1What is HRM
management process concerned with getting, training, motivating, and keeping competent employees
2major function groups Employee
planning, adaptation to organization, performance
3Employment Planning
Recruitment & Downsizing• Selection
4Employee Performance
Performance Management • Compensation & Benefits
5Employee Adaption to Organization
Orientation • Training & Development
6monitor and control legal regualtions
Equal Employment Opportunity Commission (EEOC
7Categories of Major HRM Laws
1. Equal Employment Opportunity and Discrimination 2. Compensation/Benefits3. Health/Safety
8Equal Pay Act
Prohibits pay differences for equal work based on gender
9Age Discriminationin Employment Act
Prohibits discrimination against employees 40 years and older
10Civil Rights Act –Title VII
Prohibits discrimination based on race, color, religion, national origin, or gender
11PregnancyDiscrimination Act
Prohibits discrimination on the basis of pregnancy
12Americans with Disabilities Act (ADA)
Prohibits discrimination against individuals who have disabilities or chronic illnesses and requires reasonable accommodations for these individuals
13dscrimination
making distinctions among people
14illegal discrimination
Making distinctions that harm people by inappropriately using a person’s membership in a protected class as a basis for an employment decision
15protected classes
RaceColorReligionNational Origin Age (40 and over) Sex/GenderPregnancy Familial Status Disability Veteran Status
16Disparate (Adverse) Treatment
Intentional discrimination based on membership in a protected class
17Disparate (Adverse) Impact
Unintentional discrimination based on membership in a protected class
18Pattern or Practice
repeated pattern of intentional illegal discrimination
19how to tell if a group is being discriminated against
4/5 rule
20how to calculate 4/5 rule
selected/applied in each nationality, white(4/5), if nomb is less than yes
21reverse discrimination
nonprotected act is under represented
22how to calculate reverse discrimination
6/5 rule
23how to calculate 6/5 rule
selected/applied in each nationality, white(6/5), if other class is more than yes
24A legal defense used when discriminating based on someone’s membership in a protected class.
Bona Fide Occupational Qualification (BFOQ)
25Bona Fide Occupational Qualification (BFOQ)
Considered reasonably necessary to the normal operation of a particular job or business
26Affirmative Action
increase diversity
27Categories of Major HRM Laws
1. Equal Employment Opportunity and Discrimination 2. Compensation/Benefits3. Health/Safety
28Compensation and Benefits Laws include
fair labor standards, WARN, FMLA, Lilly Ledbetter fair pay
29Fair Labor Standards Act
Established minimum wage, overtime pay eligibility, recordkeeping, and child labor standards
30Worker Adjustment and Retraining Notification Act (WARN)
Requires employers with more than 100 employees to provide 60 days notice before a mass layoff or facilityclosing
31Family Medical LeaveAct (FMLA)
Gives employees in organizations with 50 or more employees up to 12 weeks of unpaid leave each year for family or medical reasons
32Lilly Ledbetter Fair Pay Act
Changes the statute of limitation on pay discrimination to 180 days from each pay check
33Health and Safety Laws include
OSHA, COBRA
34Occupational Safetyand Health Act (OSHA)
establishes mandatory health standards in organizations
35Consolidated Omnibus Reconciliation Act (COBRA
Requires continues health coverage following termination (paid by employee)
36The process of locating, identifying, and attracting capable applicants to the organization
recruiting
37the degree to which the selection test measures the same thing consistently
reliability
38the proven relationship between a selection device and some relevant criteria
validity
39Any pre‐employment inquiry including applications and resumes. Every question must be job‐related, any question asked of allemployees
priliminary screening
40Skills tests, cognitive ability tests, personality and interest tests, honesty or integrity tests
written tests
41ensure applicants are capable of performing jobs and include: physical skills tests, physical exams, drug testing
physical testing
42require applicants to perform tasks that mirror the tasks employees perform on the job
Work Samples Test
43Allow candidates to learn about organization and job and allows managers to assess more “rich” information about candidate
selection interview
44interview type ask same questions to every person
structured
45interview type that is open ended and ask what want
unstructured
46Permanent involuntary termination
fire
47Temporary involuntary termination
layoff
48Not filling openings created by voluntary and natural resignationsetirements
attrition
49Moving employees either laterally or downward – fixes internal supply/demand imbalances
transfer
50Employees work fewer hours per week or share jobs
reduced workweek
51Providing incentives to older and more‐senior employees to retire before required to
early retirement
52Two part‐timers share on full‐time job
job sharing
53Introducing a new employee to the job and the organization
orientation
54A learning experience that seeks a relatively permanent change in employees by improving their ability to perform on the job
ee training
55the process of identifying, measuring, managing, and developing the performance of human resources
perf mgt
56How we reward our employees. Should: • Help attract and retain competent and talented individuals• Impact strategic performance• Keep employees motivated
comp and benef