1. Identify and select competent emplyees

2. Provide employees with needed knowledge and skills

3. Retain high performing employees

4. establish good relationships with employees

Oldest system. quality and production of crafts were controled by differend guilds controlled by different craftsmen.

-workers treated well, lived in good conditions (lived w/ masters so good benifits)

-craft guilds did most HR. regulated production and employment (master provided living needs).

-Mass production, lots of employees who were treated like they were part of the machines

-long hours, low wages, child labor. Works treated as interchangable (lowskilled). ** no HR functions since people could easily be replaced.

-when workers startd forming unions, recognition was made from managers to pay more attention to employees.

*owners started hiring managers to help with HR regulations.

-started collecting data (job analysis) and doing analysis to figure out performance standards to give workers.

-peace rate system (make more than standard amount given then paid more)

-recruiting, training, health and saftey and implementing scientific managment techniques

**personal department was HR

-started to create env. where workers were treated more fair and focused on what workers needed (benifits, housing, education, financing, health issues).

**welfare secratareis did HR

-each department had own HR

-workers had more input as to what they needed to do work.

-tests and selection of employees for hiring (rating sheets and test to figure out best employee candidates, focused on individuality).

**psycologists did HR (brought in to do the tests for hiring).

-based on Hawthorn Studies (psy. tests)

** happy workers are more productive! (results of study)

-treating employees with dignity

**personal department did HR. Added function of training MGT on behavioral tecqniques

**HR through labor unions-represented all the workers. Done through collective bargning (became legal during this time period.. Commonwealth v. hunt)

-Labor unions vouched for 8hr work days, no child labor, and equal pay for men and women.

-huge swing in labor because of drafting (women now filling mens jobs).

-psycologists helped consult and create selection tests for military and non-militarty jobs. *response oriented time.

-better training, jobs matched employees better, personal held accountable for employees

-started to look into what would be the best incentive systems (matching peoples skills/ interests with the job)

-training technologies advanced (orientations developed)

**personel department managed HR

-civil rights act passed (no discrimination) regulated by managers.

-many people could be in charge of HR

-Took previous methods of HR and made it more measurable.

-expansions to HR, and more consistent methods of selecting employees and going about conflicts.

Strategic-trying to make all companies operations align with companies mission and goal (today, most important)

Operational-day to day activities.

Administrative- focus on filling out of employee records and filling out company reports. (HR started off as)

intended direction (future where mission statement is present)

Should Be:

1) be inspirational

2)measurable

striving for efficency and keeping costs low.

HR will typically be cheap, low skill workers, rewards for efficency (not creativity).

products are unique and they can charge a premium (same product but make products differentiated).

HR- customer service skills, creativity, innovation, higher labor costs (than a cost leadership strategy).

company goes out of the way to make your experiance a good one.

HR- happy people, pay ok, rewards for customer satisfaction.

Selling parts of company (downsizing)

HR-not really hiring in this company strategy

-employers cannot discriminate against applicants or employees in all terms and conditions of employment (hiring, training, firing).

  -gender, race, religion, national origin, color

-it’s not easy to argue one gender is needed to do a certain job over the other job!

-covered by this law if 15 or more employees

**Amended title 7.

-made it easier for employees to prove discrimination.

-created compensatory and punitive damages for intentional discrimination: punitive (punish company for discrimination). Compensatory (compensate for lost wages, stress, illness caused, moving fees).

  -if seeking compensatory and punitive damages you can ask for a jury trial instead of just a judge.

- quotas: can’t “hire 10 women”, illegal.

-applies to US citizens working overseas for an American company.

prohibits discrimination based on age

**40 and older

-can’t discriminate against applicant or employee.

-can’t force people to retire at any age (some exceptions like pilots)

** 20 or more employees this applyies

can not discriminate against applicants or employees because of a disability

-affirmative action, need to try to seek out people who are disabled and include into job.

-15 employees applies to

Disability: 1-mental of physical impairment that limits a major life activity

2- have a record of a mental or physical impairment

3- if you are regarded as having a disability 

disabled when not you do not medicate your condition

americans with disabilites act of 1990 as amended

-qualified

-saftey defense

Qualified- have to be able to do the job with their disability, if can’t then they are not covered under this law

Safety defense- if someone poses a threat to themselves or others than they are not covered

americans with disablility act of 1990 as amended

- need to provide reasonable accomidation if employee makes disability aware of.

-UNLESS it causes the company and undue hardship: signifiact financial hardship or extremly difficult for the company to do.

quid pro quo

(type 1 sexual harassment)

exchange for empolyment conditions

- “this for that” if you do this for me, I’ll give you that

-created by managment

**to determind sexual harassment: based on gender, unwelcomed, severe and pervasive (how frequent did this happen).

Hostile work environment

(type 2 sexual harassment)

interferes with ability to do job

-sexual gestures create an intimidating, hositle, offensive ennironment.

-can be created by anyone in the company

when is company liable?

1) was employment action taken (quid pro quo)

OR No employment action (hostile work env)

• Quid Pro Quo- company liable! (you have to know what your managers are doing)
• Hostile work environment- company not liable if affirmative defense (prove steps are taken to prevent sexual harassment in workplace). If no affirmative defense employer can be liable.   

                               ENDA- proposed law

                  employment non-discrimination act

- prohibit discrimination based on sexual orientation, transgender status, or gender identity

  - if passed: would not require companies to offer benefits to same sex partners

  - exempt companies: military and religious (if passed).

intentional treated differently because of protected class (gender, religion, disability)

                                       Prima facie case

4 steps to prove prima facie case

at first glance it looks like discrimination is happening.

4 steps: 1- plaintiff belongs to a protected group

2- applied for qualified job

3- plaintiff was rejected

4- employer continued to seek applicants of filled it with someone with similar qualification

Burden of proof shifts to defendant

Burden shifts back to plaintiff

BFOQ: only people of a certain protected group can do this job, or is necessary to companies mission or goals

3: Burden shifts back to the plaintiff: show reason given was a pretext for discrimination

treatment= intentionally

action=not aimed at a certain protected group

have to give leave, and have to give them their job back when they return

intentionally include women and minorities in workforce

Not Illegal if:

-ok if court orders you to do this

-required by law

-decide as a company to do 

      -remedial, doesn't hurt interest of other employees, doesn't exclude noncovered individuals as a class, temporary and flexible.

what is done, how is it done and under what conditions.

  should include: job identification, job summary (1-2 sentance summary), job content (tasks), relationships (what jobs interact with), work conditions (physical environment and mental environment), tools and equipment.

What do I need to be successful at this job??

Knoweldge

Skills

Abilities

Other characteristics- certifications, liscense, avalibility

Ask: how many people will in need in the future? and how many people do I have that can meet those future needs?

-designing programs to address those issues

start with company mission

forecast supply and demand

identify mismatches

conduct hr programs to manage mismatch