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58 Cards in this Set
- Front
- Back
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Functions of public sector HRM
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planning: budget preparation, HR planning, division of tasks, deciding pay/benefits
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Top 5 qualities employers seek in job candidates
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communication skills
honesty/integrity interpersonal skills motivation/initiative strong work ethic |
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Acquisition
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interviewing, hiring, and placement of employees
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development
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orientation, training, employee evaluation
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sanction
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expectations and obligations between the employer and employee including discipline and employee rights
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political responsiveness
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the idea that the government represents the will of the people through elected officials
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Ethical employee rights
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free consent
privacy conscience speech due process |
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goals of efficiency and effectiveness
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to maximize the ratio of inputs to outputs
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merit system
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promoting and hiring government employees based on job performance rather then political connections.
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Individual rights
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individual citizens will be protected from unfair actions by government officials
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social equity
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fairness to groups that would otherwise be discriminated against in the private sector. woman, disabled, minorities. Promotes fairness
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Patronage
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giving jobs to people who demonstrated political loyalty and support
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cronyism
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giving jobs to friends and supporters without regard to who is most qualified
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Strengths of patronage
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administrators appointed by their political boss
direct accountability |
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weaknesses of patronage
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corruption
jobs not given to the most qualified applicant turnover of staff at every election |
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Civil Service Reform Act of 1883 (pendleton act)
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first attempt to control patronage
created a "merit based" system for promotion/hiring protect the public from the political process no longer able to fire someone without cause |
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Hatch Act of 1939
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second attempt to eliminate patronage
prevented federal employees from running for office |
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Elrod vs. Burns (1976)
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sheriff tried to fire staff because they were from a different political party
court ruled that local elected officials could not remove employees to make room for supporters (with the exception of policy making employees) |
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Rutan vs. republican party of IL
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rehabilitation officer was deemed not suitable by new governor
extended first amendments rights |
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O'hare vs. City of Northlake
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extended first amendment to city contractor who was laid off because he supported the mayors opponent during election
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Departments created by the Civil Service Reform Act of 1978
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Created
-The office of personnel management -Senior Executive Service (SES) -Merit System Protection Board -Federal Labor Relations Authority - |
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Civil Service Reform Act of 1978
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Redefined the term merit and detailed 9 protections
the act was followed by reviews and commissions to improve government efficiency |
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9 protections resulting from the Civil Service Reform Act of 1978
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1. establish a qualified work force
2. Fair and equitable treatment for all 3. Equal pay for equal work 4. Maintain high ethical standards/integrity 5. Use federal workforce efficiently 6. Retain employees based on performance 7. Use progressive discipline 8. Provide education and training to employees 9. protect employees from reprisal |
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Goals of public HRM
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Political responsiveness
Organizational efficiency/effectiveness Individual Rights Social equity |
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Downfalls of public HRM
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system bogged down by red tape and bureaucracy
merit system created a culture of entitlement for federal employees |
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Positive State
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state run programs such as health, education, welfare
federal government controls funds for these programs in an attempt to control structure and management |
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government performance project (pew charitable trust- 1999)
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Issued report cards to federal agencies based on
strategy clearly defined policies empowering managers to make prompt hiring decisions maintaining appropriate skills amongst employees motivating and rewarding employees proper discipline and termination of employees good labor relations |
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People criteria for STATE grade reports
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conducts analysis of human capital needs
acquires the employees it needs has skilled workforce manages its workforce performance programs |
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National commission on state and public level
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called for an end to "civil service paralysis"
recommended that.. give more authority to operating units and managers eliminate outdated and restrictive rules give managers authority to assign, motivate, and reward employes make hiring easier and faster make firing poor employees faster provide better employee training |
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Trends in Public HRM
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1. attracting a diverse workforce
2. developing strategic purpose 3. redesign HR activities 4. Decentralizing HRM functions 5. Privatizing selected functions 6. Measuring employee performance 7. Expanding unionization |
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Equal Employment Opportunity
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Gives all people an equal chance for employment regardless of sex, age, ect.
Title VII of Civil Rights Act |
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Affirmative action
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prevents workplace discrimination
Executive order 11246 Created Office of Federal Contract Compliance Programs |
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Affirmative Action Consent decree
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Company and victim negotiate a deal to compensate victim
employers give consent decrees to avoid going to court and admitting guilt |
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Affirmative Action Court Order
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Court will step in and mandate compensation for the victim if agency is found guilty
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Disparate Treatment
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when employees are treated differently due to race, sex, age, ect.
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Bona Fide Occupational Qualification (BFOQ)
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A necessary skill needed to preform a job.
Serves as a direct method to prevent against disparate treatment |
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Disparate Impact
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when employers unintentionally exclude a protected group of people
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Four-Fifths rule
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if a organizations hiring rate for a minority group is less then four-fifths the hiring rate for the majority group, then then could be found guilty of disparate impact
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Reasonable Accommodation
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an employer must make accommodations for an otherwise qualified person to perform a job.
physical disability mental disability religious observance |
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American With Disabilities Act
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prohibits employment discrimination on the basis of disability
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Family and Medical Leave Act
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Law preventing punishment if employees need time away from work to deal with a serious health concern. 12 weeks max
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An employers first responsibility
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to provide a safe and healthy work place free from hazards that could cause death or serious injury
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Health and safety stats
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US has one of the highest work related injury rates
injuries-4.6 per 100 deaths- 3.9 per 100 |
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Workplace Violence
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1.7 million per year
workplace violence accounts for 18% of violent crimes in the US |
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an employer can be held accountable for workplace violence for
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negligent hiring
negligent retention negligent referral |
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4 types of risk in the workplace
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hazardous agents
physical hazards ergonomic hazards psychological hazards |
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Job Hazard Analysis
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safety training technique that breaks down job into specific tasks and evaluates each for potential harm
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Job Analysis
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evaluating a job and determining the skills and tasks associated with it
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Statutory Rights
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Rights based on laws passed by government
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3 approaches to job analysis
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position analysis questionnaire
fleishman job analysis Functional job analysis |
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Job design
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after analysis, determining exactly how that job will be preformed
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Job Evaluation
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evaluating the relevance and effectiveness of that particular job
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4 methods of job evaluation
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ranking
classification factor comparison point-factor method |
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Job Evaluation and Policy Act 1970
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congress mandated that all factor ranked jobs undergo position classification
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Federal Factor Evaluation System- 9 job factors
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1. knowledge required
2. supervisory responsibilities 3. discretion 4. complexity 5. effects of action 6. consequence of error 7. personal contacts 8. personal demands 9. work enviroments |
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position classification
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categories of positions with similar duties across departments. helps to regulate pay and favoritism.
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Classification Act of 1923
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Positions, not individuals should be classified.
qualification help determine position level |
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Classification act of 1949
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Established factor comparisons
created white-collar vs blue-collar jobs |
