The policies, practices, and systems that influence employees' behavior, attitudes, and performance
An organization's employees, described in terms of their training, experience, judgement, intelligence, relationships, and insight.
Job Analysis vs. Job Design
Job Analysis: the process of getting detailed information about jobs.
Job Design: The process of defining the way work will be performed and the tasks that a given job requires
Recruitment vs. Selection
Recruitment: The process through which the organization seeks applicants for potential employment.
Selection: The process by which the organization attempts to identify applicants with the necessary knowledge, skills, abilities, and other characteristics that will help the organization achieve its goals.
Training vs. Development
Training: A planned effort to enable employees to learn job-related knowledge, skills, and behavior.
Development: The acquisition of knowledge, skills, and behaviors that improve an employee's ability to met changes in job requirements and in customer demands.
HR responsibilities of supervisors
Motivate with support from pay, benefits, and other rewards.
Recommend pay increases and promotions
Interview (and select) candidates
Forecast HR needs
Help define jobs
Change in the Labor Force
More diverse workforce
Giving employees responsibility and authority to make decisions regarding all aspects of product development or customer service.
HRIS vs. e-HRM
HRIS: A computer system used to acquire, store, manipulate, analyze, retrieve, and distribute information related to an organization's human resources
e-HRM: The processing and transmission of digitized HR information, especially using computer networking and the internet
Changes in Employment Relationship
A new psychological contract
Alternative Work Arrangements
Flexible Work Schedules
Equal Employment Opportunity (EEO)
The condition in which all individuals have an equal chance for employment, regardless of their race, color, religion, sex, age, disability, or national origin
Equal Pay Act of 1963
Requires that men and women performing equal jobs receive equal pay
Enforced by the EEOC
Title VII of the Civil Rights Act of 1964
Major law regulating equal employment opportunity in the US
Prohibits employers from discriminating against individuals because of their race, color, religion, sex, or national origin
Enforced by the EEOC
Age Discrimination in Employment Act
Prohibits discrimination in employment against individuals 40 years of age and older
Vietnam Era Veteran's Readjustment Act of 1974
Requires federal contractors and subcontractors to take affirmative action toward employing veterans of the Vietnam War
Pregnancy Discrimination Act of 1978
Discrimination on the basis of pregnancy childbirth, or related medical conditions to be a form of illegal sex discrimination
Americans with Disabilities Act of 1990
prohibits discrimination based on disability in all employment practices such as job application procedures, hiring, firing, promotions, compensation, and training.
Civil Rights Act of 1991
Prohibits discrimination (Same as Title VII)
Enforced by EEOC
Uniformed Services Employment and Reemployment Rights Act of 1994
Requires rehiring of employees who are absent for military service, with training and accommodations as needed
Enforced by Veterans' Employment and Training Service
Equal Employment Opportunity Commission (EEOC)
Agency of the Department of Justice charged with enforcing Title VII of the Civil Rights Act of 1964 and other anti-discrimination laws.
Differing treatment of individuals, where the differences are based on the individuals' race, color, religion, sex, national origin, age, or disability status
Bona Fide Occupational Qualification (BFOQ)
A necessary (not merely preferred) qualification for performing a job.
An employer's obligation to do something to enable an otherwise qualified person to perform a job
Unwelcome sexual advances as defined by the EEOC.
Occupational Safety and Health Act (OSH Act)
US law authorizing the federal government to establish and enforce occupational safety and health standards for all places of employment engaging in interstate commerce.
Occupational Safety and Health Administration (OSHA)
Labor department agency responsible for inspecting employers, applying safety and health standards, and levying fines for violation
Work Flow Analysis
Raw Inputs, Equipment, Human Resources
-->Activity: What tasks are required in the production of the output
-->Output: what product, information, or service is provided? How is the output measured?
A list of the tasks, duties, and responsibilities (TDRs) that a particular job entails
A list of the knowledge, skills, abilities, and other characteristics (KSAQs) that an individual must have to perform a particular job
The process of defining how work will be performed and what tasks will be required in a given job.
How to Motivate
The study of the interface between individuals' physiology and the characteristics of the physical work environment.
Process of Human Resources Planning
Forecasting the Demand for Labor
Determining Labor Supply
Determining Labor Surplus or Shortage
A set of knowledge and skills that make the organization superior to competitors and create value for customers
Ex: Choosing merchandise that shoppers want and providing shoppers with excellent customer service, proper cleaning of environment
Decisions about how it will carry out human resource management, including how it will fill job vacancies
Internal Sources - job posting, company bulletin boards, employee publications, company intranets
External Sources - Referrals, Company website, Job boards, Direct Sourcing, College recruiting...
Newspaper and Magazines
Should answer: what do we need to say & to whom do we need to say it