Term
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Definition
| There is an aspect of the criterion not being measured |
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Term
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Definition
| factors influence rating that shouldn’t |
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Term
| Generic things commonly looked for in Performance Measurement |
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Definition
Attendance.
Punctuality.
Quality of performance.
Quantity of performance.
Job longevity.
Other things? integrity? communication skill, |
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Term
| Job-Specific Factors in Performance Measurement |
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Definition
Promotable.
Willing and able to relocate.
Willing and able to travel.
Has flexibility with regard to work schedule.
Cooperative/team player. |
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Term
| Added Complexity to Performance Measurement |
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Definition
Short-term vs. sustained performance (when to measure?)
e.g., some evidence that employee referrals do better the first year but then the effect diminishes.
e.g., MBAs from top schools might perform better to start but might turnover at a higher rate in second and third years. |
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Term
| how to get performance data? |
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Definition
supevisor.
coworkers.
customers.
“hard data” – time clock, phone monitoring (time on call).
other? e.g., outside expert? secret shopper?
combination? |
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Term
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Definition
| process of acquiring, deploying, and retaining a workforce of sufficient quantity and quality to create positive impacts on the organization’s effectiveness |
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Term
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Definition
initial intake of employees:
planning: what types of people? how many? by when?
recruitment: how to reach? what information to convey?
selection: types of devices? applicant’s perception of treatment? |
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Term
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Definition
placement, socialization, & movement:
placement of new hires: what type of job? what work group/boss?
socialization/on-boarding: facilitate adjustment.
movement of employees during career. |
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Term
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Definition
manage flow of employees out of firm.
who is leaving (e.g., quality, diversity, salary, needed skills)?
when are they leaving?
why are they leaving? |
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Term
| Transportation Security Agency (TSA) example for Airport Security Screeners (p. 11) |
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Definition
Need to upgrade/replace existing screeners.
Knowledge, Skills, Abilities, & Other Traits (KSAO’s)
language skills.
stress tolerance.
customer service skills.
ability to use specific equipment (trainable).
physical strength.
ability to work non-traditional hours.
dependability: show up for work, show up on-time.
other things as well (e.g., looks for things that appear “suspicious”).
In roughly one year:
1,800,000 applicants (former screeners included).
340,000 tested (19%).
50,000 hired:
15% of those tested).
3% of applicants.
38% women and 44% ethnic minorities.
Prescreening then Three-Phase Hiring Process:
Prescreening: U.S. citizen, no felony conviction.
Phase 1: computerized battery to test skills.
Phase 2: structured interview, physical abilities test, etc.
Phase 3: security check (background investigation).
**3 phases done in 1 day.
**complaints from old screeners who were not rehired. |
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Term
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Definition
1. Not legally an employee, so employer has different rights/responsibilities (no tax w/holding or payment, CRA does not apply, etc.)
2. Employer has less control
3. Deeming worker to be an IC is tricky and misclassification can result in fines |
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Term
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Definition
| either the employer or employee can terminate the relationship at any time for any reason without prior notification unless governed by contract &/or laws |
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Term
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Definition
1. Most prevalent type of employment relationship, resulting from negotiations and culminating in a contact
2. Contract may be formal/informal, and may be modified &/or terminated
3. Employer – entity employing others to do work or to work on its behalf; controls employees, yet has certain responsibilities:
a) Required to w/hold payroll taxes (s. security)
b) Required to pay taxes (unemployment, Medicare, etc.)
c) Covered under laws governing the relationship
d) Liable for acts of employees |
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Term
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Definition
entity employing others to do work or to work on its behalf; controls employees, yet has certain responsibilities:
a) Required to w/hold payroll taxes (s. security)
b) Required to pay taxes (unemployment, Medicare, etc.)
c) Covered under laws governing the relationship
d) Liable for acts of employees |
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Term
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Definition
1. Considered employees of staffing agency, not of client employer; paid by staffing firm (who is reimbursed by client employer)
a) Limited control by client employer – putting too much control may result in court considering workers to be employees
b) Both client and firm subject to employment discrimination laws |
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Term
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Definition
court-made law based on case-by-case decisions that determine (im)permissible practices and remedies
a) Common laws differ among states
b) Ex – employment-at-will |
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Term
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Definition
derived from constitution/amendments, often dealing with due process rights
a) Supersedes other laws/regulations
b) Ex – 5th and 14th amendments |
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Term
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Definition
written statutes passed by legislative bodies, who also create agencies
a) Ex – CRA, ADEA
**Most of our focus |
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Term
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Definition
rely on written documents to interpret, administer, enforce laws
a) Ex – EEOC, DOL |
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Term
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Definition
a) Title VII of the CRA (1964, 1991)
b) Age Discrimination in Employment Act (1967)
c) Americans with Disabilities Act (1990)
d) Rehabilitation Act (1973)
e) Executive Order 11246 (1965) |
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Term
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Definition
intentional discrimination where employer knowingly discriminated against people on basis of specific characteristics
a) Evidence
(1) Direct (Ex - “don’t hire women for this job”)
(2) Mixed motive – combo of prohibited characteristic and legitimate reason (job qualifications)
(3) Situational (Ex – protected class, qualified but not hired and job remained open, etc.)…often a combo of situational factors |
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Term
| Disparate Impact – aka adverse impact |
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Definition
focuses employment practices rather than intent
a) Requires direct, statistical evidence:
(1) Flow statistics – significant diff in selection rates between groups
(2) Stock statistics – underutilization of women/minorities relative to their availability in relevant population
(3) Concentration statistics – concentration of women/minorities in certain job categories |
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Term
| Initial Charge and Conciliation |
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Definition
a) Charge filed by employee, job applicant, or EEOC
b) If state deems charge reasonable, goes to EEOC
