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102 Cards in this Set
- Front
- Back
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Human Resource Management
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the policies, practices, and systems that influence employees' behavior, attitudes, and performance
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human capital
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an organizations employees, described in terms of their training, experience, judgment, intelligence, relationships, and insights--employee characterstics that can add economic value to the org.
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job analysis
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the process of getting detailed information about jobs
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job design
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the process of defining the way work will be performed and the tasks that a given job requires
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recruitment
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the process through which the org. seeks applicants for potential employment
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selection
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the process by which the org. attempts to id applicants with the necessary knowledge, skills, abilities, and other characteristics that will help the org. achieve its goals
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training
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a planned effort to enable employees to leatn job-related knowledge, behavior, and skills
EX. safety training |
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development
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the ACQUISITION of knowledge, skills, and behaviors that improve an employees ability to meet changes in job requirements and in customer demands
**often preparing employes for managemnt responsibilities or set up teams ( learn good teamwork) |
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high performance work system
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an org. in which tech, organizaion structure, people and processes all work together to give an org an advantage in the competitive environment
**HR has to make sure they have the right ppl for the changing tech |
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What is included in maintaining a high performance work system
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development of training programs, recruitment with new skills, and establishment of rewards for teamwork, fexability, and learning
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Human resource planning
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id the numbers and types of employees the org will requre to meet its objectives
--these help forcast its needs for hiring, training, and reasigning |
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Why is W.L Gore repeately named one of the 100 best companies to work for in america?
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unusual corporate culture where all eomployees are known as associates and bosses are not to be found.
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Evidence-based HR
What does it show? |
collectina dn usin data to show that HR pracitces hace a postive influence on the company bottom line stakeholders
how money invested in HR is justified and HRM is contributing to the companies goals EX. productivity turnover, accidents, medical costs... |
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Skills of HRM
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Human relations- ability to work well with others
Decision-making-and applying it for strategic skills leadership- helping the org. manage change technical skills- staffing, development, communication.. |
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what are the role of supervisors?
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small bus= companies founders
Motivate, help define jobs, provide training, interview, appraise performance, recomend promotions, communicate polices |
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ethics
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the fundamental principles of right and wrong
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HR and ethics
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majority of ethics issues revolve around HR 2/3 of the calls
EX. conflicts with coworkers or complaints of sexual harrasment |
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Employee rights
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Right of free consent
right of freedom on conscience right of freedom of speech right to due process |
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best way to think about ethics in business..
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the morally correct action is the one that minimizes encroachments on and aviod violations of those rights
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standards for ID ethical practices
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greatest good for greatest number
fair and equitable respect for basic human rights *ethical alternative |
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careers in HRM
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HR management executive, Division HR executive, compensation manager, employment and recruitment manager, INfo systems manager, generalist, training specialist
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Trends in labor force and how that affects HRM
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GO BACK --covers most of chapter 2
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internal labor force
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an org. workers (its employees and the ppl who have contracts to work at the org.*drawn from external
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external labor force
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ind. who are actively seeking employement-
*# and kinds of ppl determine the HR avaliable at an org. |
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why do HR professionals need to be aware of trends in the external labor force?
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the trends affect the org. options for creating a well-skilled, motivated internal labor force
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an aging workforce
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as more and more of the workforce reached retirement age, some companies set up mentoring programs b/w older and younger workers so that knowledge is not lost but passed on.
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what are some ideas for making an arrangment where you are supervising someone older work?
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1. keep an open mind
2. focus on results 3. be discreet about your age 4. offer consulting positions |
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what are the HR practices that support diversity managment?
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communication
development performance appraisal-provide feedback employee relations- comfortable work enviroment |
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what are the areas in which HR can support the goal of creating a high performance work system
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reliance on knowledgable workers
empowerment of employees to make decisions use of teamwork |
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knowledge workers
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employees whose main contributoin to the org. is specialized knowledge
EX. customers, a process, or a profession |
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employee empowerment and its role in the modern org.
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giving employees responsibility and authority to make decisions regaring all aspects of product development or customer service.
employees have the resposibiilty to listen to customers, adapt to changing needs,and creatively solve a variety of problems |
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teamwork
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the assignment of work to groups of employees whith various skills who interact to assemble a product or provide a service
*work teams contribute to the total quality by performing inspection and quality-control |
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what is one of the most popular ways to increase employee resposiblity and control?
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to assign teams
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how can HR support organixational strategies for qualtiy, growth, and efficency?
