Supply of HR and predicting surpluses or shortages

Supply of HR and predicting surpluses or shortages

what is self-service?

 

·         giving employees online access to training, benefits, compensations, contracts, online attitude surveys

 

outsourcing

 

·         having another company provide services

 

employee empowerment

 

·         giving employees the responsibility and authority to make decision regarding all aspects of product development or customer service

 

sustainability

 

·         company's ability to meet its needs without sacrificing the ability of future generations to meet their needs

 

Sarbanes-Oxley Act

 

·         act passed in response to illegal and unethical behavior by leaders in workplace. especially accounting practices of financial data, development of code of conduct

 

Title VII of the Civil Rights Act of 1964 did what?

 

·         prohibits discrimination in employment on basis of race, color, sex, religion, or national origin

 

Age Discrimination in Employment Act of 1967 (ADEA)

 

·         prohibits discrimination in pay, benefits, employment, and continued employment for older workers

 

Equal Employment opportunity commission (EEOC) has what three major responsibilities?

 

·         investigating and resolving discrimination complaints
2. Information gathering
3. Issuance of guidelines

 

Equal Pay Act of 1963

 

·         men and women must be paid same for equal work. Exceptions are seniority, production levels, merit.

 

Pregnancy Discrimination Act

 

·         requires pregnancies to be treated the same as other disabilities

 

Executive order 11246

 

·         prohibits government contractors from discrimination

 

vocational rehabilitation act

 

·         extended affirmative action to cover handicapped individuals

 

lilly ledbetter fair pay act

 

·         every paycheck that delivers discriminatory compensation is "actionable" (awards limited to two years)

 

disparate treatment

 

·         occurs when individuals in similar situations are treated differently

 

disparate impact

 

·         occurs when a facially neutral employment practice disproportionately excludes a protected group from employment opportunities. (4/5s rule)

 

Three components of an affirmative action plan AAP

 

·         utilization analysis
2. goals and timetables
3. action steps

 

sexual harassment quid pro quo vs hostile environment

 

·         quid pro quo- this for that
hostile work environment- difficult environment for a particular sex to work

 

civil rights act of 1991

 

·         extended potential damages up to 100,000
2. victim has to prove why and w/facts
3. employer has to prove they did not discriminate

 

Bakke case

 

·         1.company set aside 16/100 spots for economically disadvantaged minorities
2. court deemed an illegal quota

 

job analysis

 

·         process of getting detailed information about jobs

 

job analysis benefits

 

·         job evaluation
career planning
performance appraisal
training
recruiting and selections
HR planning
work redesign

 

job description

 

·         list of tasks, duties, and responsibilities

 

job specification

 

·         list of knowledge, skills, abilities, and other characteristics

 

job design

 

·         process of defining the way work is done and tasks that are required

 

job redesign

 

·         changing tasks or the way work is performed in existing job

 

4 job design approaches

 

·         mechanistic
2. motivational
3. biological
4. perceptual-motor

 

 

job evaluation

 

·         1.title
2. general description
3. duties
4. job specification

 

Forecasting

 

·         determining demand and supply of HR and predicting surpluses or shortages

 

HR planning 3 steps?

 

·         Forecasting
2. goal setting and strategic planning
3. program implementation and evaluation

 

advantages of hiring within?

 

·         opportunities for advancement
2. perception of job security and long term commitment is increased

 

advantages of using temporaries

 

·         frees firm of many admin tasks
2. trained before sending to employer
3. brings objective perspective to organizations problems
4. employers end up hiring them

 

outsourcing

 

·         organizations use of an outside organization for abroad set of services

 

Realistic Job Previews lead to what 4 things

 

·         increased satisfaction
2. increased communication
3. decrease in turnover
4. decrease in unmet expectations

 

reliability

 

·         consistency of a performance measure

 

validity

 

·         extent performance measure assesses only relevant aspects of job performance

 

criterion-related validity-

 

·         the extent to which a selection method predicts or significantly correlates with important elements of work behavior

 

predictive validation

 

·         relationship between applicants test scores and their eventual performance on the job

 

concurrent validation

 

·         test given to all people in a current job and then incumbents scores are correlated with existing measures of their performance on the job

 

content validation

 

·         Demonstrating that the items, questions, or problems posed by a test are a representative sample of the kinds of situations or problems that occur on the job.

 

Generalizability

 

·         degree to which the validity of a selection method established in one context extends to other contexts

 

utility

 

·         degree to which information provided by selection methods enhances the effectiveness of selecting personnel

 

correlation coefficients

 

·         -1 to +1

 

types of interviews

 

·         situational-hypothetical
behavior interview- based on experience

 

Transfer of training

 

·         use of skills learned in training on the job