chap 12 - managing human talent

Objective of Human Resource Management

Attract, develop and retain qualified people

Human Capital

the people behind the skills

What does HR drive?

organizational performance

3 factors for sucess

1. human capital

2. customer relations

3. product and service innovation

What is the company strategy involve?

• finding the right people

• managing talent

• maintaining an effective workforce

What could be a consequence for not complying with federal legislation

fines

Civil rights act

no discrimination based on race, religion, skin color, sex or nationality in the workplace

Age discrimination in Employment Act

Prohibits age discrimination and restricts mandatory retirement

Vocational Rehabilitation Act

no discrimination based on physical or mental disabilities

Americans with Disabilities Act

adds on to VRA  by stating employers must make the workplace accessible

Equal Pay Act

prohibits gender-based differences in pay

Health Insurance Portability and Accountability Act (HIPAA)

no discrimination based on health

Family and Medical Leave Act

employer must provide up to 12 weeks unpaid leave for birth, adoption, or family emergencies

only for 50+ employees

OSHA

requires a safe work environment

Patient Protection and Affordable Care Act

if you have 50+ employees you must provide health insurance

Blind Hiring

hire based on job skill and performance

Match company needs with

employee contributions

Match company inducements with

employee needs

HR planning

forecasting of HR needs

Job analysis is made up of

• job description

• job specification

• job evaluation

Corporate University

in house class for training

360 feedback

uses multiple factors to asses employees

The approach for performance has moved form subjective to objective

true

Social security, unemployment, comp and workers comp are required by law

true

Exit interview

ask former employee why they left