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26 Cards in this Set
- Front
- Back
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HR Functions
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HR Planning, Staffing, HR Development, reward, and maintenance
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HRM Challenges
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Environmental, organizational, and individual
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HR Planning
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process of systematically reviewing HR requirements to ensure that the required number of employees, with required skills, are available when needed
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HR Planning - Job analysis
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documenting the important responsibilities duties and task of each job..also knowledge, skills, and abilities (ksa's) needed to perform the jobs
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Staffing (2 of 5 HR functions)
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activities undertaken to attract, hire, and retain effective sales force personnel within an organization:
-recruitment -selection -managing employee separations |
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HR Development
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-training
-development -career counseling and planning -performance appraisel |
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HR Development training vs development
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-training; knowledge and skills needed for a particular job (ie..training on first day of job)
-development; learning that goes beyond today's job. A long term effect |
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360 degree performance appraisel
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different levels of organization (co-workers, supervisors, managers..) give appraisals
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OSHA
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Occupational Safety and Health Act of 1970
purpose: to assure a safe and healthy workplace for american worker |
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Reason for environmental challenges
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-rapid change
-legislation -technology -skill shortages -globization -economy -natural calamities |
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Four Management Roles
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Administrative
Operational Employee Advocate Strategic |
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Prima-Facie evidence and two types
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case presents enough evidence for the planiff to prove the case barring any defenses or additional evidence presented by the defendent
-Disparate Treatment -Adverse Impact |
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EEO (equal employment opportunity)
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legal and social policies that state that members of US society should have equal access to and treatment in employment
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single most important piece of legislation that has helped shape and define employment law in US
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Title VII of the CRA of 1964
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Title VII of CRA 1964 prohibits discrimination based on...
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race
color religion sex national origin |
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protectected class
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miniorities and women
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Prima face
disparate treatment defination and case example |
an individual employee is treated adversely because of his/her sex, religion, color, or national origin
McDonnell Douglas V. Green |
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Prima Face:
adverse impact defination |
occurs when decision, practice, or policy has a disproportionately negative effect on a protected group
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BFOQ (bona fide occupational qulification)
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allows an employer to discriminate on the basis of religion, sex or national origin NEVER on race and color...
a narrow exception, some jobs legitmately do require a person of a certain sex and national origin etc |
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rehabilitation act of 1973
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sect. 501 and 505 prohibits discrimination against qualified individuals with disablities (handicapped) who work in the federal gov't
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pregnancy discrimination act of 1978
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amendment to Title VII of CVA of 1964
discrimination on the basis of pregnancy, childbirth or related medical conditions constitues unlawful sex discrimination |
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american with disabilities act 1990
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prohibits discrimination against qualified individuals with disabilities
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immigration reform and control act (IRCA) of 1986
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est. criminal and civil sanctions against employers who knowingly hire an unauthorized alien
must verify identity of all workers (I-9) |
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immigration act of 1990
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increased the limits on legal immigration to the US
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state and local laws
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when EEOC regulations conflict with state or local civil rights regulations THE legislation which is more favorable to women and minorities applies
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definination and types (2) of Sexual Harrassment
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unwelcome sexual advances, request for sexual favors, and other verbal or physical conduct of a sexual nature constitue sexual harassment.
1. quid pro quo 2. Hostile environment |
