Term
| Human Resources Management (HRM) |
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Definition
The development of management systems to ensure that human talent is used effectively to accomplish organizational goals.
Policies, practices, and systems that influence employees' behavior, attitudes, and performance |
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Term
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Definition
1. Responding strategically to changes in the workplace
2. Compliance with Equal Employment Opportunity (EEO) regulations
3. Providing a sufficient supply of qualified workers to fill jobs in a firm
4. Managing and developing talent
5. Employee compensation and benefits
6. Risk management and worker protection
7. Employee and labor relations |
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Term
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Definition
| the use of data, facts, analytics, scientific rigor, critical evaluation, and critically evaluated research/case studies to support HRM proposals, decisions, practices, and conclusions |
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Term
| Alternative work arrangements (HR challenge) |
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Definition
| independent contractors, on-call workers, temporary workers, migrant workers |
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Term
| Globalization of jobs (HR challenge) |
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Definition
| global, legal and political factors |
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Term
| Increasing diversity (HR challenge) |
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Definition
| generational (i.e., millennials); multiethnic |
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Term
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Definition
1. Alternative work arrangements
2. Globalization of jobs
3. Increasing diversity
4. Growth of HR technology
5. Ethics in the workplace
6. Occupational shifts
7. Social responsibility
8. Making sure people are treated the right way |
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Term
| Equal Employment Opportunity (EEO) -- core of EEO |
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Definition
the idea that all individuals have an equal opportunity for employment, regardless of race, color, religion, sex, age, disability, or national origin.
core of EEO is about safeguarding protected classes against discrimination |
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Term
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Definition
| the making of distinctions among people |
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Term
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Definition
| intentional discrimination that occurs when people are purposely not given the same opportunities because of their race, color, sex, age, etc. |
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Term
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Definition
| unintentional discrimination that occurs when members of a protected group are unintentionally harmed or disadvantaged because they are hired, promoted or trained at substantially lower rates than others |
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Term
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Definition
| EEOC provision that states that an HR practice is discriminatory if the hiring rate of a protected class is less than four-fifths the hiring rate of a majority group |
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Term
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Definition
| Made it illegal to pay different wages to men and women if they perform equal work in the same workplace |
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Term
| 3 exceptions to Equal Pay Act |
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Definition
1. seniority systems
2. merit considerations
3. incentive pay plans |
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Term
| Title VII of the Civil Rights Act of 1964 |
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Definition
**most important civil rights law**
- applies to all employees in interstate commerce who employ 15 or more employees for 20 or more weeks per year
- made it illegal to discriminate on the basis of race, color, religion, national origin, or sex
- makes it illegal to retaliate against any person who files a charge of discrimination
- requires that employers reasonably accommodate applicants' and employees' sincerely held religious practices, unless doing so would impose an undue hardship on the operation of the business. |
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Term
| Age Discrimination in Employment Act of 1967 |
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Definition
| Amended Title VII; strengthens the EEOC's enforcement powers and extends coverage of Title VII to gov't employees, employees in higher education, and other employers and employees |
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Term
| Pregnancy Discrimination Act of 1978 |
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Definition
| makes it illegal to discriminate against a woman because of pregnancy, childbirth, or a medical condition related to pregnancy or childbirth |
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Term
| Americans with Disabilities Act of 1990; 2008 (ADA) |
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Definition
1. employment discrimination is prohibited against individuals with disabilities who are able to perform the essential functions of the job, with or without reasonable accommodation
2. individuals with disabilities -- persons who have a physical or mental impairment that substantially affects one or more major life activities
3. essential functions -- job duties that each person in a certain position must do or must be able to do to be an effective employee
4. reasonable accommodation -- action taken to accommodate the known disabilities of applicants or employees so that disabled persons enjoy equal employment |
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Term
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Definition
- provides compensatory and punitive damages and jury trials in cases involving intentional discrimination, instead of merely back-pay
- requires employers to demonstrate that job practices are job-related and consistent with business necessity (burden of proof)
- make quotas -- employer adjustments of hiring decisions to ensure that a certain number of people from a certain protected class are hired
- extends coverage to US citizens working for US companies overseas |
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Term
| Uniformed Services Employment and Reemployment Rights Act of 1994 |
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Definition
| - protects the rights of individuals who enter the military for short periods of service |
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Term
| Don't Ask, Don't Tell Repeal Act of 2010 |
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Definition
| Bars discrimination against military personnel based on their sexual orientaiton |
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Term
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Definition
| verbal or physical conduct that denigrates or shows hostility or aversion toward an individual because of his/her race, color, religion, gender, etc. |
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Term
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Definition
| unwelcome sexual advances, requests for sexual favors, other verbal or physical conduct of a sexual nature |
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Term
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Definition
| when sexual activity is required in return for getting or keeping a job or job-related benefit |
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Term
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Definition
| when the behavior of anyone in the workplace is sexual in nature and is perceived by an employee as offensive and undesirable |
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Term
| Defense against discrimination charges |
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Definition
| burden of proof is on the employer, meaning it must prove that the discrimination did not occur |
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Term
| Job relatedness (defense discrimination) |
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Definition
| the decision was not discriminatory because there was a job-related reason that it was made (most common defense) |
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Term
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Definition
| Letting one positive aspect overshadow everything else |
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Term
| FBATR "The Four Keys" of Management |
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Definition
1) SELECT A PERSON based on experience, intelligence, and determination
2) SET EXPECTATIONS by defining the right steps
3) MOTIVATE THE PERSON by helping them identify and overcome witnesses
4) DEVELOP THE PERSON by helping them learn and get promoted |
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Term
| Dual goals of Interviewing |
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Definition
1) Assess the candidate's qualifications
2) Attract the candidate |
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Term
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Definition
| Uses a set of standardized questions asked of all applicants |
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Term
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Definition
| Use questions to assess the candidate's past experiences in chronological order |
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Term
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Definition
- Applicants give specific examples of how they have performed a certain task or handled a problem in the past.
