Term
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Definition
| TRUE or FALSE: Employees are often the most expensive part of a company's budget. |
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Term
| factors considered by a Strategic Human Resource Plan |
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Definition
1) HR Administration (handbook, policies)
2) Crafting jobs (use job analysis to develop job descriptions)
3) training & development
4) determining employee staffing needs
a. conduct an employee census
b. determine turnover rate
c. plan for separated staff
d. account for internal movement of
staff
e. future growth |
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Term
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Definition
| review each job in company and determine skills/knowledge needed to complete each job |
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Term
1) job summary
2) task or assigned responsibilities
3) BFOQ (Min. Job requirements) |
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Definition
| List the 3 parts of the job description. |
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Term
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Definition
| 1 paragraph description of overall job |
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Term
| task or assigned responsibilities |
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Definition
| list of functions that the person has to do to complete the job; ex. chicken sexing video in class |
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Term
| Minimum job requirements/BFOQ |
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Definition
| minimum physical/mental skills needed for the job; started b/c of the ADA |
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Term
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Definition
| prohibits discrimination in all employment decisions based on race, sex, religion, color, or national origin; was modified in 1972 then again in 1991 so that penalties were more associated |
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Term
| Age Discrimination in Employment Act of 1967 |
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Definition
| prohibits discrimination against people 40 years or older b/c of age; this act ended mandatory retirement (except for airline pilots) |
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Term
| Pregnancy Discrimination Act of 1978 |
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Definition
| broadens the definition of sex discrimination to cover pregnancy, childbirth, and related medical conditions; takes "natural" childbirth and apples it as an "illness" to forces payment by insurance companies and make employers retain employees that become pregnant |
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Term
| Americans with Disabilities Act of 1990 |
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Definition
| protects disabled and chronically ill people from discrimination in employment, public accommodations, transportation, and telecommunications |
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Term
| Family and Medical Leave Act, 1993 (FMLA) |
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Definition
| employers must provide u to 12 weeks of unpaid, job-protected leave to eligible employees for certain family and medical reasons |
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Term
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Definition
| prohibits employers from paying unequal wages on the basis of sex |
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Term
1) 2 people with the same job (1 male and 1 female) have diff. performance levels- pay can be diff. in this case
2) education/experience level- same performance, diff. education level can result in diff. pay
3) geography (location)- same employees with all aspects except one is in Harrisonburg and one is n NYC- pay-scales may be different |
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Definition
| 3 exceptions to Equal Pay Act |
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Term
| Fair Labor Standards Act (aka federal wage and hour law) |
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Definition
| regulates minimum wage, overtime, equal pay, record-keeping, and child labor for employees of enterprises engaged in interstate or foreign commerce and employees of state and local governments; is enforced by the Wage and Hour Division of the U.S. DOL |
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Term
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Definition
TRUE or FALSE
1) FSLA does NOT apply in all states
2) areas not covered by FSLA are regulated by the state
3) when state and FSLA conflict, employers can chose which benefits them the most |
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Term
| things NOT covered by the FSLA |
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Definition
-vacation, holiday, severance, or sick pay
-meal or rest periods
-vacation/holiday time off
-premium pay for vaca/holiday work
-pay raises or fringe benefits
-discharge notice, reason for discharge, immediate payment of final wages to fired employees |
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Term
1) behavior is unwanted
2) person harmed clearly states behavior is not acceptable
3) behavior is repeated |
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Definition
| 3 requirements for sexual harassment to be claimed |
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Term
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Definition
| anything to make an employee feel uncomfortable or fearful in the work place |
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Term
| quid pro quo (sexual harassment) |
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Definition
| when an employee asks for a sexual favor and in return will give the employee something (raise, days off, etc.) |
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Term
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Definition
| total of employees lost plus new employees to be hired |
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Term
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Definition
| to determine the needs of a company, HR uses a ____ |
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Term
| information in an HR plan that will guide in recruitment and developing talents |
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Definition
-count the current employee census
-determine separations (estimated transfers and promotions)
-apply turn-over ratio (predicted turnover rate)
-add growth estimate (budgeted growth in employees)
-calculate staff hiring (anticipate skill, knowledge, and expertise needs) |
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Term
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Definition
| tasks (work activities) associated with job, equipment needed to accomplish tasks, working conditions and setting in which work takes place, KSAOs--this is helpful for matching people to jobs and for determining training and development needs |
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Term
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Definition
| knowledge, skills, abilities, and other traits needed to successfully accomplish the task |
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Term
| withing the business (internal recruiting) and from outside to bring in new employees (external recruiting) |
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Definition
| where can recruiting take place? |
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Term
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Definition
| applicants will either apply or not apply for a job based on ____ |
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Term
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Definition
| use of standardized questions that are given to all candidates; responses are given to separate committee and evaluated w/o seeing candidate to make sure it is based on the best responses |
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Term
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Definition
| ask candidates to describe specific actions they would take in a job; past performance is a good indicator of future performance |
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Term
| semi-structured interview |
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Definition
| ask 80% of the questions as "structured" and allow the last 20% to be "open" in order to gain additional information and clarify |
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Term
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Definition
| to acquire more information about a candidate for employment, companies sometimes use _____ |
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Term
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Definition
| skills, aptitude, agility, dexterity |
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Term