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help org develop strategies by focusin on th future and present
ex become experts at analyzing the business impact on HR decisions **quality improvement programs, mergers and acquisitions, and restructuring |
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total quality management
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a companywide effort to contunuouslt improce the ways people, machines, and systems accomplish work
*high quality standard |
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what are the five core values of total quality mangament?
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methods and processes are designed to meet the needs of internal and external customers
every employee receives training in qulaity quality is designed into a quality or service promotes cooperation with vendors, suppliers, and customers to imporve quality managers measure progress with feedback |
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what are the 6 business strategy issues affecting HRM?
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1. totoal quality managment
2. mergers and acquistions 3. reeenginering 4. international expansion 5. downsizing 6. outsourcing |
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reenginering
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a complete review of the org. cirtical work processes to make them more efficien and able to deliever high quality
ex. company adopts new technology |
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how does reenginering affect HR?
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the way to HR department itself accomplishes its goals may change
change make HR help design and implement change |
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outsourcing
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the practice of hacing another company (vendor of third party) provide services
* many HR functions are being outsourced 8/10 complanies outsource at least one HR duty |
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how can HR supprt org. expaniding internationally?
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HR decides if offshore workers can have better skills,
how they will affect motivation and recruitment if managers are prepared to lead offshore employees |
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offshoring
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moving operations form the country where a company is headquartered to a conouty whre pay rates are lower but the necesary skills are available
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expatries
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employees who take assigments in other coutries (HR selects these people base on ablilty to understand and respect the cultural and bus. norms of the host country.
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human resource info. systems (HRIS)
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a computer system used to acqure, storre, manipulate, analysize, retrieve... info related to HR
*Can help HR track employee sick days, help with complex bus. environment |
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How is tech developemnt affecting HRM?
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large amounts of data ( records, training..) can be stored on personal computers with user friendly spreadsheets
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the internet economy on HR
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constantly having to update skill requirements,..
motivation becomes a challenge |
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e- HRM
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the processing and transmission of digitized HR information- computere netwroking and internet
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impilcations of e-HRM
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1. anaylsis and design of work- work togehter using video and internet
2. recruting- post job opps online 3. training- online learning 4. selection- online simulations, tests 4. compensation and benefits- employees can review salray and bonus info |
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self service
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system in which employees have online accuess to info anout HR issues and go onlin to emroll themselves in programs and provide feedback through surveys
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how is the nature of employement relationship changing?
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expect empluee to take more responsibility for theri own careers, less job security
employees want flexablilty more control, and finaicial incentives |
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psychological contract
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a description of what an employyes espects to contribute to an employee relationship and waht the employer will provide the employee in exchange for those contributions
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alternative work arrangments
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meothods of staffing other than the traditional hiring of full-time employees (use of indepentdent contractors, on-calll workers, temps, and contract company workers)
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explain hw the three branches of governemnet regulate HRM
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legislative-enacted a # of laws governing HR activites
executive- regulate activites having to have contracts with the federal gov. judicial- influences employement law |
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equal employment opportunity
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the condition in which all ind. hace an equal chance for employment, regardless of their race, colot, religion, sex, age, disability, or national origin
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EEOC
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agency dept. of justice chanrged with enforcing title IV of the civil rights act of 1964 and other antidiscrimination laws
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affirmative action
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an org. active efforts to fid opportunities to hire of promote ppl in a particular group
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disability
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under the americans with disabilities act a physical or mental impairment that substantially limits one or more major life activites, a record of havingsuch an impairment, or bing regarded as having such an impairment
ADA act of 1990 =protects ppl with disabilites from being discriminated against in the workplace |
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what are the federal agencies that enforce Equal opportunity
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EEOC- enforcing EEO laws, title IV, ADA, equal pay
OFCCP |
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EEOC-
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investigates and resolves complaints about discrimination, gathers info, and issues guidelines
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EEO-1 report
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the EEOCs employer information report which couts employees sorted by job, catergory, sex, ethnicity, and race
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uniform guidelines on employee selection precedures
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guidelines issued by the EEOC and other agencies to ID how an org. should develop and administer its system for selecting employees so as not to violate antidiscrimination laws
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office of federal contract compliance proceduresOFCCP
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the agency responisble for enforcing the executive orders that coner companies doing business with the federal goverment.
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what are the three base componnents affirmative action plan must have?
