FBLA human resource management 99 topics

Importance of employee confidentiality

employee confidentiality is important because confidential information can be misused to commit illegal activity, leading to costly lawsuits for the employer, loss of employee trust and decline in productivity. Many states have that protect employee confidentiality concerning employee information, management information and business information.

Transitional employees and the strategies to meet their special needs

Transitional employees are individuals placed in temporary jobs with the goal of preparing them for permanent job placement. This form of employment is offered to individuals who are out of the workforce due to illness or disability, injury, former incarceration, part-time employment, insufficient wages, etc. Their special needs are met with light-duty jobs that abide physical and health restrictions.

Independent Contractor

One who works for, and receives payment from, an employer but whose working conditions and methods are not controlled by the employer. An independent contractor is not an employee but may be an agent.

Sex-Based Discrimination

When employees or applicants are treated unfairly because of their sex, including unfair treatment due to gender, transgender status, or sexual orientation. Getting paid less for working the same job, being subject to unwanted sexual advances, requests for sexual favors, being given less paid sick leave (maternity and paternity leave) being denied employee benefits on account of gender, etc.

Outsourcing and its effects on personnel

Obtaining goods or services from an outside or foreign supplier. Loss of fixed-employment opportunities, harm on employee morale and company culture, etc.

Impact of technology and visual aids on effective training plans

Visual aids are an effective tool you can use to help maintain your audiences' attention. Additionally, they increase the retention of the material they are being taught.

Salary schedule

An official document that outlines the pay levels that an employee can achieve. The top row shoes headings that represent variations in types of employees with descending columns that show salary levels. The rows that descend below the heading indicate steps, with each row increasing in value as employees advance through the steps.

Legally required benefits that employers must provide to employees

Vacation, health insurance, long-term disability coverage, tuition reimbursement, and retirement savings plans are just a few of the many benefits employees may offer employees.

Discretionary fringe benefits

Employment benefits that are not mandated by law. They can include a range of employee benefits, such as health insurance, sick leave, maternity leave, vacation leave, pension plans, life insurance and prescription drug insurance.

piecework plans

An employee is paid a certain amount of money per unit produced

merit pay

a raise in pay based on a set of criteria set by the employer

Employee reward program

Programs set up by a company to reward performance and motivate employees on individual and/or group levels

Pay rate calculation

Annual salutary divided by the amount of hours worked in the year

Effective performance management systems

Ensures that individual and team goals are aligned with organizational goals so that performance at both the individual, team and organizational level are enhanced through effective implementation of human resource management practices.

Role of affirmative action in the employee selection process

The purpose of affirmative action is to establish fair access to employment opportunities to create a workforce that is an accurate reflection of the demographics of the qualified available workforce in the relevant job market.

Strategies to attract and keep top talent

To attract top talent, your organization needs to be a place where people advance their career. 1. Know your company's mission and values, 2. Build an employee-focused culture, 3. Involve employees in recruiting, 4. Get out and meet people, 5. Connect online.

Employee Selection Process

a series of steps that companies use to hire the best workers

1. initial screening

2. employment testing

3. selection interview

4. background and reference checks

5. physical examination

6. decision to hire

Contingency factors associated with job offer

Physical exam- determine if they are physically fit to complete their duties effectively. Relocation- means to travel and find a place to live. Drug tests, commercial driver's license, background checks and fingerprinting- determine candidate's criminal history. Credit check- how they handle their finances. Reference check- verify skill level and precarious work experiences.

Importance and validity of reference checks for the employee selection process

References are an indicator as to how employees acted in previous situations. The importance of reference checks for employers is that the references you contact, about different scenarios, can give you a great indication about the person too are interviewing, and the references can help you determine if they are the best candidate or not. To increase validity, have candidates sign waivers, choose the references yourself, speak to as many as you can and ask questions based around the behavior you witnessed during the interview.

Role of labor market statistics on the employee selection process

Labor market data helps teams identify the best markets and locations to recruit for specific positions.

Impact of Equal employment opportunity legislation for women, minorities and handicapped.

EEO laws help employees feel that they are treated fairly and equally, which, in turn, boosts productivity, performance and satisfaction. Additionally, they broaden an individual's employment options by eliminating the possibility they might be unwelcome to apply for jobs at certain organizations.

Needs analysis and its relationship to hiring employees

Th process of identifying training needs in an organization for the purpose of improving employee job performance. Helps to identify any knowledge gals your employees may have before it becomes an issue.

Importance of orientation and training for employees

Provides the new employee with concise and accurate information to make them more comfortable in the job and with their new employer. Ensures that the new employee has the basic knowledge required to perform the job satisfactorily.

Variable pay based upon level of performance

Portion of sales compensation determined by employee performance. When employees make their quota, variable pay is provided as a type of bonus, incentive pay or commission.

Labor costs affect on break even point

Increasing costs result in increasing the BEP or reducing the business' profit. Decreasing costs results in taking fewer units to break even.

Impact of rising health care costs and increased compensation expectations of employers.