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Definition
| memory, cognitive ability, IQ |
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Term
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Definition
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Term
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Definition
| initial training provided at the beginning of employment; most valuable b/c its the first time you have your employee's attention |
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Term
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Definition
| focuses on distinctive skills or abilities and can be provided to new or skilled workers; skill-based education in order to be successful in a company |
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Term
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Definition
| looks at each employee's entire career path and provides opportunities to learn skills needed to advance; looking at career over lifespan |
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Term
-employee orientation program
-tours, meetings officers, meeting department heads
-presentations about the company |
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Definition
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Term
-computer or video based training
-workshops or seminars
-management training programs |
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Definition
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Term
-needs assessment
-mentoring
-coaching |
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Definition
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Term
| employee orientation program |
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Definition
| used to acquaint employees w/ the company |
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Term
| tours, meeting officers/management, presentations about the company |
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Definition
| gives company's values,, company history, expectations of performance, and socialization opportunities |
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Term
| computer or video-based training |
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Definition
| standardized training to a large number of people at a reduced cost |
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Term
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Definition
| to offer specific skill training (certifications); longest class of training |
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Term
| management training programs |
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Definition
| training for employees to step into management positions |
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Term
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Definition
| looking at the needs of individual and comparing those w/job analysis within company |
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Term
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Definition
| link someone new with someone experienced in the company; allows the new employee to learn from another; not considered a supervisor relationship |
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Term
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Definition
| constructive feedback related to employee behavior |
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Term
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Definition
| a focus on quantitative (you can count) measures of an employee's performance (often reflected in numbers) |
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Term
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Definition
| focuses on qualitative factors; ex. employee attitude, ability to work in a group, etc. |
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Term
| Behavior Observation Scale (BOS) |
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Definition
| rating the frequency of specific, job-critical behaviors (quantitative measure) |
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Term
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Definition
| TRUE or FALSE: Waiting until the performance review to tell of mistakes is effective. |
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Term
| leniency and strictness errors |
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Definition
| tendency to assign high or low standards to all employees regardless of their performance |
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Term
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Definition
| rank people based on one characteristic while ignoring other characteristics |
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Term
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Definition
| the methods and terms of distribution of rewards and the perception of fairness; the process of how wages are determined |
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Term
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Definition
| the amount of rewards (pay, benefits, bonuses, and honors) and employee's perception that the rewards are fair; the perception of fairness for salary and wages |
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Term
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Definition
| an evaluation technique designed to reduce individual biases; getting information from lots of different sources; exhausting, time-consuming, expensive- usually top positions get this kind of review |
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Term
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Definition
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Term
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Definition
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Term
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Definition
| paying for knowledge or skills possessed |
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Term
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Definition
| paid for each piece assembled |
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Term
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Definition
| percent of sales pay for people working in sales |
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Term
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Definition
| used in large and complex organizations; put a big band around a group of jobs and will all have the same pay scale; allows to move/cross-train people without altering pay |
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Term
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Definition
| identifying top vs. bottom performance and in between (ranks employees based on performance); promote top 10%, increase pay for top 20%, terminate bottom 10% (ex. GE) |
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Term
1) progressive discipline
2) positive discipline |
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Definition
| what are two ways to discipline employees? |
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Term
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Definition
1) confrontation, discussion, coaching
2) oral warning (consequence)
3) written warning (signed/filed away)
4) suspension or disciplinary layoff (not paid)
5) discharge (terminate)
more vicious as steps continue, everyone uses this type of discipline |
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Term
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Definition
1) confrontation, discussion, coaching
2) oral warning
3) written warning-written plan for corrective action
4) day off w/pay (we support you, we want you to solve problems)
5) counseling and contracting
6) week off w/or without pay (may use vacation pay)
7) discharge
no-one really uses this form |
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Term
| First Rule- (touch-get burned) |
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Definition
| hot stove rules: discipline should be immediate |
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Term
| Second Rule- (the closer you get, the warmer it is) |
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Definition
| hot stove rules: employees should receive warnings |
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Term
| Third Rule- (everyone gets burned if they touch the stove) |
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Definition
| hot stove rules: punishments should be consistent |
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Term
-should be b/c of documented poor performance
-last alternative after other failed attempts
-should be for arbitrary reasons |
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Definition
| characteristics of termination (3) |
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Term
| use good faith, fair dealing, and avoid implied contracts |
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Definition
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