HR Functional Responsibilities
1. Workforce Planning
2. Management practices
3. Selection and placement
4. Training and development
5. Compensation and benefits
6. Employee and Labor relations
7. Health, safety and security
a purposeful, systematic process for collecting information on the important work-related aspects of a job; cornerstone of HR
the process of predicting an organization's future employment needs and the availability of current employees and external hires to meet those employment needs and execute the organization's business strategy
Maslow's Hierarchy of Needs
physiological, safety, love/belonging, esteem, self-actualization
4 parts of Managing conflict
2 Negotiation Strategies
distributive bargaining and integrative bargaining
Distributive Negotiation (Claiming Value)
Value is claimed
It is a necessary part of negotiation
How much will be obtained?
Integrative Negotiation (Creating Value)
Value is created
Not required in negotiation
Mutual beneficial solutions
Differences in preference allow this to occur
best alternative to a negotiated agreement
Reservation price / Bottom Line
The maximum price a party is willing to pay
The best outcome a party believes it could obtain from the negotiation.
Managing Intergroup Conflict
4 parts of Performance Appraisal
1. Category ratings
2. Comparative methods
3. Narrative methods
What is productivity?
The ratio of product output to the labor input required (ie, Total patient days / RN FTEs)
3 Staffing Methods
Fair Labor Standards Act
1938 law that set a minimum wage, a maximum workweek of 44 hours, and outlawed child labor
Equal Pay Act
1963 law amending the FLSA aimed at abolishing wage disparity based on sex.
Civil Rights Act
1964 law that prohibits discrimination based on gender, race, or religion.
Age Discrimination in Employment Act
1967 law that outlaws discrimination against people older than 40 years
Americans with Disabilities Act
Passed by Congress in 1991, this act banned discrimination against the disabled in employment and mandated easy access to all public and commerical buildings.
Family Medical Leave Act (FMLA)
1993 Law; Requires employers with 50 or more workers to grant up to 12 weeks of unpaid leave a year to allow workers to take time off to help care for a new baby or an ill family member without fear of losing their jobs.
Sexual Harassment: Quid Pro Quo
Occurs when "submission to or rejection of sexual conduct is used as a basis for employment decisions."
Involves a tangible or economic consequence, such as a demotion or loss of pay.
good faith bargaining
Generally means that parties in a negotiation enter into discussion with fair and open minds and a sincere desire to arrive at an agreement.
settling a dispute by agreeing to accept the decision of an impartial outsider