High health care costs could reduce access to health care, bankrupt consumers and deplete retirement savings.

Social security

federal program of disability and retirement benefits that covers most working people

Unemployment Compensation

is an insurance program that provides temporary income for qualified individuals who are unemployed through no fault of their own.

Worker's compensation benefits

State mandated program consisting of payments required by law to be made to an employee who is injured or disabled in connection with work.

Team-based compensation plans

Initiatives designed to encourage and reward exceptional levels of professional achievement to a group of people for their combined contribution on a project.

Types of benefits offered to employees

team recruiting

an attempt by the Employee, his / her new employer or any other person, firm, company or other organization to recruit a team of 2 or more employees of the Company or an Affiliate from the Company or an Affiliate in circumstances where those employees will be involved in the provision of products or services in competition with the Company or an Affiliate.

How performance problems are related to personal problems

Personal problems can adversely affect your work performance. Employees under stress are prone to mistakes and reduced productivity.

Broad branding

Pay structure with wide salary ranges within each pay grade

Strategic Compensation

The compensation of employees in ways that enhance motivation and growth, while at the same time aligning their efforts with the objectives of the organization.

comparable worth

the concept that women and men should receive equal pay for jobs calling for comparable skill and responsibility

Long-term benefits of employee professional development

Improved employee performance, productivity, increase in job satisfaction and morale, more profit, gain and retain top talent

How does deficiency of knowledge relate to deficiency of execution

Importance of employee agreement to change

Employee agreements provide protection and clarity for the employee by stating their expectations and duties, along with any bonus schemes, kpi's, salary and overtime agreements.

Steps in the counseling process

1. Address the problem head-on, choose

wagner act

The purpose of the Wagner Act was to establish the legal right of most workers to join labour unions and to bargain collectively with their employers. It also prohibited employers from engaging in unfair labour practices.

The Taft-Hartley Act

prohibits certain union practices and requires that they disclose their financial and political activities

impasse

a situation in which no progress is possible, especially because of disagreement; a deadlock.

labor strike

an organized stoppage of work conducted by laborers in order to impose bargaining power against employers

role of the national labor relations

protects the rights of private sector employees to join together, with or without a union, to improve their wages and working conditions.

Arbiration

a method of resolving a dispute with the professional help of a neutral third party who specializes in resolving labor-management, collective or individual conflicts and delivering a final legal decision.

mediation

a voluntary, confidential, collaborative problem solving process used as an alternative for resolving conflicts in the workplace

binding arbitration

involves the submission of a dispute to a neutral party who hears the case and makes a decision

Defamation

a legal issue which involves false statements about an employee that harm that employee's ability to maintain their current job, or seek a new position

negligent hiring

when you hire an employee with a dubious record who carries on to injure or harm another employee or client in the organization

disclosure

the process of a business communicating with its employees or the general public in regards to potential hazards

Affirmative Action

a set of policies and practices within a government or organization seeking to include particular groups based on their gender, race, sexuality, creed or nationality in areas in which they are underrepresented such as education and employment

Fair Labor Standards Act (FLSA)

establishes minimum wage, overtime pay, recordkeeping, and child labor standards affecting full-time and part-time workers in the private sector and in Federal, State, and local governments.

Family and Medical Leave Act (FMLA)

U.S act that provides employees with up to 12 weeks of unpaid leave to care for family members or because of a serious health condition of the employee.

Worker Adjustment and Retraining Notification Act (WARN)

employers of 100 or more workers must give at least 60 days' advance notice of a plant closing or mass layoff to affected workers or their representatives, to the State dislocated worker unit, and to the appropriate local government

Older Worker Benefit Protection Act (OWBPA)

prohibits discrimination against older workers in all employee benefits except when age-based reductions in employee benefit plans are justified by significant cost considerations

retirement security act

sets minimum standards for most voluntarily established retirement and health plans in private industry to provide protection for individuals in these plans

Americans with Disabilities Act (ADA)

Legislation passed in 1990 that prohibits discrimination against people with disabilities. Under this Act, discrimination against a disabled person is illegal in employment, transportation, public accommodations, communications and government activities.

difference between exempt and non-exempt employees

The primary difference in status between exempt and non-exempt employees is their eligibility for overtime. Under federal law, that status is determined by the Fair Labor Standards Act (FLSA). Exempt employees are not entitled to overtime, while non-exempt employees are.

Drug-Free Workplace Act of 1988

requires federal agency contractors and grantees to certify that they will provide a drug-free workplace as a pre-condition of receiving a contract or a grant from a Federal agency after March 18, 1989.

privacy act of 1974

Establishes a code of fair information practices that governs the collection, maintenance, use, and dissemination of information about individuals that is maintained in systems of records by federal agencies.

types of sexual discrimination

- quid pro quo: a simple request for dating in exchange for a promotion or get even more egregious, with requests for sexual acts in the workplace as a requirement for continued employment.

