by law to ________ union and _______ with it in good faith if firm’s employees want union to represent them

industrial relations

Human resource activity with a union is often referred to as ______________

Promotions

Demotions

Terminations

Resignations

HRM activities associated with the movement of employees within the organization

Productive

Employees who work in a safe environment and enjoy good health are more likely to be ___________ and yield long-term benefits to organization

Safety

Involves protecting employees from injuries caused by work-related accidents

Health

Refers to employees' freedom from illness and their general physical and mental well being

interrelated

All HRM functions are __________

To avoid personnel mistakes

To get results through people

You may spend some time as an H R manager

H R is important for small business entrepreneurs

Staffing is part of the job that all managers do

Why Is Human Resource Management Important to All Managers?

Strategic Human Resource Management

Formulating and executing human resource policies and practices that produce the employee competencies and behaviors that the company needs to achieve its strategic aims

Human Resource Manager

Historically, the HR professional was responsible for each of the six HR functions

Acts in advisory or staff capacity

Works with other managers to help them deal with human resource matters

Today, HR departments continue to get smaller

work with top management

HR executives must _____________________ in achieving concrete plans and results

must be able to determine the capabilities of the company’s workforce

HR executives must understand the operational side of the business and ________________________ , both today and in the future

must ensure that human resources support the firm’s mission.

HR executives _________________ . They need to participate and be responsive to the rapid changes that are occurring in business

Make workforce strategies integral to company strategies and goals

Leverage HR’s role in major change initiatives

Earn the right to a seat at the corporate table

Understand finance and profits

Help line managers achieve their goals

Add value !

Strategic Activities CEOs Want from HR

Social Media

Mobile Applications

Cloud Computing

Data Analytics

Artificial Intelligence

Augmented Reality

There are six main types of digital technologies driving H R professionals to automation:

Labor Market

Potential employees located within a geographic area from which employees are recruited

Always changing

Legal Considerations

Federal, state and local legislation

Court decisions

Presidential executive orders

Unions

Group of employees who have joined together for purposes of dealing collectively with their employer

Become a third party when dealing with the company

Customers

People who actually use a firm’s goods and services

Management has the task of ensuring its employment practices do not antagonize members of the market it serves

Workforce should be capable of providing top-quality goods and services

Economy

In general, when the economy is booming, it is often more difficult to recruit qualified workers

When a downturn is experienced, more applicants are typically available

Executive Orders

Signed into law by various presidents

Affirmative Action

Ensures that steps are taken for the purpose of eliminating the present effects of past discrimination

Title Seven of the 1964 Civil Rights Act

Greatest impact on HR management

Illegal for an employer to discriminate in hiring, firing, promoting, compensating on the basis of race, color, sex, religion, or national origin

Vocational Rehabilitation Act of 1973

Federal contracts > $2,500

Affirmative action must be taken to employ persons with disabilities

Reasonable accommodations

Prohibits discrimination against disabled workers who are employed by certain government contractors and subcontractors

Pregnancy Discrimination Act of 1978

Prohibits using pregnancy, childbirth, or related medical conditions to discriminate in:

Hiring

Promotion

Suspension, or

Discharge

Cannot refuse to hire a woman because she is pregnant

Must treat pregnancy the same as any other temporary disability

Federal Agency Guidelines

E E O C

Civil Service Commission

Department of Labor (D O L)

Department of Justice (D O J)

Uniform Guidelines

Albemarle Paper Company versus Moody

In 1975, the Supreme Court, in ______________________ , the Court provided more details on how employers could prove that tests or other screening tools relate to job performance.

If an employer wants to test candidates for a job, then the employer first should document the job’s duties and responsibilities clearly and understand them.

The Americans With Disabilities Act

Prohibits employment discrimination against qualified disabled individuals

Reasonable accommodation

Qualified individual

Just being disabled doesn’t qualify someone for a job. Instead, the act prohibits discrimination against qualified individuals—those who, with (or without) a reasonable accommodation, can carry out the essential functions of the job

A D A Guidelines for Managers and Employers

Do not deny a job to a disabled individual if the person is qualified and able to perform the essential job functions.

Make a reasonable accommodation unless doing so would result in undue hardship.

Know what you can ask applicants. In general, you may not make preemployment inquiries about a person’s disability before making an offer. However, you may ask questions about the person’s ability to perform essential job functions.

Itemize essential job functions on the job descriptions. In virtually any A D A legal action, a central question will be, what are the essential functions of the job?

Do not allow misconduct or erratic performance (including absences and tardiness), even if that behavior is linked to the disability

Uniformed Services Employment and Reemployment Rights Act

Reinstate employees returning from military leave

Genetic Information Non-Discrimination Act of 2008(GINA)

Prohibits the use of genetic information in employment

Strict confidentiality requirements

State and Local E E O Laws

Usually cover employers not covered by federal legislation

Manuals

State/local E E O agencies

Business Necessity

A defense created by the courts. It requires showing that there is an overriding business purpose for the discriminatory practice and that the practice is therefore acceptable.