c) EEOC attempts legally-binding conciliation through mediation (rare, but quicker, free fee, and non-binding and mediator can't share info)
d) EEOC sues OR issues “right to sue” letter |
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Term
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Definition
a) Plaintiff has initial burden of proof, whether impact or treatment
(1) Treatment cases: plaintiff must prove practices discriminate
(2) Impact cases: defendant must prove practices do not
b) Remedies: halt practices, hire/reinstate, monetary relief (treatment). May end in a consent decree (ex. Abercrombie & Fitch) |
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Term
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Definition
1. Covered employers must develop/implement AA plans for women/minorities
2. Conduct off-site audits and on-site visits to ensure compliance
3. Conciliation (and then penalties) for noncompliance |
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Term
| Bona Fide Occupational Qualification (BFOQ) |
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Definition
| permitted only for sex, religion, and national origin |
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Term
| Civil Rights Acts (1964, 1991) |
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Definition
1. Unlawful Employment Practices – cannot fail to hire, discharge, limit, segregate, or classify based on race, color, religion, sex, or national origin
7. Preferential Treatment and Quotas – not required (unless court-imposed) |
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Term
| Age Discrimination in Employment Act (1967) |
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Definition
1. Prohibited Age Discrimination – cannot discriminate against those age 40 and older
2. BFOQ – legal
3. Factors Other Than Age – factors correlated with age (ex – job experience) are legal |
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Term
| Americans with Disabilities Act (1990) |
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Definition
cannot discriminate against those who are “otherwise qualified”
2. Disability – physical and mental impairments that substantially limit a major life activity
3. Reasonable Accommodation and Undue Hardship
4. Selection of Employees
a) If selection procedures cause disparate impact against the disabled, employer must show job-relatedness
b) Employer must ensure tests accurately indicate KSAOs necessary
5. Medical Exams for Job Applicants and Employees – job offer may be contingent of passing job-related psychiatric exam, but no tests (medical or mental) can be required before job offer is made
6. Direct Threat – can refuse to hire if disability directly threatens the health/safety of others or self |
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Term
| McDonnell-Douglas-test Percy Green |
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Definition
| Disparate treatment--Percy green staged cars breaking down in main inter section of McDonnell Douglas b/c he thought they were treating blacks unfairing. He was fired and applied for his old job back-he didn't get it and claimed race discrimination. McDonnell-Douglas won. |
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Term
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Definition
| the aptitude tests and the high school diploma req. for a job transfer were not directly related to the jobs performed, Duke Power was found to be in violation of the CRA and causing disparate impact. |
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Term
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Definition
| the process of forecasting an organization’s employment needs and then developing action staffing plans and programs for fulfilling the needs in ways that are in alignment with the firm’s strategy |
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Term
| Four major external influences on HR planning |
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Definition
Economic Conditions
Labor Markets
Technology
Labor Unions |
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Term
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Definition
a. Economic expansion and contraction
b. Job growth and job opportunities
c. Internal labor market mobility
d. Turnover Rates |
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Term
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Definition
a. Labor demand: employment patterns, KSAO’s sought
b. Labor supply: labor force, demographic trends, KSAO’s available
c. Labor shortages and surpluses
d. Employment arrangements (temp, on-call, contract, part-time) |
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Term
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Definition
a. Elimination of jobs
b. Creation of jobs
c. Changes in skill requirements |
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Term
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Definition
a. Negotiations
b. Labor contracts: staffing levels, staffing quality, internal movement
c. Grievance systems |
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Term
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Definition
| HRP takes place as an integral part of an organization’s strategic planning process-good to have link between business and HR plans |
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Term
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Definition
| special projects, rather than changes in the total business plan, to respond to sudden or unexpected changes (without undue interruption). |
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Term
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Definition
| planning focused on a specific employee group that experience shortage (ex. nurses). |
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Term
| Curing what Ails you: Performance Appraisals article |
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Definition
People do not like being rated as average and don’t see themselves as such
Most employees and managers hate perf. appraisals but they cont b/c they feel they are the best source of tracking employee success.
Managers often don't give people bad ratings b/c of the extra paperwork involved (reporting work improvement and such)
They can also give inflated ratings that employees don’t deserve if they just want to keep person around by getting them a raise, for ex. |
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Term
| Overall Process of HR Planning |
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Definition
1. Forecasting Labor requirements
2. Forecast Labor Availabilities and Compare to forecasted requirements.
3. Scan External and Internal Enviroment
4. Determine Gaps(shortages and surpluses) of Requirements and Availabities.
5. Develop action plan to close gaps |
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Term
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Definition
| Even though more blacks were promoted in final stage, courts ruled disparate impact at ANY stage is illegal and blacks were underrepresented in the initial stage of the testing procedures |
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Term
| Three Approaches to forecasting HR availabilities |
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Definition
Manager Judgment
Markov Analysis
Replacement and Succession Planning |
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Term
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Definition
i. individual managers make judgments for their units.
ii. to be reliable, the manager must know the orgs. business plan and individual employee plans.
iii. forecasting person-by-person
iv. hard if lots of employees or categories/levels of employees. |
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Term
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Definition
i. uses historical mobility data and probabilities to forecast.
ii. past flow rates or movement rates are used to forecast future availability.
but..not good for small samples and have to keep time intervals short |
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Term
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Definition
| length of service, promotability rating, and overall performance ratings are key |
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Term
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Definition
| direct tie into leadership development. Assess each promotable employee for KASOs or competency gaps and create development programs to close the gaps. |
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