- same sex sex discrimination

- sexual orientation sex discrimination

- gender-based sex discrimination

work-related injuries covered by worker's comp

any that occur within the scope of their job duties: Muscle sprains, strains, and tears

Bone fractures

Cuts, lacerations, and punctures

Repetitive strain or stress (RSIs), such as carpal tunnel, tendonitis, and back pain

Slips, trips, and falls,

Electrocution

Getting crushed or stuck between objects

Being struck by an object or equipment

osha requirements

equal employment vs. equal employment opportunity act (eeoc)

Equal employment opportunity (EEO) means freedom from discrimination on the basis of protected classes such as race, color, sex, national origin, religion, age, disability or genetic information. EEO rights are guaranteed by federal and state fair employment laws and are enforced by the Equal Employment Opportunity Commission (EEOC) and its state counterparts.

Human Resource Planning

the continuous process of systematic planning ahead to achieve optimum use of an organization's most valuable asset—quality employees

importance of teams at work

maintains an enjoyable work environment, increases work efficiency, increases learning opportunities, increased accountability, etc.

steps for organizing a labor union

talk to your co-workers, build a committee, build majority support,

advantages and disadvantages of an appraisal system

advantages: performance improvement, development of employees, corrective actions, career planning, promotions, motivation

disadvantages: the halo effect (influence of a rater's general impression on ratings of specific rate), contrast error, rater bias, central tendency error, leniency or severity, sampling error

strategies to improve employee morale and motivation resulting in increased productivity

promote work-life balance, invest in trust building, go beyond "my door is always open", give teammates a chance to interact outside the office, support employee-led initiatives, small gestures

importance of active listening

builds trust and strong relationships, helps resolve conflict,

coaching

a process that is designed to assist motivated individuals in making changes to further their professional development

counseling

employee behavior that requires disciplinary action

Unsatisfactory job performance or gross inefficiency in job performance; Violation of published College policies or failure to adhere to College procedures; or. Unacceptable personal conduct.

Forecasting

projecting labor needs and the effects they'll have on a business

Succession Planning

the process of identifying and tracking high-potential employees who will be able to fill top management positions when they become vacant

Stages of job analysis

Determine the purpose for conducting job analysis. ...

Identify the jobs to be analyzed. ...

Review relevant background data. ...

Plan and execute the job analysis project. ...

Write the job description and job specifications. ...

Periodic review.

Effective questions for interview process

Factors associated with employee job satisfaction

pay, benefits and promotions, working condition, leadership and social relationship, diversities of tasks involved, and opportunities and challenges

Importance of training to maintain the competitive advantage

Role of the national labor relations act

an independent federal agency vested with the power to safeguard employees' rights to organize and to determine whether to have unions as their bargaining representative.

Role of diversity in an organization

improves performance but also creates positive friction that enhances deliberation and upends conformity.

Role of H.R. in a comprehensive planning process

to minimize workforce, talent, or skill-set shortages and surpluses

Steps of collective bargaining

Preparing for bargaining.

Conducting negotiations.

Ratifying the contract.

Resolving a contract dispute.

Changing or clarifying the contract.

effective recruitment strategies to hire the best qualified employees

Needs analysis

collecting information to determine if a training need exists and, if so, what kind of training is required to meet this need

disciplinary techniques to address employee behavior

Verbal warning,

Written warning.

Final warning.

Probation.

Termination.

Effective performance management systems

ensures that individual and team goals are aligned with organizational goals so that performance at both the individual, team and organizational level are enhanced through effective implementation of human resource management practices.

Importance or employer and employee feedback

it helps break bad habits, reinforces positive behavior, and enables teams to work more effectively toward their goals.

OSHA requirements

rules that describe the methods that employers must use to protect their employees from hazards. There are four groups of OSHA standards: General Industry, Construction, Maritime, and Agriculture

Adea requirements

it is unlawful to discriminate against a person because of his or her age with respect to any term, condition, or privilege of employment, including hiring, firing, promotion, layoff, compensation, benefits, job assignments, and training.

Adea forbids employers from terminating an employee on account of their age (40 years or older)

Strategies to reduce employee/trainee conflict

Office goals and priorities must be clear. Conflicts arise due to differences in priorities, goals, values, and methods.

Support positive work relationship.

Build strong communication channels.

Build a participatory environment.

Avoid preferential treatments.

Conclusion

Goal of management when negotiating with labor

To reach a contract agreement

Employee grievance process

Informal meeting with supervisor. ...

Formal grievance in writing. ...

Evaluate the grievance. ...

Conduct a formal investigation. ...

Resolution. ...

Provide all employees with an employee handbook. ...

Conduct consistent meetings with employees throughout the year. ...

Hold all employees to the same standards.

Employee rights

The entitlement of an employee to equal opportunity, fair pay, and safe working conditions.

Employee Responsibilities

performance, professionalism, loyalty, avoid harm to the organization, support the success of the organization

Habitual employee handicaps (tobacco, drugs and alcohol)

Requirement for verification of employability under IRCA, penalties for noncompliance

Documentation of identity and work authorization, $250-5,500 per worker

human resources' role for maintaining a company code of ethics

individual leadership as a role model for maintaining the highest standards of ethical conduct