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Human Resource Management Midterm
Terms, legal issues, etc.
48
Business
Undergraduate 4
02/03/2016

Additional Business Flashcards

 


 

Cards

Term
What is HRM?
Definition

The policies, practices, and systems that influence employees':

  • Behavior
  • Attitudes
  • Performance
Term
What are the three major HRM activities?
Definition
Attracting, Developing, and Keeping employees.
Term
What are the eight functions of HRM?
Definition
  1. Analysis and design of work
  2. HR Planning
  3. Recruiting
  4. Selection
  5. Training and Development
  6. Compensation
  7. Performance Management
  8. Employee Relations
Term
Describe 3 roles of HRM and give an example for each.
Definition

1. Administrative

  • e.g. legal compliance and paperwork

2. Operational

  • Managing employee relationship issues

3. Strategic HR

  • Business strategies


Term

Trends in HRM:

Labor Force

Definition
The labor force is getting older and more racially diverse.
Term

Trends in HRM:

Employment Relationship

Definition
  • The traditional psychological contract that states employees provide work in exchange for job security and opportunities for promotion is no valid anymore
  • Now, organizations are expecting the top performance and longer work hours, but are unable to provide job security
  • Instead of this, employees are looking for flexible work shedules, comfortable work environments, greater autonomy, and performance-related financial incentives
Term

Legal Issues in Employment

Sources of Employment Law

Definition
  • Legislative
    • Congress
    • Makes Laws
  • Judicial
    • Supreme Court
    • Interprets Laws
  • Executive
    • President + agencies
    • Enforces the laws
Term

Legal Issues in Employment

1964 Civil Rights Act (Title VII)

Damages allowed?

Definition

Prohibts discrimination in employment based on race, color, religion, sex, or national origin.


No punative damages.

Term

Legal Issues in Employment

1866 Civil Rights Act

Damages allowed?

Definition

Illegal to discriminate against people based on race.

 

Allows for punative damages.

Term

Legal Issues in Employment

1991 Civil Rights Act

Damages allowed?

Definition

Amends Title VII:

  • Prohibits quotas of protected classes
  • Allows for punative damages
  • Shifts burden of proof back to employer - employer must prove that they were not in violation
Term

Legal Issues in Employment

1938 Fair Labor Standards Act

Definition
Established minimum wage and overtime pay.
Term

Legal Issues in Employment

Equal Pay Act

Definition

Prohibits unequal pay for the same job.

Term

Legal Issues in Employment

Executive Order 11246

What ammendment did another executive order after it make to this one?

Definition

Same as Title VII (except sex)  but also requires affirmative action for gov’t agencies & contractors


  Executive Order 11375 - Added sex-based discrimination to E.O. 11246

Term

Legal Issues in Employment

Age Discrimination in Employment Act

1967? 1978? Today?

Definition
  • 1967 - Prohibits employment decisions based on age when person is 40-65
  • 1978 - ...when person is 40-70
  • Today - ...when person is over 40
Term

Legal Issues in Employment

1970 Occupational Safety & Health Act

Definition
Established safety & health standards for organizations to protect employees.
Term

Legal Issues in Employment

1971 Griggs vs. Duke Power Co.

Definition
Plaintiff in discrimination case must show disparate impact; then employer has burden of proof.
Term

Legal Issues in Employment

1989 Wards Cove Packing Co. vs. Antonio

Definition
Plaintiff must show disparate treatment (shifted burden of proof)
Term

Legal Issues in Employment

What did the 1991 Civil Rights Act do for Griggs vs. Duke Power Co.?

Definition
Reinstated Griggs standard - Employer has burden of proof again.
Term

Legal Issues in Employment

1972 Equal Employment Opportunity Act

Definition
Established the EEOC; applied Title VII to all companies with 15 or more employees.
Term

Legal Issues in Employment

1978 Pregnancy Discrimination Act

Definition

 

Prohibits employers from discriminating against pregnant women.

 

Term

Legal Issues in Employment

1990 Americans with Disabilities Act

What does it do?

How is disbility definied?

What is an essential function of the job?

What makes an accommdation reasonable?

Definition

Prohibits discrimination based on disability.

