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CU DENVER / Business Management / MGMT 3010 / What are the results of effective hr management?

What are the results of effective hr management?

What are the results of effective hr management?


School: University of Colorado Denver
Department: Business Management
Course: managing people for a competitor advantage
Term: Spring 2019
Tags: Management, humanresource, humanresourcemanagement, recruitment, and ethics
Cost: 50
Name: MGMT Exam 1 Study Guide
Description: Key terms, definitions
Uploaded: 02/23/2019
6 Pages 50 Views 3 Unlocks

zach ahlstrom (Rating: )

MGMT Exam 1 Study Guide

What are the results of effective hr management?

What is Human Resource Management  

∙ The policies, practices, and systems that influence employee o Behavior

o Performance

o Attitudes  

∙ Effective HRM leads to… 

o Employees and customers are more satisfied  

o Companies that are more innovative

o Companies with greater productivity

o Companies with more favorable reputations  

∙ Why is it called Human Resource Management? 

o The concept of HRM implies that employees are resources of the  employer  

What are the advantages of internal sources when recruiting human resources?

o Human Capital – organizations employees described in terms of their  training, experience, intelligence etc

o Human resources are valuable, cannot be imitated, and have needed  skills  

∙ HRM and Sustainable Competitive Advantage 

o An organization can succeed if it has sustainable competitive  advantage

∙ Best Practices in HRM = High Performance Work System 

∙ Supporting Organizational Strategy 

o HR Planning - identifying the numbers and types of employees the  organization will require to meet its objectives  

What does the 14th amendment (1866) state?

o Talent Management - a systematic planned effort to attract, retain,  develop, and motivate highly skilled employees and managers  o Corporate social responsibility - a company's commitment to meeting  the needs of its shareholders  If you want to learn more check out Which local show was created by dennis mahon?

o Stakeholders - the parties with an interest in the company's success  (typically, shareholders, the community, customers, and employees) o Sustainability - an organizations ability to profit without depleting its  

resources, including employees, natural resources, and support of  surrounding community  

∙ Ethics and Employee Rights 

o Ethics - fundamental principles of right and wrong

o Ethical Behavior - behavior that is consistent with those principles *  many ethical issues in workplace involve HRM*

Trends in HRM 

∙ Changes in the Labor Force  

o International labor force -An organizations workers include its  employees and people who have contracts to work at the organization o External labor market - Anyone who is willing and able to work, and is  available to you  

o Skill Deficiencies - Skills that employers need

o Undocumented or illegal immigrants - Supply/demand for labor  (particular manual labor)

∙ Merger - two companies become one

∙ Acquisitions - one company buys another

∙ Total Quality Management (TQM)

MGMT Exam 1 Study Guide If you want to learn more check out What makes kate bailey hutchinson an important figure in 1993?

1. Methods and processes are designed to meet the needs of internal and external customers  

2. Every employee received training in quality  

3. Quality is designed into a product or service so that errors are  prevented from occurring  

4. Organization promotes cooperation with vendors, suppliers, and  customers to improve quality and hold down costs  

5. Managers measure progress with feedback based on data  ∙ Focusing on Strategy  

1. Cost control - downsizing, reengineering, outsourcing  

2. Expanding into global markets - offshoring, reshoring  

o Change in Employment Relationship  

1. Psychological contract, declining union membership, flexibility  Key Terms

∙ Labor demand - number and types of employees the company needs ∙ Labor supply - current or potential employees to perform jobs ∙ Labor market - everyone to whom the organization has access to and who is  willing/able to work

∙ Labor shortage - when demand for labor exceeds available supply  ∙ Labor surplus - when the supply of labor is greater then the demand  Internal Factors

1 Turnover Don't forget about the age old question of How do enolate anions become more stable?

o Functional - when someone who doesn't do a good job, leaves  o Dysfunctional - when high performing employees leave  

o Voluntary - employee made decision to leave

o Involuntary - employer made decision to terminate employee (big  source of liability)

2 Employee Movements – Promotions, Transfers, Demotions  

3 Productivity - how much product/productivity are you going to get out of each  employee?  

∙ External Factors  

1 Local labor markets - with technology doesn’t have to be "local" have wide  access to markets  Don't forget about the age old question of Which essential amino acids cannot be adequately synthesized?

