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65 Cards in this Set
- Front
- Back
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What is SHRM? |
Society for Human Resource Management (SHRM)
SHRM is about making money
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What is HR’s functional role? |
Get people into the organization > Keep good people in the organization > Successfully manage turnover |
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Title VII 1964 Civil Rights Act |
SNOCRR, EEOC established · (Organizations with 15 or more employees working 20 or more weeks a year involved in interstate commerce · State & local governments, employment agencies and labor organizations. |
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How can organizations defend themselves against discrimination suits? |
Bona Fide Occupational(BFOQ): Hooters needing girls Business Necessity: Bouncers at clubs Validation Evidence: Jews are good at banking |
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What is sexual harassment? |
Unwelcome verbal of physical conduct from others of a sexual nature that: 1. Is explicitly or implicitly a condition of employment 2. Is the basis for employment decisions 3. Substantially interferes with work performance or creates an intimidating, hostile, or offensive work environment. |
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Quid Pro Quo |
Something for something |
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Hostile Environment |
· Conduct that creates an offensive working environment · Created by supervisors · Created by coworkers or non-employees |
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What responsibility do organizations have regarding harassment? |
Employers have a duty to maintain workplaces free of sexual harassment and intimidation. |
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What is job analysis? |
The process of getting detailed information about jobs. What do we want our employees to do for us? |
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How do you estimate shortages and surpluses? |
· Trend analysis · Transitional matrix |
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What strategies should you pursue if you think you will have a labor surplus? |
Avoid layoffs |
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What is a yield ratio?
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A ratio that expresses the percentage of applicants who successfully more from one stage of the recruitment and selection process to the next |
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What is the goal of recruitment? |
To find a large group of qualified applicants who will stay and perform well. (match organizational and individual goals) |
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What strategies should you pursue if you think you will have a labor shortage?
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Non-traditional sources |
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What factors influence whether people take jobs? |
Objective: Personnel policies: Pay/Position
Subjective: Values, culture, image, fit
Recruitment: Recruiter traits and behaviors, recruitment sources |
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Reliability: 3 types of score
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Observed score = True score + Error Observed score: What you found
True score: What you would have found under perfect conditions
Error: Amount the observed score was influenced by administrative factors |
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Validity
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· Am I measuring what I think I am? · Does what I’m measuring even matter? |
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Content Validity
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Relevance & Face validity
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Criterion-Related Validity:
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Does what I’m measuring even matter? · Is the measure statistically related to job performance?
“ A measure can’t be valid unless it is reliable “ |
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Systematic Error
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Consistent bias in scale or its administration |
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Compensatory Method
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A + B + C, hire the one with the highest score |
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Profile Matching method
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most strategic method |
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What is the concept of fit?
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Vertical: HR strategies and policies are aligned, or fit with, corporate strategies through a process of reciprocal negotiation. Everything done in HR should support the organization’s strategy. |
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How does SHRM help organizations achieve a competitive advantage? |
- Valuable - Rare - Inimitable - Organized |
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2 parts of job analysis |
job description job specification |
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Equal pay act Compensable factors |
skill, effort, responsibility, working conditions |
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triangulation
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asking people about job descriptions (Think of the Bob's) |
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Equal pay act Compensable factors |
skill, effort, responsibility, working conditions |
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Race norming |
different test for different races...not legal |
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Horizontal |
Staffing > Training > Pay > Performance Appraisals |
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External:
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HR interacting with people outside of the organization |
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What diversity trends must we be aware of today? |
- Equal Pay Act 1963
- Title VII 1964 Civil Rights Act:
- 1967 Age Discrimination Act (ADEA)
- 1990 Americans with Disabilities Act (ADA)
- Civil Rights Act of 1991: SNODARRR |
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Civil Rights Act of 1991
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SNODARRR |
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How do you know when discrimination has occurred? |
Disparate Treatment: · Use of different standards · Intentional *Rebuttal: BFOQ
Disparate Impact: · One set of standards that results in a disproportionate effect on minorities · Intent doesn’t matter |
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What tools are available to help with job analysis? |
Observation, interviews, questionnaires |
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Human Resource Management (HRM) |
The policies, practices, and systems that influence employees' behavior, attitudes, and performance |
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Human Capital |
An organization's employees, described in terms of their training, experience, judgement, intelligence, relationships, and insight |
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High-performance Work System |
An organization in which technology, organizational structure, people, and processes all work together to give an organization an advantage in the competitive environment |
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Forecasting |
The attempts to determine the supply of and demand for various types of human resources to predict areas within the organization where there will be labor shortages or surpluses |
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Trend Analysis |
Constructing and applying statistical models that predict labor demand for the next year, given relatively objective statistics from the previous year |
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Core Competency |
A set of knowledge and skills that make the organization superior to competitors and create value for customers |
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Nepotism |
the practice among those with power or influence of favoring relatives or friends, especially by giving them jobs. |
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Due-Process Policies |
Policies that formally lay out the steps an employee may take to appeal the employer's decision to terminate that employee |
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Employment at will |
Employment principle that if there is no specific employment contract saying otherwise, the employer or employee may end an employment relationship at any time, regardless of cause
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Workforce Utilization Review
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A comparison of the proportion of employees in protected groups with the proportion that each group represents in the relevant labor market |
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Downsizing |
The planned elimination of large numbers of personnel with the goal of enhancing the organization's competitiveness |
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Work Flor Design |
The process of analyzing the tasks necessary for the production of a product or service |
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Job Description |
A list of the tasks, duties, and responsibilities that a particular job entai |
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Job Design |
The process of defining how work will be performed and what tasks will be required in a given job
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Job Enlargement |
Broadening the types of tasks performed in a job
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Job Enrichment |
Empowering workers by adding more decision-making authority to jobs
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Flextime |
A scheduling policy in which full-time employees may choose starting and ending times within guidelines specified by the organization
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Job Sharing |
A work option in which two part-time employees carry out the tasks associated with a single job |
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Industrial Engineering |
Industrial Engineering The study of jobs to find the simplest way to structure work in order to maximize efficiency |
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Equal Employment Opportunity (EEO) |
The condition in which all individuals have an equal chance for employment, regardless of their race, color, religion, sex, age, disability, or national origin |
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Uniform Guidelines on Employee Selection Procedures |
Guidelines issed by the EEOC and other agencies to identify how an organization should develop and administer its system for selecting employees so as not to violate antidiscrimination laws |
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Disparate Treatment |
Differing treatment of individuals, where the differences are based on the individuals' race, color, religion, sex, natural origin, age, or disability status |
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Disparate Impact |
A condition in which employment practices are seemingly neutral yet disproportionately exclude a protected group from employment opportunities
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Four-fifths rule |
Rule of thumb that finds evidence of discrimination if an organization's hiring rate for a minority group is less than four-fifths the hiring rate for the majority group
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Reasonable Accommodation |
An employer's obligation to do something to enable an otherwise qualified person to perform a job
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Occupational Safety and Health Administration (OSHA) |
Labor Department agency responsible for inspecting employers, applying safety and health standards, and levying fines for violation
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Right-to-know Laws |
State laws that require employers to provide employees with information about the health risks associated with exposure to substances considered hazardous
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Job hazard analysis technique |
Safety promotion technique that involves breaking down a job into basic elements, then rating each element for its potential for harm or injury |
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Office of Federal Contract Compliance Procedures (OFCCP) |
The agency responsible for enforcing the executive orders that cover companies doing business with the federal government
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EEO-1 Report |
The EEOC's Employer Information Report, which counts employees sorted by job category, sex, ethnicity, and race |