 

Disabilities - physical or mental impairment that substantially affects one or more major life activities

Essential Functions - job duties that every employee must do or be able to do to be effective

Reasonable Accommodation - anything which would enable the disabled person to enjoy equal employment opportunity, as long as it doesn’t cause undue hardship for the employer

 

Term

Legal Issues in Employment

1993 Family and Medical Leave Act

Definition
Co’s w/ 50+ employees must provide 12 wks unpaid leave for childbirth, adoption, & illness.
Term

Legal Issues in Employment

1993 Genetic Information Non-Discrimination Act

Definition

 

Prohibits use of genetic information in employment decisions.

 

Term

What is Affirmative Action?

How is it diffferent than EEO?

Definition

Affirmative action requires government contractors and sub-contractors to generate a plan to achieve and document equal opportunity. It may allow employers to treat memebers of certain protected groups preferentially.

Differences:

  • AA applies to government employees while EEO applies to all companies with 15 or more employees
  • EEO protects all members of protected groups while AA may allow for preferential treatment
Term
Steps in creating an Affirmative Action plan.
Definition

 

 

Written Equal Employment (EE) Policy & Affirmative Action (AA) commitment

Appoint director of AA program

Publicize the EE Policy & AA commitment

Determine where AA programs are needed (utilization analysis)

Develop goals and timetables

Implement programs to achieve these goals

Sometimes includes preferential treatment (if there is evidence of underutilization)

CanNOT include quotas

Monitor and evaluate progress in the program

Develop support for affirmative action programs

Term
Legal vs. Illegal methods of preferential treatment in Affirmative Action
Definition

 

 LEGAL:

Recruitment efforts

Preferential layoffs (legal unless it violates seniority)

Extra consideration in hiring

When two people are both “qualified,” the one who is from an underrepresented protected group may be given preference

ILLEGAL:

Differential Standards

Quotas/Minority Positions

Term

Sexual Harrasment 4 tests to determine:

Would the behavior be perceived as offensive by the “reasonable woman”?

Definition

 

1.How frequent is the discriminatory conduct?

 

2.How severe is the discriminatory conduct?

 

3.Is the conduct physically threatening or humiliating?

 

4.Does the conduct interfere with the employee’s work performance?

 

Term
How can a company avoid legal problems?
Definition

 

Provide Training

 

Establish a complaint resolution process

 

Document your decisions

 

Be honest

 

Ask applicants only for information that the employer needs to know

 

 

Term
3 Possible Defenses of Employer for Burden of Proof by employer.
Definition

 

1. Bona-fide Occupational Qualification (BFOQ) – Legal exception to Title VII - used in a disparate treatment case

All or nearly all (male wet-nurse?)

Authenticity (only women model women’s clothes)

Propriety (women in women’s restroom)

Safety (e.g., pilots over 60)

Almost never applies to race/color


2. Job-Relatedness/Business Necessity – used in an adverse impact case

Employment decision was based on legitimate criteria

Job Descriptions!


3. Seniority - if an employer uses this, they must always use this

Term
What does the EEOC enforce?
Definition
Statutory Law
Term
What does the OFCCP do?
Definition
Establishes and enforces executive orders
Term
How to calculate the 4/5ths Rule.
Definition

1)  Calculate the selection rate for each protected group that makes up more than 2% of the applicant pool.  The selection rate is equal to the total number or applicants within the group that are hired divided by the total number of applicants within that group.

2)  Observe which group has the highest selection rate.  This is not always the white, male, or "majority" group.

3)  Calculate the impact ratio by dividing the selection rate for each group by the selection rate of the group with the highest selection rate.

4)  Determine if the selection rates are substantially different.  If the impact ratio is less than .8, there is a 4/5ths rule violation.

Term
What information is collected during a workflow analysis?
Definition
  • The quantity and quality of work (outputs)
  • The work processes needed to produce outputs
  • The inputs used to carry oiut the processes
Term
What is job analysis used for?
Definition

Determines:

  • Major tasks, duties, and responsibilities
  • Relative importance or frequency of the tasks
  • Critical KSAOS necessary
Term
Explain the difference between job description and job specification.
Definition

 

Job Description - puts into words the things that people do at work

Information on job duties & responsibilities (functions)

Services & products to be provided to critical customers

Equipment to be used on the job; working conditions

Extent of supervision required, etc.

