Chapter 1
The collective value of the capabilities, knowledge, skills, life experiences, and motivations of an organization's workforce is called _______ _________?
human capital
When analyzing external workforce availability as part of HR planning, HR professionals have to understand conditions in the labor market. When there is low unemployment, meaning there are fewer potential job candidates to fill open positions, this is called a _________ labor market.
tight
Requiring that a CIA operative be an American citizen is an example of a ____________________; an exception that allows employers to discriminate on what are otherwise illegal grounds.
Bona fide occupational qualification (BFOQ)
______________ involves deliberately making work conditions so bad that an employee resigns.
Constructive discharge
Allowing an employee with Asperger's Syndrome to modify their work schedule to start work at 2pm and leave at 10pm instead of working a typical 8am to 5pm workday is an example of a _______________________ under the Americans with Disabilities Act (ADA).
Reasonable Accommodation.
____________ can be described as positive feelings that employees have about their job. _________________ is a related concept, where employees show the ability and willingness to perform for the organization at a high level over an extended period of time.
Job satisfaction
Employee Engagement
Number of positions filled, cost per hire, annual turnover rate are all examples of __________ that are measures of the efficiency and effectiveness of HR practices.
HR metrics
compensatory and punitive damages.
_______________ exists when you as the employer have established reasonable grounds upon which to take employment related action e.g. to discipline or fire someone, who typically has a contract.
_______________ is about ensuring that whatever disciplinary actions are taken are fair and reasonable and not arbitrary.
Just cause
Due process
In 2009, Congress passed the _____________________ which eliminated the statute of limitations for employees to file pay discrimination claims, and effectively made each new pay check a new act of discrimination.
The Equal Pay Act of 1963
Lily Ledbetter Fair Pay Act
HR as a profession has been undergoing a transformation in recent years.HR departments are working to shed their image as _____________ within the organization that just use up resources and do not generate revenue to rebrand themselves as ______________________ that indirectly contribute to organizational revenues by increasing the efficiency and effectiveness of HR systems related to talent acquisition, performance management and compensation among others.
cost centers
productivity centers
Besides the issue of tight v. loose labor markets, what other factors do HR professionals need to consider when analyzing external workforce availability?
Economic forecasts
Government regulations
Composition of Workforce
Net Migration into Area
Actions of Competitors
Technological Shifts & Developments
____________________ is about bringing the organization's workforce into alignment by making sure women and minorities are represented in the workforce in proportion to their labor market availability.
Affirmative Action
As approaches to employee discipline, the ____________ discipline approach focuses more on providing counselling and guidance to correct behavior, whereas the ____________ discipline approach imposes penalties that become more severe over time in an attempt to change the employee's behavior.
positive discipline approach
progressive discipline approach
Firing an employee for filing a legitimate workers compensation claim would be considered an act of __________________ and is illegal under equal employment opportunity law.
retaliation
How does HR contribute to organizational ethics?
Written codes of ethics
Ethical behavior training
Advice on ethical situations
Confidential reporting systems
Public recognition and commendation for ethical behavior.
VUCA is an acronym used to describe the environment in which organizations operate. What does VUCA stand for?
Volatile
Uncertain
Complex
Ambiguous
What's the OUCH test and what does the acronym stand for?
Rule of thumb to help employees avoid discriminatory behavior.
Objective
Uniform in Application (Disparate Treatment)
Consistent in Effect (Disparate Impact)
Has Job Relatedness
What is the difference between procedural justice, distributive justice, and interactional justice? Why is organizational justice important?
Procedural justice - perceived fairness of the processes used to make decisions.
Distributive justice - perceived fairness of the distributions of outcomes or decisions made.
Interactional justice -extent to which a person affected by an employment decision feels treated with dignity and respect.
Organizational justice - Employees perceptions of fairness or lack of it impact motivation, job satisfaction, and employee engagement.
An employee who makes consistent derogatory comments based on gender (e.g. women can't drive or men can't be good nurses) is creating a ___________________ and could face disciplinary action.
hostile work environment
Name five of the seven HR functions?
Equal Employment Opportunity
Talent Acquisition
Talent Management
Total Rewards
Risk Management & Worker Protection
Employee & Labor Relations
Strategy & Planning
Name five different ways organizations can manage a talent surplus.
Retraining & Transfers
Work Sharing
Natural Attrition
Hiring Freeze
Early Retirement
Downsizing & Layoffs
What test is used to determine if an HR practice, say a hiring practice, is having a disparate impact?
4/5 test
How it works:
If the selection ratio for any minority group (e.g. women) is less than 4/5 (80%) of the selection rate of the majority group (e.g. men) then it is likely that there is a disparate impact issue that requires investigation.
What is employment-at-will and what are the four exceptions to employment-at-will?
Employers have the right to hire, fire, demote or promote whoever they choose, unless there is a law or contract that says otherwise. Employees can also quit any time with or without notice.
Exceptions:
Public Policy Exception
Implied Contract Exception
Good Faith and Fair Dealing Exception
Statutory Exception
The __________________________________ is a law that requires employers to provide up to five years of active duty service leave for uniformed military personnel during which the employer must hold their job.
Uniformed Services Employment & Reemployment Rights Act of 1994 (USERRA)