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52 Cards in this Set
- Front
- Back
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_____ is the set of organizational activities directed at attracting, developing, and maintaining an effective workforce |
Human resource management (HRM) |
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HRM takes place within a complex environmental context, 3 vital components of this context are: |
- Strategic importance of HRM - Legal environment of HRM - Social change and HRM |
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A careful and systematic approach, reducing human resources in areas where they are no longer needed and adding new human resources to key growth areas |
Strategic approach to human resource management |
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_____ reflects the organization's investment in attracting, retaining, and motivating an effective workforce; serves as a tangible indicator of the value of the people who comprise an organization |
Human capital |
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In what areas do laws regulate the various aspects of employee-employer relations? |
- Equal employment opportunity - Compensation and benefits - Labor relations - Occupational safety and health |
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_____ forbids discrimination in all areas of the employment relationship; intent is to ensure that employment decisions are made on the basis of an individual's qualifications rather than on personal biases |
Title VII of the Civil Rights Act of 1964 |
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The law has reduced the direct and indirect forms of discrimination, give examples of both |
Direct: refusing to promote African Americans into management
Indirect: using employment tests that whites pass at a higher rate than African Americans |
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_____ is when minority group members pass a selection standard at a rate less than 80% of the pass rate of majority group members |
Adverse impact |
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_____ is charged with enforcing Title VII as well as several other employment related laws |
Equal Employment Opportunity Commission |
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_____, passed in 1967, amended in 1978, and again in 1986, is an attempt to prevent organizations from discriminating against older workers |
Age Discrimination in Employment Act
(outlaws discrimination against people OLDER than 40 years) |
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_____ - intentionally seeking and hiring employees from groups that are underrepresented in the organization |
Affirmative action |
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In 1990 Congress passed the _____, which forbids discrimination on the basis of disabilities and requires employers to provide reasonable accommodations for disabled employees |
Americans with Disabilities Act |
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Recently, the _____ amended the original Civil Rights Act as well as other related laws by both making it easier to bring discrimination lawsuits while simultaneously limiting the amount of punitive damages that can be awarded |
Civil Rights Act of 1991 |
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_____, passed in 1938 and amended frequently since then, sets a minimum wage and requires the payment of overtime rates for work in excess of 40 hours per week |
Fair Labor Standards Act |
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The _____ requires that men and women be paid the same for doing the same job |
Equal Pay Act of 1963 |
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Employers who provide a pension plan for their employees are regulated by the _____ |
Employee Retirement Income Security Act of 1974 (ERISA) |
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The _____ requires employers to provide up to 12 weeks of unpaid leave for family and medical emergencies |
Family and Medical Leave Act of 1993 |
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_____, passed in 1935, sets up a procedure for employees to vote on whether to have a union
_____ was established by the Wagner Act to enforce its provisions |
National Labor Relations Act
National Labor Relations Board (NLRB) |
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The _____ was passed in 1947 to limit union power |
Labor-Management Relations Act
(also called the Taft-Hartley Act) |
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The _____ directly mandates the provision of safe working conditions |
Occupational Safety and Health Act of 1970 (OSHA) |
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Social changes that are affecting how organizations interact with their employees: |
- Use of more temporary workers - Dual career families are much more common - Employment at will |
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_____ is a traditional view of the workplace that says organizations can fire their employees for whatever reason they want; recent court judgments are limiting this |
Employment-at-will |
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Human resource planning involves: |
Job analysis and forecasting the demand and supply of labor |
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_____ is the systematic analysis of jobs within an organization;
it is made up of 2 parts - name and describe them |
Job analysis
Job description: lists the duties of a job, the working conditions, and the tools, materials and equipment used to perform it
Job specification: lists the skills, abilities, and other credentials needed to do the job |
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Human resource planning process: |
- Assess trends - Predict demand - Forecast internal/external supply - Compare future demand and internal supply - Plan for dealing with predicted shortfalls or overstaffing |
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At higher levels of the organization, managers plan for specific people and positions. The technique most commonly used is the _____, which lists each important managerial position, who occupies it, how long they will probably stay in it, and who could move up to this position |
Replacement chart |
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To facilitate both planning and identifying persons for current transfer or promotion, some organizations also have an _____, which contains info on each employee's education, skills, experience, and career aspirations |
Employee information system (skills inventory) |
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_____ is the process of attracting qualified persons to apply for jobs that are open |
Recruiting |
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_____ is the process of determining the predictive value of information;
2 basic approaches, name and describe |
Validation
Predictive: collecting the scores of employees or applicants on the device to be validated and correlating their scores with actual job performance
Content: uses logic and job analysis data to establish that the selection device measures the exact skills needed for successful job performance |
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Selecting human resources process: |
1. Application blanks 2. Tests 3. Interviews 4. Assessment centers
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_____ usually refers to teaching operational or technical employees how to do the job for which they were hired |
Training |
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_____ refers to teaching managers and professionals the skills needed for both present and future jobs |
Development |
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Training process: |
1. Assess training needs 2. Set training objectives 3. Plan training evaluation/develop training program 4. Conduct training 5. Evaluate training 6. Modify training program based on evaluation |
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_____ is a formal assessment of how well an employee is doing his or her job |
Performance appraisal |
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2 categories of appraisal methods commonly used in organizations: |
Objective methods Judgmental methods |
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Objective measures of performance: |
Actual output Scrap rate Dollar volume of sales Number of claims processed Special performance test |
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Judgmental methods of performance: |
Ranking (compares employees directly with one another and orders them from best to worst)
Rating (compares each employee with a fixed standard) --- Graphic rating scales --- Behaviorally anchored rating scale (BARS) |
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_____ is a sophisticated rating method in which supervisors construct a rating scale associated with behavioral anchors |
Behaviorally anchored rating scale (BARS) |
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3 types of errors in performance appraisal (name and describe): |
Recency error: base judgments on the most recent performance because it's easily recalled
Being too lenient or too severe
Halo error: allowing the assessment of an employee on one dimension to spread to ratings of that employee on other dimensions |
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_____ is a performance appraisal system in which managers are evaluated by everyone around them |
360-degree feedback |
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_____ is the financial remuneration given by the organization to its employees in exchange for their work |
Compensation |
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_____ are the hourly compensation paid to operating employees |
Wages |
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_____ refers to compensation paid for total contributions, opposed to pay based on hours worked |
Salary |
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_____ represent special compensation opportunities that are usually tied to performance |
Incentives |
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The _____ is a management policy decision about whether the firm wants to pay above, at, or below the going rate for labor in the industry or geographic area |
Wage-level decision |
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Wage structures are usually set up through a procedure called _____, which is an attempt to assess the worth of each job relative to other jobs |
Job evaluation |
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Individual wage decisions may be done on the basis of: |
Seniority Initial qualifications Merit |
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_____ are things of value other than compensation that the organization provides to its workers |
Benefits (indirect compensation) |
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Some organizations have instituted _____, whereby basic coverage is provided for all employees but employees are then allowed to choose which additional benefits they want |
Cafeteria benefit plans |
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_____ is the process of dealing with employees who are represented by a union |
Labor relations |
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The intent of _____ is to agree on a labor contract between management and the union that is satisfactory to both parties |
Collective bargaining |
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_____ is the means by which a labor contract is enforced |
Grievance procedure |
