HRM chapter 11

What is the purpose of Human Resource Management (HRM)?

To plan, organize, and manage employees strategically to align with company goals, ensure legal compliance, and maximize productivity and satisfaction.

What are the four main areas of Purposeful Staffing?

1. HR Administration (handbook, policies) 2. Job Analysis & Descriptions 3. Training & Development 4. Determining Staffing Needs (census, turnover, separations, internal movement, growth)

What is Job Analysis?

Observation and evaluation of job elements to determine duties, pay ranges, and required skills.

What are the parts of a Job Description?

Job Summary – overview of position; Tasks/Responsibilities – performance expectations; Minimum Job Requirements – BFOQ (physical, education, skill).

What does BFOQ stand for?

Bona Fide Occupational Qualification — minimum requirements essential to perform a job legally and safely.

Civil Rights Act (1964) Title VII

Prohibits discrimination in employment based on race, sex, religion, color, or national origin.

Age Discrimination in Employment Act (1967)

Protects workers age 40+ from age discrimination; ended mandatory retirement.

Pregnancy Discrimination Act (1978)

Treats pregnancy and childbirth as protected medical conditions under sex discrimination.

Equal Pay Act (1963)

Requires equal pay for equal work regardless of sex; allows differences for seniority, skill, or geography.

Americans with Disabilities Act (1990)

Protects disabled workers from discrimination; requires reasonable accommodations but not guaranteed employment.

Family and Medical Leave Act (1993)

Provides up to 12 weeks of unpaid, job-protected leave for family or medical reasons.

Fair Labor Standards Act (FLSA)

Sets federal minimum wage, overtime, and child labor laws; enforced by U.S. Department of Labor.

Disparate Treatment

Intentional discrimination against qualified individuals based on protected characteristics.

Adverse Impact

Unintentional discrimination; occurs when a minority group’s selection rate is less than 80% of the majority’s (4/5 rule).

Quid Pro Quo Harassment

Employment benefit or favor is offered in exchange for sexual acts.

Hostile Work Environment

Repeated, unwelcome sexual or offensive conduct that creates an intimidating or abusive workplace.

Internal vs. External Recruiting

Internal – hiring from within the company; External – bringing in new applicants from outside.

Components of a Strategic HR Plan

Current census, predicted transfers/promotions, turnover rate, growth needs, and future skill requirements.

Steps in the Hiring Process

Job verification → Recruiting → Screening → Interviewing → Reference check → Testing → Hiring → Orientation → Probation.

Structured Interview

Uses the same predetermined questions for all candidates to ensure fairness and consistency.

Behavioral Interview

Asks candidates to describe past behavior to predict future job performance.

Orientation

Introductory training to help new employees learn company culture, goals, and expectations.

Training

Teaches specific job-related skills through workshops, videos, or online modules.

Development

Long-term skill-building and career advancement programs such as mentoring or coaching.

Mentoring vs. Coaching

Mentoring = long-term career guidance and networking; Coaching = focused performance feedback and improvement.

Objective vs. Subjective Measurement

Objective – quantifiable results (sales, output); Subjective – qualitative factors (teamwork, attitude).

Behavioral Observation Scale (BOS)

Rates employees on observed behaviors related to job performance.

Leniency/Strictness Errors

Rater gives all employees similar high or low ratings regardless of actual performance.

Halo Effect

One positive trait unfairly influences an evaluator’s overall impression.

Procedural Justice

Fairness of the methods or process used to determine rewards or discipline.

Distributive Justice

Fairness of the actual outcomes or rewards employees receive.

360-Degree Feedback

Evaluation including feedback from peers, subordinates, supervisors, and customers to reduce bias.

Job Crafting

Employees modify or redefine their job tasks to better fit their strengths or interests.

Types of Pay Systems

Wages, salary, piece-rate, commission, skill-based, or competency-based pay.

Broadbanding

Combines several pay grades into broader bands for flexibility and simplicity.

Forced Ranking

Ranks employees; top performers are promoted, bottom performers are removed.

Common Mandatory Deductions

FICA, Medicare, FUTA, SUTA, and Worker’s Compensation.

Common Benefits

Paid vacation, holidays, sick leave, health/disability/life insurance, and retirement plans.

Additional Benefits

EAPs, tuition assistance, employee discounts, training, and expense reimbursement.

Progressive Discipline

Step-by-step corrective system: coaching → oral warning → written warning → suspension → termination.

Positive Discipline

Emphasizes communication and cooperation to correct behavior instead of punishment.

Hot Stove Rules of Discipline

1. Immediate (touch = burn) 2. Warning (closer = heat) 3. Consistent (everyone gets burned equally)

Proper Termination Guidelines

Must be based on documented poor performance, used only as a last resort, and follow good faith and fairness principles.