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HR Management Functions
planning, organizing, directing, controlling
What is HR management?
refers to the constellation of decisions and actions associated w/ managing individuals throughout the employee life cycle to maximize employee and organizational effectiveness in attaining goals
Clan culture
cohesive, people oriented, team players, and empowering employees
human capital
knowledge, skills, and abilities, as well as other characteristics (KSAOs), embodied in people
types of organizational culture
Adhocracy culture – The dynamic, entrepreneurial Create Culture.
Clan culture – The people-oriented, friendly Collaborate Culture.
Hierarchy culture – The process-oriented, structured Control Culture.
Market culture – The results-oriented, competitive Compete Culture.
changing demographics
aging population and increasing demographic diversity
gig economy
prevalence of temporary employment positions and individuals are employed as independent workers rather than actual employees of an organization
gig
a single project or task that a worker is hired to do on demand
vision
an extension of the mission and describes what the organization will look like or be at some point in the future
Mission
a core need that an organization strives to fulfill and represents the organization's overarching purpose
values
provides the organization with parameters and guidelines for decision making and bringing its vision to life
strategy types
differentiation, cost leadership, focus
balanced scorecard
used to evaluate organizational performance based on the extent to which the organization satisfies different stakeholder needs
SWOT analysis
an organization must analyze the internal strengths and weaknesses that are under its control and the external threats and opportunities that are beyond its direct control
systems perspective
considering how all of the pieces of the HR puzzle fit together and how HR fits within the broader organization
DIVERSITY
real or perceived differences among people with respect to sex, race, ethnicity, age, physical and mental ability, sexual orientation, religion, and attributes that may affect their interactions with others
unconscious bias
stereotypes individuals hold that reside beyond their conscious awareness
stereotypes
simplified and generalized assumptions about a particular group
EEOC
independent federal agency that ensures campanile with the law and provides outreach activities designed to prevent discrimination from occurring in the first place
Office of Federal Contract Compliance Programs (OFCCP)
division of the department of labor, monitors EEO compliance of federal contractors
disparate treatment
treating different groups of applicants or employees differently because of their race, color, religion, sex, or national origin
disparate impact
employers may sometimes use seemingly neutral criteria that have a discriminatory effect on a protected group
4/5ths rule
according to this rule, a protected group's selection ratio may not be less than 80% of the majority group's ratio
Bona fide occupational qualification (BFOQ)
a particular instance where a normally legally protected characteristic is an essential necessity of a job
prima facie
based on the first impression
uniform guidelines on employee selection procedures
outline how selection systems can be designed to comply with EEO laws
harassment
unwelcome behaviors based on sex, race, religion, national, origin, and other protected characteristics
sexual harassment
unwanted advances and other harassment that are sexual in nature
quid pro quo harassment
Involves making employment decisions contingent on sexual favors
hostile work environment harassment
Behavior that contributes to an environment that a reasonable person would find offensive
Family Medical Leave Act (FMLA )
leave employees are entitled to take, including for childbirth and adoptions
ADA
prohibits discrimination against individuals with disabilities who are able to perform the major functions of the job with or without accommodations
TASKS
the elements of a job analysis that are typically used to describe the job itself
KSAOs
used to describe the characteristics workers need to carry out their work effectively (knowledge, skills, abilities, other)
job analysis
The analysis of work and the employee characteristics needed to perform the work successfully
job description
provide the title and purpose of the job, as well as a general overview of the essential tasks, duties, and responsibilities associated w/ the job
Succession Planning
Taking stock of which employees are qualified to fill positions that are likely to be vacated soon. the process of selecting and developing key talent to ensure the continuity of critical roles.
workflow analysis
A broad, organization-level focus on work within the organization and within organizational units and the input needed
Subject Matter Expert (SME)
the people who provide information about the job
job enrichment
Allowing workers to have greater decision-making power
job enlargement
The addition of more responsibilities to a job so that it is less boring and more motivating for workers
job crafting
Redesigning one's own job to fit one's needs
workforce planning
The process of determining what work needs to be done in both the short and long term and coming up with a strategy regarding how positions will be filled
forecasting
The act of determining estimates during workforce planning regarding what specific positions need to be filled and how to fill them
labor market conditions
The number of jobs available compared to the number of individuals available with the required KSAOs to do those jobs
talent analysis
The process of gathering data to determine potential talent gaps, or the difference between an organization's talent demand and the available talent supply
recruitment
The process of identifying a group of individuals (employees or potential applicants) who possess the KSAOs to fill a particular role
external recruitment
An employer's actions that are intended to bring a job opening to the attention of potential job candidates outside of the organization and, in turn, influence their intention to pursue the opportunity.
realistic job preview
Offers potential applicants a realistic view of the actual job, including both positive and negative information
informational interview
The exchange of information between an individual and an organizational representative with the goal of learning more about the organization and its industry
selection interview
A traditional job interview
site visit
When a job applicant agrees to physically go to the organization's location to meet with and to be interviewed by its representatives
hiring manager
The person who asked for the role to be filled and/or to whom the new hire will be reporting as their manager
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