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40 Cards in this Set
- Front
- Back
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5 HRM divisions
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Compensation
Employment Benefits Staff Training and Development |
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HRM Defined
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Policies, Practices, and Systems that influence employees behaviors, attitudes, and performance
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Strategic HRM
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A pattern of planned HR deployments & activities intended to enable an organization achieve its goals
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Competitiveness
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A companies ability to maintain and gain market share in its industry
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Self-Service
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Giving employees online access to HR information. Many services offered by HR departments are now available online.
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Administrative expert
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Basically an expert in the HR process. restructuring the HR activities and focusing on the most important areas.
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Competitive challenges
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Sustainability challenge- remaining sustainable
Globalization challenge- expanding into foreign markets Technology challenge- Changes employees work roles, creating high performance work systems such as UPS |
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Phycological contract
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Expectations of employee contributions and what the company will provide in return.
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Six Sigma Process
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Systems of measuring, analyzing, improving, and controlling processes once they meet quality standards
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Lean Thinking
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A process used to determine how to use less effort, time, equipment, and space but still meet customers requirements
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Virtual teams
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Teams that are separated by time and distance, rely solely on technology to contact each other
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Pay and Labor force composition
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Pay and labor directly influences the labor force and how many people are available in the work force
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HRIS
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A system used to acquire, store, manipulate, analyze, retrieve, and distribute HR information. It is used to analyze employees
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Dimensions of HRM Practices
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I- Managing the HR environment
II- Acquiring and preparing HR III- Assessment and Development of HR IIII- Compensating HR |
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Strategic Management defined
SHRM |
A pattern of planned human resource deployments and activities intended to enable an organization to achieve its goals
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Strategic management
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A strategy of organizing and assessing the companies competitive challenges
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Strategic Formulation
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The process of deciding on a strategic direction by defining a company's mission and goals, its external opportunities and threats, and its internal strengths and weaknesses.
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Strategic Implementation
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The process of devising structures and allocating resources to enact the strategy a company has chosen
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3 types of resources
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Physical, Organizational, Human
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Strategic planning group
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the strategic planning group is created when an issue is recognized, between hr rep and employee
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Integration LInkage Levels
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Administrative linkage level
One-way linkage level Two-way linkage level Integrative linkage level |
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Administrative linkage level
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First linkage level- lowest level of integration, little communication, overwhelmed with day to day tasks
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One-way linkage level
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Second linkage level- planning function is developed then HR is informed, little but some communication
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Two-way linkage level
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Third linkage level- allows for HR issues, more communication, hr team developes, management analyzes....
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Integrated linkage level
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Final and best linkage level- both hr team and management work together to develop plan, maximum communication
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Job analysis vs. job design
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Job analysis-process of getting detailed info about jobs
Job design-defining the way work will be performed and tasks that will be required in the job |
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Performance management
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The means through which managers ensure that employees activities and outputs are congruent with the organizations goals
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5 variables that determine success in strategy implementation
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Organizational structure
Task design Selection, training and development reward system information systems |
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side effects of downsizing
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if not done responsibly and correctly it can have negative impacts such as reduced employee moral, it must be based on perfromance
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EPA of 1963
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Equal PAy Act- Men and Women performing the same should get paid the same
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ADEA of 1967
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Age Discrimination in Employment Act- Prohibits discrimination of people over the age of 40
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CRA of 1964
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Civil Right Act- forbids discrimination of race sex...
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EEOC
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Equal Employment Opportunity Commission- Ensure that all individuals have an equal opportunity for employment regardless of race, sex, age...... they investigate, gather information, and issue guidelines
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3 types of discrimination
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Disparate treatment- individuals who are treated differently because of race or......Intentional
Disparate Impact- unintentional facially neutral act that discriminates Unintentional Reasonable accommodation- special emphasis on employer to accomidate employee needs reasonably |
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Prima facie
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person is in protected group, person applies for job, person is rejected, position remained open and was later filled by someone with similar qualifications
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BFOQ
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Bona Fide Occupational Qualification- job qualification based on race sex religion... hooters
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4/5ths rule
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A rule that states that an employment has disparate impact if the hiring rate for a minority group is less than 4/5's or 80% of the hiring rate for the majority group
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Most likely defense in disparate impact case
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prove qualification is directly dependent on job
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Un-do hardship
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employer cannot be expected to provide anything above and beyond a reasonable standard
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Sexual harassment types
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Quid pro quo harassment- offers to be promoted in exchange for sex
Hostile environment sexual harassment- sexual advances at work |
