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human resources management
the set of organizational activities directed at attracting, developing, and maintaining an effective workforce
human capital
reflects the organizations investments in attracting, retaining, and motivating an effective workforce
equal employment opportunity commission
federal agency charged with enforcing title VII of the Civil Rights Act of 1964
title VII of the Civil Rights Act of 1964
forbids discrimination on the basis of sex, race, color, religion, or national origin in all areas of the employment relationship
adverse impact
when minority group members pass a selection standard at a rate less than 80 percent of the pass rate of majority group members
affirmative action
intentionally seeking and hiring qualified or qualifiable employees from racial, sexual, and ethnic groups that are underrepresented in the organization
age discrimination in employment act
outlaws discrimination against people older than age 40; passed in 1967, amended in 1978 and 1986
civil rights act of 1991
amends the original civil rights act, making it easier to bring discrimination lawsuits while also limiting puntive damages
american’s with disabilities act
prohibits discrimination against people with disabilities
equal pay act of 1963
required that men and women be paid the same amount for doing the same job
family and medical leave act of 1993
requires employers to provide up to 12 weeks of unpaid leave for family and medical emergencies
employee retirement income security act of 1974
regulates how organizations manage their pension funds
fair labor standards act
set a minimum wage and requires overtime pay for work in excess of 40 hours per week; passed in 1938 and amended frequently since then
national labor relations act
passed in 1935 to set up procedures for employees to vote on whether to have a union; also known as the Wagner Act
labor-management relations act
passed in 1947 to limit union power; also known as the Taft-Hartley Act
occupational safety and health act of 1970
directly mandates the provision of safe working conditions
national labor relations board
established by the Wagner Act to enforce its provisions
job analysis
a systemized procedure for collecting and recording information about jobs within an organization
replacement chart
Lists each important managerial position in the organization, who occupies it, how long he or she will probably remain in the position, and who is or will be a qualified replacement
employee information system
contains information on each employee’s education, skills, experience, and career aspirations; usually computerized
recruiting
the process of attracting individuals to apply for jobs that are open
employment-at-will
A traditional view of the workplace that says organizations can fire their employees for whatever reason they want; recent court judgments are limiting employment-at-will
internal recruiting
considering current employees as applicants’ fir higher-level jobs in the organization
training
teaching operational or technical employees how to do the job for which they were hired
realistic job preview
provides the applicant with a real picture of what performing the job that the organization is trying to fill would be like
development
teaching managers and professional the skills needed for both present and future jobs
validation
determining the extent to which a selection device is really predictive of future job performance
external recruiting
getting people from outside the organization to apply for jobs
performance appraisal
a formal assessment of how well an employee is doing his or her job
behaviorally anchored rating scale
a sophisticated rating method in which supervisors construct a rating scale associated with behavioral anchors
job evaluation
an attempt to assess the worth of each job relative to other jobs
360-degree feedback
performance appraisal of managerss done by their boss, peers, and subordinates
benefits
things of value other than compensation that an organization provides to its workers
compensation
the financial remuneration given by the organization to its employees in exchange for their work
labor relations
the process of dealing with employees who are represented by a union
collective bargaining
the process of agreeing on a satisfactory labor contract between management and a union
knowledge workers
workers whose contribution to an organization are based on what they know