-Characterized by "Tell me about a time when..."
*most valid type of interview question |
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Term
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Definition
Contains questions how applicants might handle specific job situations
ex. Hypotheticals |
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Term
| Four Reasons Structured Interviews Are Better Than Unstructured |
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Definition
1) Validity - keeps interviewers focused on what will predict job performance and what is relevant to the job
2) Stops Biases - keeps interviewers from stopping the impression adjustment process too soon
3) Equal Employment Opportunity (EEO) - EEO compliance
4) More reliable and consistent |
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Term
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Definition
-No fixed set of questions asked of all applicants
-No systematic scoring procedure |
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Term
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Definition
| Uses questions developed from the answers to previous questions |
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Term
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Definition
| Designed to create anxiety and put pressure on applicants to see how they respond |
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Term
| 5 Types of Interview Settings |
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Definition
1. One or two HR professionals, supervisors, or potential colleague
2. Panel interview
3. Team interview - interviewed by potential teammates with whom you will work
4. Phone
5. Virtual (Skype) |
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Term
| 6 Interview Question Types to Avoid |
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Definition
1. Yes/No
2. Obvious
3. Unlikely to produce a true answer
4. Leading questions
5. Non-job related
6. Illegal questions (see separate card) |
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Term
| Interview questions about _______ are illegal (x10) |
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Definition
1) children
2) age
3) disabilities
4) physical characteristics
5) maiden name
6 citizenship
7) lawsuits
8) arrest records
9) smoking status
10) AIDS/HIV |
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Term
| 6 Steps of Interviewer Training |
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Definition
1. Understand the job
2. Establish an interview plan
3. Establish and maintain rapport and listen actively
4. Pay attention to nonverbal cues
5. Provide information as freely and honestly as possible
6. Use question(s) effectively |
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Term
| Bona fide occupational qualification (BFOQ) (discrimination defense) |
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Definition
| a characteristic that must be present in all employees for a particular job |
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Term
| Seniority (discrimination defense) |
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Definition
| employment decisions made in the context of a form, well established seniority system, even if they discriminate against a protected class |
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Term
| Business necessity (discrimination defense) |
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Definition
| discriminatory practice is necessary for the safe and efficient operation of the organization and there is an overriding business purpose of it |
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Term
| Immigration Reform and Control Act (IRCA) |
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Definition
| employers are required to obtain and inspect I-9 forms, and verify documents such as birth certificates, passports, visas, and work permits |
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Term
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Definition
| employers may require workers to speak only English at certain times or in certain situations, but the business necessity of the requirements must be justified |
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Term
| Appearance and weight discrimination |
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Definition
- dress codes are legal, but must be enforced uniformly and not infringe on religious accommodation
- height and weight requirements must be related to the job
- no federal laws regarding attractiveness, although some local laws exist |
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Term
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Definition
a large scale action plan that sets the direction for an organization
- provides direction and momentum
- encourages new ideas
- develops a sustainable competitive advantage |
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Term
| Strategic Management Process |
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Definition
1. define the business and develop mission
2. evaluate a firm's internal and external environment
3. identify the strategic issues and problems which the company needs to address
4. develop strategies to achieve organizational goals consistent with the mission
5. select a strategy from the available options discussed at (4)
6. implement the strategy
7. evaluate performance |
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Term
| Cost leadership vs. differentiation |
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Definition
- cost leadership strategy: focus on efficiency, so HR practices must minimize labor costs
- differentiation strategy: focus on innovation and quality enhancement, so HR must develop employees who can achieve those outcomes |
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Term
| Internal vs. external labor orientation |
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Definition
- internal: hire employees early in their careers and retain them for as long as possible (Apple)
- external: limit attachment between employees and firm, and hire workers who already possess the skills needed to complete tasks |
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Term
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Definition
The process of making a "hire" or "no hire" decision regarding each applicant for a job.