Job Specifications - identifies the worker characteristics needed to perform a job successfully

Lists the KSAO’s necessary to carry out the job tasks and duties

Lists other credentials or educational requirements (e.g., M.B.A., Ph.D., C.P.A., etc.)

May list personality factors, or other physical & mental traits needed to perform the job

Frequently challenged in court - MUST be based upon the job analysis to survive court challenge

Term
Sources of job analysis information.
Definition

 

 

Observation - observing job duties; often done on film

disadv: unable to observe mental processes & may not capture important (but infrequent) functions

Interviews - talking with people who perform the job

disadv: value of data depends on interviewer’s skill

Performing the job - actual performance of the job by job analyst

disadv: may be dangerous (police officer) or unethical (surgeon), & analyst may only be exposed to frequently performed activities

Questionnaires - structured forms & activities checklists, as well as open-ended questions

disadv: questions may be misinterpreted, response rate may be low, often expensive to develop & score

Term

Advantages and disadvantages for recruiting from:

  • Current employees
  • Referrals from current employees
  • Former employees
  • Advertisements
  • Employment Agencies
  • College campuses
  • Customers
  • Online
Definition

Current employees

+ You know what you’re getting

- Still have a position to fill

Referrals from current employees
+ High loyalty and job satisfaction


- Possible EEO problems

Former employees (laid off)
+ Safe hires


- Minimize the chance for fresh insight

Advertisements

+ Can target a specific audience & region

- Cost


Employment Agencies

+ Good for specialized skills
+ You don’t do much work


- Expensive

College Recruiting/Job Fairs

+ Large applicant pool in one setting

- What are you getting?

Customers

+ Are already familiar with & excited about the organization

+ May have good insights

Online

+ Broad reach/High volume

+ Cheap

- What are you getting?



Term
Explain the correlation scale.
Definition

-1 is a perfect negative correlation. When on criteria goes up the other goes down.

+1 is a perfect positive correlation. When one criteria goes up the other goes up.

To get a correlation you take the yield ratio and square it.

Term

Reliability


Test-Retest and Interrater

Definition
  • Test retest - results will be fairly similar each time. e.g. SAT
  • Interrater - consistency of ratings across judges. e.g. ice skating rankings
Term

Validity

Criterion and Content

Definition

Criterion - the test is predictive of a criteria of the job e.g. SAT

Content - content of test maps to the task you'll do e.g. Words per minute

Term
Explain the yield ratio.
Definition
A ratio that expresses the percentage of applicants who successfully move from one stage of the recruitment and selection process to the next.
Term
Ways to deal with labor shortages and surpluses.
Definition
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Term
Describe the two types of interviews. What does an interview mainly address?
Definition

 

Unstructured

 

Structured

 

Situational questions – what would you do?

 

Behavior description interview – what have you done?

 

An issue of “fit”

 

Term
Types of employment tests
Definition
  • Cognitive tests
  • Psychological tests
  • Performance tests
Term
Cognitive tests
Definition
Good for predicting work performance, but may cause racial discrimination.
Term
Psychological Tests
Definition

 

 

Projective Techniques - purpose & scoring techniques are disguised from the test taker

Thematic Apperception Test (TAT)

Miner Sentence Completion Scale

Graphology

Self-Report Inventories - measured on a standardized scale

Minnesota Multiphasic Personality Inventory (MMPI)

16 Personality Factors Questionnaire (16PF)

Meyers-Briggs Type Inventory (MBTI)

Other types of tests - designed to measure a specific aspect of behavior

Honesty/Integrity Tests

Accident Proneness (Safety Locus of Control - SLC)

Customer Service Orientation (Service Orientation Index - SOI)

Term

Performance Tests

Name 4 kinds of assessment center tests

Definition
  1. In basket - you're given an input of your job (e.g. a full inbox) and told to handle it how you would during a normal day on the job
  2. Leaderless group discussion
  3. Oral Presentation
  4. Role-play exercise
Term
What must a Plaintiff show to prove a discrimination case in court? (Doesn't need to show all of these)
Definition

Plaintiff has to show evidence in the form of:

  • Restricted company policy
  • Discriminatory remark
  • McDonnell-Douglas Test
    • Plaintiff is a member of a protected class
    • Plaintiff was qualified and applied, but was not hired
    • Company continued trying to hire after rejecting Plaintiff
  • 4/5ths rule was violated
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