2 Economic conditions - growth of economy, unemployment rate ∙ Recruiting Human Resources 

∙ Recruiting - any activity carries out by the organization with the  primary purpose of identifying and attracting potential employees o Internal Recruiting Sources - Succession Management, Talent inventory, Internal job-posting systems  

o Advantages of Internal Sources If you want to learn more check out Who was the proponent of stimulus-response theory?

1 Applicants are well known to the organization

2 Applicants are relatively knowledgeable about the organizations vacancies,  which minimizes possibility of unrealistic job expectations  

3 Generally cheaper and faster than looking outside organization  o Recruitment Sources: External Sources- Direct applicants, Referrals,  Public employement agencies

Recruiting Metrics  

∙ Efficiency-oriented recruiting metrics - track how efficiently a firm is hiring  and include hiring speed (time to fill), number of applicants, number of hires,  and the average cost per hire

MGMT Exam 1 Study Guide

∙ Strategic recruiting metrics - those that track processes and outcomes that  influence the organizations performance, competitive advantage, or strategic  execution  

∙ Cost per Hire – cost of using recruitment source for a particuluar type of  vacancy

∙ Yield Ratios – ration that expresses the percentage of applicants who move  successfully through each stage of recruitment  

The Importance of Realistic Job Previews 

∙ Positive and possibly negative aspects of the job

∙ Result of RJP - Job satisfaction and survival rates are higher  Legal Issues in HRM If you want to learn more check out What does power mean in politics?

The Employment-at-will Doctrine  

∙ Employment-at-will  

o As long as both parties agree to it

o And it does NOT violate any number of federal laws  

∙ Legislative branch - enact laws

∙ Executive branch - enforces laws, issues executive orders

∙ Judicial branch - interprets the laws enacted by the legislative branch  ∙ Equal Employment Opportunity (EEO)  

o The conditions in which all individuals have an equal chance for  employment, regardless of their race, color, religon, sex, age, disability, or national origin  

∙ EEO Laws and Regulations  

o 13th Amendment (1865) - abolished slavery, prohibits badges and  incidents of slavery (extreme and longstanding discrimination towards one group of people)  

o 14th Amendment (1866) - in response to "black codes", no state/no  one can pass a law that doesn’t protect everyone equally + forbids  government from taking life, liberty, freedom without due process  

o Title VII of CRA of 1964 - prohibits employers from discriminating based on: race, religon, national origin, sex, color  

 Types of Discrimination 

 Disparate Treatment - differing treatment of individuals based on the individuals membership in a protected class  

 Disparate (adverse) impact - practices that appear non discriminatory on the face, nut impact different groups of people  differently  

 Sexual Harrassment - refers to unwelcome sexual advances for  sexual favors, and other verbal or physical contact of a sexual nature  when:  

1. Submission to such conduct is made explicitly or implicitly a term or condition of an individual's employment  

2. Submission to or rejection of such conduct by an  

individual is used as the basis for employment decisions  

affecting such individual

3. Such conduct has the purpose or effect or unreasonably  interfering with an individual's work performance or creating an  intimidating, hostile, or offensive working environment  

4. Quid pro quo or hostile work environment

MGMT Exam 1 Study Guide

o ADA of 1990 - Americans with Disabilities Act prohibits employers from  using a disability as a basis for discriminating against qualified individuals   Requires reasonable accommodation unless doing so causes undue  hardship  

∙ Reasonable accommodation - making modifications to work  environment so person otherwise qualified can perform essential functions

 Disability - physical or mental impairment that substantially limits one  or more major life activites  

 ADA Amendments Act (ADAA) pf 2008  

∙ Required EEOC to revise portion of regulations defining  

"substantially limits"  

∙ Expanded definition of "major life activites"  

∙ Specified that mitigating measures, excepts eyeglasses and  contact lenses. Should not be considered when assessing if an  

individual has a disability

o Genetic Information Non-discrimination Act of 2008 - employers may NOT  use genetic information in making decision related to the terms,  conditions, or privileges of employment  

 Includes a person's genetic tests, genetic test of the person's family  members, and family medical histories  

∙ Constitution Amendments (13th and 14th) - have up to 4 years from the  incident to file a lawsuit (not through EEOC)