*beware of unconscious biases |
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Term
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Definition
| Person-job-fit: matching KSAs and TALENTS of individuals with CHARACTERISTICS and NEEDS of the job |
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Term
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Definition
| CONSISTENCY of a performance measure; the degree to which it is free from error |
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Term
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Definition
| The extent to which a performance measure assesses EXCLUSIVELY ALL the most RELEVANT aspects of job performance |
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Term
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Definition
| Measure all current job incumbents on attribute + incumbents' current performance --> obtain correlation |
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Term
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Definition
| Measure all job applicants on attribute and, once hiring is complete, measure newly hired job incumbents' performance and obtain correlation |
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Term
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Definition
1. Interviews
2. References/Letters of Rec (LOR =unhelpful; positive bias)
3. Biographical data (ex. military)
4. Application blanks - past jobs and present job status
5. Physical ability tests
6. Cognitive ability tests - thinking, memory, reasoning, etc.
7. Personality tests (see Big 5 Personality Dimensions Card)
8. Work samples (perform simulated task)
9. Background checks
10. Handwriting analysis
11. Situational judgment test
12. Honesty
13. Drug test |
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Term
| The Big Five Personality Dimensions |
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Definition
Extraversion
Agreeableness
Conscientiousness
Neuroticism
Openness to experience |
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Term
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Definition
Tendency to be talkative, sociable and assertive
"I love meeting new people!" |
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Term
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Definition
| Tendency to be trusting, good-natured, cooperative, soft-hearted |
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Term
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Definition
| Tendency to be dependable, responsible, achievement-oriented and persistent |
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Term
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Definition
Tendency to be emotional, insecure, and jealous
*Opposite: emotional stability - calm, steady and secure |
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Term
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Definition
Tendency to be imaginitive, intellectual, curious, and broad-minded
*Related to customer service jobs |
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Term
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Definition
| The process of deciding which positions to fill and how to fill them |
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Term
| Three steps of personnel planning |
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Definition
1) Forecasting personnel needs (Trend Analysis & Ratio Analysis)
2) Forecasting the supply of inside candidates
3) Forecasting the supply of outside candidates |
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Term
| Forecasting personnel needs - Trend Analysis |
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Definition
Basing personnel forecase on firm's past employment needs (looking back)
"How many did we need last year at this time, so how many should we hire this year?" |
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Term
| Forecasting personnel needs - Ratio Analysis |
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Definition
| Basing personnel forecast on ratio of production to employees (looking forward) |
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Term
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Definition
| The process of generating a pool of qualified candidates for a particular job |
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Term
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Definition
| Making people already employed by the organization aware of job openings |
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Term
| Benefits of Internal Recruiting |
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Definition
You know them, they know you
Cheap
Fast |
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Term
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Definition
| Attracting job candidates from outside the organization |
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Term
| Examples of External Recruiting |
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Definition
Direct applicants and referrals
Advertisements
Electronic recruiting
Employment agencies
Colleges and universities |
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Term
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Definition
| Using software to scan a database of resumes |
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Term
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Definition
| monitor applicants from job listing to performance appraisal results |
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Term
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Definition
| track prospects in the company and match them with jobs as they come open |
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Term
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Definition
| Gives a candidate a picture of both the positive AND negative features of the job and the organization before they are hired |
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Term
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Definition
| Recruiters give applicants timely responses |
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Term
| 5 classes of a diverse workforce |
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Definition
1) single parents
2) older workers
3) minorities
4) welfare-to-work
5) disabled persons |
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Term
| Talent Management Process |
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Definition
1. Decide which positions to fill through job analysis, personnel planning, and forecasting
2. Build a pool of job candidates by recruiting internal or external
3. Use selection tools like tests, interviews, background checks, and physical exams to identify viable candidates
4. Orient, train, and develop new employees
5. Appraise employees to assess how they're doing
6. Recognize, reward, and compensate to maintain motivation |
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Term
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Definition
| A recurring pattern of thought, feeling, or behavior that can be productively applied |
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Term
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Definition
| experience, brainpower, or willpower |
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Term
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Definition
| striving, thinking, and relating |
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Term
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Definition
| the why of a person (why are you motivated to do what you do) |
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Term
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Definition
| the how of a person (how you think, weigh up alternatives, and make decisions) |
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Term
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Definition
| the who of a person (who do you trust, build relationships with, confront, ignore) |
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Term
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Definition
| systematic process of collecting information used to make decisions about jobs |
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Term
| Typical information collected in job analysis |
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Definition
1. regular and special duties
2. supervision given to or received from others
3. decisions made (records and reports prepared; materials and equipment used; financial responsibilities)
4. internal and external contact with other people
5. physical demands and working conditions
6. jobholder characteristics (KSAs, training needed) |
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Term
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Definition
| written statement of the overall tasks, duties, and responsibilities of a job (i.e., the "what") |
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