HR Foundations
The knowledge, skills, and capabilities of individuals that have economic value to an organization.
What is human capital?
The first phase of organizational staffing.
What is identifying and clarifying the staffing need?
This document explains what a job entails, including its goals, responsibilities, and duties.
What is a job description?
Interview question: “Are you legally old enough to perform the duties required for this position?”
What is permissible? The chapter distinguishes this from simply asking the applicant's age or birthdate.
The two general forms of sexual harassment claims identified in the chapter.
What are quid pro quo and hostile work environment?
This organizational process identifies and cultivates human capital to help accomplish planned objectives.
What is human resource management (HRM)?
Put these in order: select the best candidate; attract the right applicants; identify the staffing need.
What is identify the need → attract applicants → select the candidate?
Career fairs, open days, leaflet drops, and notice boards fall into this recruiting method.
What are formal personal contacts?
Interview question: “Do you have children?”
What is potentially illegal/inappropriate? The chapter instead permits asking whether the applicant can work the hours required.
Intentionally treating similarly situated employees differently because one belongs to a protected class is known as this.
What is disparate treatment?
In job analysis, this refers to a person's comprehension of an organized body of factual or procedural information.
What is knowledge?
An event manager immediately posts, “Need 20 volunteers Saturday!” without determining positions, responsibilities, or required qualifications. This staffing phase was skipped.
What is identifying and clarifying the staffing need?
Newspapers, specialty publications, and the internet are examples of this method for attracting applicants.
What is advertising?
Interview question: “Can you work Friday evenings and weekends as required by the position?”
What is permissible?
A facility refuses to interview an otherwise qualified 52-year-old applicant because management says, “We want younger employees who can stay with us longer.” Name the federal law discussed in the chapter that directly addresses this situation.
What is the Age Discrimination in Employment Act (ADEA) of 1967? The chapter identifies protection beginning at age 40.
Unlike knowledge or skill, this KSA refers to the actual power or capacity to perform an activity or task.
What is ability?
After recruiting produces an acceptable pool of applicants, managers should use the essential and desired qualities of the position to do these two things before interviewing.
What are eliminate unqualified applicants and determine the best candidates?
A good job description should identify the job title, major and minor duties, how the job relates to other positions, and this important supervisory detail.
What is whom the employee reports to?
An interviewer asks a 55-year-old applicant, “How many years do you plan to work before retiring?”
What is potentially illegal?
Two employees are equally qualified, but a manager consistently gives better shifts and advancement opportunities to one because of that person's protected-class status. Identify the HR/legal concept illustrated.
What is disparate treatment?
our event has enough workers, but none have been trained to operate the registration software. From an HR perspective, the problem isn't simply the number of people—it is a deficiency in this part of the organization's human capital.
What are employees' knowledge/skills/capabilities?
Your event needs 40 workers. You recruit 40 people and immediately stop recruiting. Explain the flaw in this staffing decision
Having enough people numerically doesn't ensure an appropriate hire; recruiting should generate a sufficient number and quality of candidates.
Before hiring a Pickleball Tournament Site Supervisor, you identify that the employee must understand tournament procedures, communicate with officials, solve scheduling problems, and be capable of working throughout a long event day. The HR process used to determine those personnel demands is this.
What is job analysis?
An applicant doesn't meet a physical job requirement. The requirement causes a disparate impact, but the employer can demonstrate that the requirement is essential to actually performing the position. This defense is called ______.
What is job relatedness?
Two hours before a major event, a supervisor tells you a new employee “isn't working out” and wants them removed immediately. What should you do before simply replacing the employee?
HR-management process: identify/document the actual performance problem, compare performance to established job expectations, communicate with the employee, and follow the organization's appropriate corrective/disciplinary procedures rather than making an unsupported personnel decision.