∙ Legislation Acts - have 180 days to file a complaint through EEOC (must be  through EEOC)  

∙ The 4/5th Rule Example  

o The proportion of the minority group selected divided by the proportion of the majority group selected has to be greater then or equal to .8 or 80% ∙ BFOQ - Bona Fide Occupational Qualification is quality or attribute that  employers are allowed to consider when making decisions on the hiring and  retention of employees  

Ex. Hooters can get away with only hiring women since they qualified  them as "sexual entertainment" (settled 14 billion to men who applied as  servers and had to create jobs for them)

∙ OSHA - Occupational Safety and Health Administration is responsible for  protecting worker health and safety in United States  

∙ FMLA - Family Medical Leave Act protects employees from losing their jobs  and benefits if the employee needed a legitimate leave for qualified medical  and family reasons  

∙ FLSA - Fair Labor Standards Act is federal law that defines the hour workweek  and established the minimum wage, overtime wage requirement, and child  labor standards  

∙ NLRA - National Labor Relations Board is foundational statue of US labor law  which guarantees basic rights or private sector employees to organize into  trade unions, engage in collective bargaining for better terms and conditions at work  

Job Analysis  

∙ What are KSAOs? 

o Knowledge, skills, abilities, other attributes

MGMT Exam 1 Study Guide

∙ Why do a job analysis? 

o Job analysis provides the foundation for the more HR functions o Mandated by legal requirements - the protect organizations and  employees

o The reduce role conflict and ambiguity and help define standards of  performance

∙ Five Common Methods of Job Analysis  

o Job performance, observation, interview, critical incidents, structured  questionnaires

∙ Position Analysis Questionnaire  

o Commonly used job analysis questionnaire  

o One of the broadest and most researched instruments

o 194 items- Work behaviors, Work conditions, Job characteristics  o 6 sections- Information input, Work output, Relationships with other  persons, Job context, Other characteristics  

∙ Task Analysis Inventory - Focus on tasks, Focus on the particular job  ∙ Fleishman Job Analysis System 

o SME (Subject Matter Experts

o 52 Categories of Ability

 Written comprehension, deductive reasoning, manual dexterity,  stamina, originality, task motivation, etc

∙ Outcomes of a job analysis Identify relevant tasks

∙ Job Design - in addition to finding the right people for jobs, organizations can  change the design of jobs to be better in terms of  

o Efficiency

o Motivation

o Safety

o Mental capacity

∙ Designing Jobs that Motivate 

- Job characteristic model - describes jobs in terms of five characteristics  Skill variety  

 Task identity  

 Task significance  

 Autonomy  

 Feedback  

- Enlargement and enrichment

- Teams and flexibility  

∙ Based on Herzberg's motivation/hygiene model 

o Job enlargement  

o Job extension

o Job rotation

o Job enrichment

∙ Self managing work teams have authority for an entire process or segment  ∙ Flexible work schedules offer alternatives to the 8-5 job

o Flextime  

o Job sharing

∙ Job design - in addition to finding the right people for jobs, organizations can  change the design of jobs to be better in terms of

o Efficiency

o Motivation

MGMT Exam 1 Study Guide


∙ How things correlate – (-1 to +1)  

∙ BESD Binomial Effect Size Display - one method for displaying and  understanding more clearly the magnitude of an effect reported as a  correlation  

∙ Personnel Selection - process through which organizations make decisions  about who will or will not be allowed to join the organization  

o Strategic approach to personnel selection - support job descriptions,  identify people with necessary KASO, measure effectiveness of selection  tools

∙ Criteria for Measuring Effectiveness of Selection Tools and Methods o Method provides reliable information  

o Method provides valid information

o Information can be generalized to apply to the candidates

o The method offers high utility

o Selection criteria are legal

 Reliability - extent to which a measurement is free from random error  Validity - extent to which the performance on a measure (ex. Test  score) is related to what measure is designed to assess (ex. Job performance)  Criterion-related validity - measure of validity based on showing a  substantial correlation between teste scores and job performance scores   Generalizability - method applies not only to the conditions in which  the method was originally developed, but also to other conditions  o Jobs

o Organizations

o Applicants

o Time

 Utility - cost of using selection method < value of the method of the  organization

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