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utilizing analysis
goals and timetables action steps |
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disparate treatment
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differing treamtment of ind. where the dif are based on the ind. races, color, origin, sex, age, disability
*hiring one person equally qualified over another b.c of race |
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how can employers aviod illegal discrimination
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aviod disparate treatment-focus on job requriements
aviod disparate impact-make sure employemnet decisions are based on relevant, valid measurements defendant and avoid by establishing an EEO policy |
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bona fide occupational qualifications (BFOQ)
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a necessary (not merely preffered) qualification for performing a job
EX. women handing out towels in the girls locker room |
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disparate impact
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a condition in which employment practices are seemingly neutral yet disproportionately eclude a protected group from employment opps.
ex. youngers workers being paid more than older workers |
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four-fifths rule
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rule of thumb that finds evidence of discrimination if an org. hiring rate for a minority group is less than four fifths the hiring rate for the majority group
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reasonable accommodation
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an employers obligation to do something to enable an otherwise qualified person to perform the job
ex. giving muslims a break for prayer time |
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sexual harassment
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unwelcome sexual advances as defined by the EEOC
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how can employees eliminate sexual harassment
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managing the workplace in a way that does not permit anybody to threaten or intimidate employees
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occupational safety and health act
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us law authorizeing federal gov to establish and enforce safety and health standards for all places of empoyment
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occupational safety and health administration
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labor dept agency responisble for inspecting employers applying safety standards and levying fines
Main purposeplace of employment free from hazards that cause harm or death |
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right-to-know laws
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state laws that requires employers wto provide employees with info about the health risks associated with exposure to substances considered hazardous- obtained from state OSHA
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material safety data sheets
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forms on which chemical manufactorers and importers id the hazards chemicals
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job hazardous technique
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safety promotion technique that involves breaking down a job into basic elements, then rating each element for potential injury or harm
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how can employers promote safety and health
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identifying and communicating job hazard
study past accidents talk directly to employes about safety reinforcing safe practices promoting safety internationally |
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technics of operations
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method of promoting safety by determing which specific element of a job LED to a past accident
*establish facts surronding the incident |
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work flow design
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process of analyzing the task necessary fo rthe production of a product or service
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elements in a work flow analysis
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id outputs of the process
activites involved three categories of input: raw, equipment,and HR |
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job vs position
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job-set of related duties
positinon- the set of duties (job) performed by a particular person |
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job analysis
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the process of getting detailed info about jobs
include job description, job specification, |
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job description
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a list of tasks, duties, and resposibilites that a particular job entails
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job specification
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a list of knowledge, skills, abilities...(KSAO)
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how to obtain info for a job analysis
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come from the incumbant (ppl holding that position)
superviosrs observations position analysis questionaire |
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postion analysis questionaire
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a standardized job analysis questionaire containg 194 ?s about work behaviors, conditions, and characteristics
* each item rated on a sclae of six * computs ins and outs of a job |
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Fleishman job analysis system
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job analysis technique that asks SUBJECT MATTER experts to evaluate a job in terms of ABILITY required
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importance of a job analysis
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building block of everything that personnel does
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recent trends in job analysis
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rapidly changing producta nd markets
changes in the nature of the work new legal requirments |
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job design
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the process of defining how work will be performed and what tasks will be required in a given job
*job redesign |
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dif. aspects of a job
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1. design for efficency
2. design for motivation 3. design for safety and health 4. design for mental capcity |
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industiral engineering
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the study of jobs to find the simplist way to structure work in order to max efficency*such jobs tend to be repetitive nad specialized
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how do you make a job motivating?
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skill variety
task identity task significance autonomy- ind. makes decisions feedback |
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job enlargment
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broadening the types of tasks performed in a job
objective--makes jobs less repetitive and more interestin |
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job extension
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enlarging jobs by COMBING several relatively simple jobs to form a job with a winder range of tasks
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job rotation
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enlarging jobs by MOVING EMPLOYEES AROUND to dif. jobs
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job enrichment
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empowering workers by adding more decision making authority to jobs
**fredrick hersberg |
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flextime
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a scheduling policy in which full-time employees may choose starting and ending times within guidelines specified by the org.
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job sharing
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a work option in which two part time employees carry out tasks associated with a single job
*used to obtain valuable employees taht need more time off |
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explain how org. apply ergonmomics to design safe jobs
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applied by redesigning equipment used in hocs taht are physically demanding
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ergonomics
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the study of the interface between ind. phsiology and the characteristics of the pysical work enviroment
**the goal is th in. physical pain on the worker |
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how can org. plan for the mental demands of a job
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reducing the info. processing requirements
creating checklists and charts evaluate if employees can handle |
