Human Resources Management
principles, systems, and measurement used by line managers and HR professionals to execute organizational strategy
HRM practices consist of (8)
analysis and design, hr planning, recruiting, selection, training and development, compensation, performance management employee relations
HRM practices =
company performance
Standards for Ethical Practice
Greatest good for greatest number, respect for basic human rights, fair and equitable
Companies with effective HRM tend to be
more satisfied, innovative, greater productivity, favorable reputation in the community
Human Capital
an organization's employees described in terms of their TEJIRI
TEJIRI
training, experience, judgement, intelligence, relationships, & insight
Work-force deficiencies
mathematical, verbal, impersonal, and computer skills
TQM (Total Quality Management)
a company wide effort to continuously improve the ways people, machines & systems work
Reengineering
complete review of the organization's major processes to make them more efficient and able to deliver high quality, including HRM
eHRM
processing and transmission of digitalized HR info especially using computer network and internet
Self-Service
system which employees have online access to info about HR issues, enroll themselves in programs, and provide feedback through surveys
Nature of Employment relationship is changing because
organizations are requiring top performance and long work hours but cannot provide job security
Psychological contract
contrast with employment contract
Regulation of HRM
Executive > President = VP, Legislative > Congress > House = Senate, Judicial > Supreme Court
Disparate Treatment
different treatment of individuals based on race, color, religion, sex, national origin, sex, or disability
BFOQ (Bona Fide Occupational Qualification)
a necessary (not merely preferred) qualification for performing a job
Disparate Impact
condition which employment practices are seemingly neutral yet unfairly exclude a protected group employment opportunities
4/5s Rule
evidence of discrimination if an org's hiring rate for minority groups is less than 4/5s of the hiring rate
Reasonable Accommodation
an employer's obligation to do something to enable an otherwise qualified person to perform the job
OSHA
authorizes federal government to establish and enforce occupational safety & healthy standards for workplaces engaging in interstate commerce
Most common workplace injury
overexertion
Job Analysis
the process of getting detailed information about jobs
Job description
a list of the tasks, duties and responsibilities (TDRs) that a particular job entails
Job specification
a list of knowledge, skills, abilities, and other characteristics (KSAOs) that an individual must have to perform a particular job
O*net
useful when a typical job analysis cannot be conducted
Skill variety
the extent to which a job requires a variety of skills to carry out the tasks involved
Task identity
the degree to which a job requires completing a whole of work from beginning to end
Task significance
the extent to which the job has an important impact on the lives of other people
Autonomy
the degree to which the job allows an individual to make decisions about the way the work will be carried out
Feedback
the extent to which a person receives clear information about performance effectiveness from the work itself
Job enlargement
broadening the types of tasks performed in a job
Job extension
enlarging jobs by combining several relatively simple a jobs to form a job with a wider range of tasks
Job rotation
enlarging jobs by moving employees among several different jobs
Job enrichment
empowering workers by adding more decision making authority to jobs
Leading indicators
objectives measures that accurately predict future labor demand
Core competency
a set of knowledge and skills that make the organization superior to competitors and create value for customers
Fair Labor Standards Act
federal law that establish a minimum wage and requirements for overtime and child labor
3 conditions required to be exempt
make more than 23,600, paid on salary and perform exempt job duties
Personnel Policies (4)
internal vs external recruiting, lead the market pay, employment at will policies, image advertising
Internal recruiting
organizations promote within and fill upper level vacancies by hiring internal employees
Lead the market
pay more than current market wages for job
Employment at Will
no specific employment contract, the employer/employee may end at any time regardless of reason
Due Process Policies
policies that formally lay out the steps an employee may take to appeal the employer's decision to terminate that employee
Image advertising
advertising designed to create a generally favorable impression of the organizations
Percent of external hires
59
Self-selection
determining the fit between you and a prospective job prior to determine where to apply
Nepotism
the practice of hiring relatives
Realistic Job Preview
background info about a job's positive and negative qualities
Criteria for measuring effectiveness (5)
reliable valid, generalized, utility, legal
Reliability
extent to which a measurement is free from random error
Validity
extent to which performance on a measure is related to what the measure is designed to access
Criterion-Related Validity
based on showing a substantial correlation between test scores and job performance scores
Predictive Validation (Criterion-Related)
research that uses the test scores of all applicants and looks for a relationship between the scores and future performance
Concurrent Validation (Criterion-Related)
research that consists of administering a test to people who currently hold a job, then comparing their score to existing measures of job performance
Content Validity
consistency between the test items or problems and the kinds of situation or ruble's that occur on the job
Construct Validity
consistency between a high score on a test and high level of a construct such as intelligence or leadership ability
Generalizable
valid in other contexts beyond the context in which the selection method was developed
Utility
extent to which something provides economic value greater than its cost
Legal
US requires no discrimination and access to employees with disabilities
Permissible questions
If hired, Can you show proof of age?
Impermissible questions
How old are you?
5 Major personality traits
extroversion, adjustment, agreeableness, conscientiousness, inquisitiveness
6th personal trait
honestly humility
T/F Credit checks are not legal in IL
True
Employers can not have your profession social media passwords
False
Aptitude Test (employment test)
access how well a person can learn or acquire skills and abilities
Achievement Test (employment test)
measure a person's existing knowledge and skills
What percent of companies drug test?
57
Rules of drug testing
test all applicants of the same job, if job involves safety hazards, send a report, confidential
Multiple-Hurdle Model
process of arriving at a decision by eliminating some candidates at each stage of selection process
Compensatory Model
process of arriving at a selection decision in which a very high score on one type of assessment can make up for a low score on another
Instructional design
a process of systematically developing training to meet specified needs
Stages of instructional design (5)
Assess for training, ensure readiness for training, plan training program, implement training program, evaluate results of training
Transfer of training
on the job use of knowledge, skills and behavior learned in training
Instructor led classroom percentage
42
Blended percent
24
Online percent
22
Virtual/webcam
11
Social Network
1
Measures of training (5)
trainee satisfaction, return on investment, performance improvement, new skills and knowledge, transfer of training
Orientation Training
training designed to prepare employees to perform their job effectively, learn about their org and establish work relationships
Diversity Training
training designed to change employees attitudes about diversity and/or develop skills needed to work with diverse workforce