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andragogy
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how adults learn
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HR Wheel
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Train and Development Organizational Development Career Development Organization/Job Design Human Resource Planning Performance Management Systems Selection and Staffing Compensation/Benefits Employee Assistance Union/Labor Relations HR Research and Information Systems
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development
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teaching managers and professionals the skills needed for both present and future jobs
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EEOC
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Federal agency responsible for enforcement of Title 7 of the Civil rights act of 1964
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operations
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organizational function that emcompass all the activities necessary to produce the goods / services of the business
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HR
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the management of human talent
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OSHA programs
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Inspect imminently dangerous situations, fatalities and catastrophes, complaints, and high-hazard industries, in that orderRecognize employers who are committed to safe and healthy workplacesVoluntary Protection Programs focus on establishing a relationship between OSHA and companies that have comprehensive safety and health programs
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Performance appraisal
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The identification measurement, and management of human performance in organizations
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Retaliation
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Punitive actions taken by emplyers against individuals who exercise their legal rights
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tests
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ability, skill, aptitude, or knowledge ____ are usually the best predictors of job success. Must be validated, administred, and scored consistently
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predictive validation
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correlating previously collected test scores of emplooyees with the empoloyees' actual job performance
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Avatars
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Computor depictions of trainees which are manipulated online to play roles
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Test-Retest Reliability
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Consistency of results over time
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fiduciary
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"person, corporation, or legal entity that holds property or assets on behalf of or in trust for a pension fund"
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construct validity
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measures the connection between candidate characteristics and job performance. not widely used.
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New School HR
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o VP HR Field/line Management Teams• Staffing• T&D• OD • Comp & Benefits• ER Service Center• Information Technology• Claims processingo COE’s (Centers of Excellence) Staffing T&D OD Comp & Benefits Employee Relations
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Strategic Value
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Employees contribute different things to their firmsAs the strategic value of an employee’s contributions decreases, the potential return from his/her contributions diminishesThis is often when employers turn to external sources (outsourcing)
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Healthcare 3
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High-deductible health plans (HDHPs) —designed to cover major medical problems. Plans are less costly for employers and employeesHealth savings accounts (HSAs) — provides a way for employees to pay for immediate health care expenses on a tax-free basis
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Job Classification
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Developing broad descriptions for groups of jobs that are similar in terms of tasks, duties, responsibilities and qualificationsWage range is attached to each classification reflecting relative worth of the job in that classification Sometimes managers want to reclassify jobs to give a particular employee a higher salary
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career path
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a chart showing the possible directions and career opportunities available in an organization; it presents the steps in a possible career and a plausible timetable for accomplishing them
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succession planning
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a career development activity that focuses on preparing people to fill executive positions
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Relative judgment
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An appraisal format that asks supervisors to compare an employee's performance to the performance of other employees doing the same job
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job banding
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the practice f replacing narrowly defined job descriptions with broader categories (bands) of related jobs
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distributive bargaining
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bargaining that focuses on convincing the other party that the cost of disagreeing with the proposed terms would be very high
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comparability
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in performance ratings, the degree to which the performance ratings given by various supervisors in an organization are similar
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peer review
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a performance appraisal system in which workers at the same level in the organization rate one another
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cross functional training
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training employees to perform operations in areas other than their assigned job
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Literacy
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the mastery of basic skills (reading, writing arithmetic and their uses in problem solving.
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Validity
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Extent to which a test actually measures what it says it measures
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Protected Class
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individuals within a group identified for protection under equal employment laws and regulations
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lectures
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this type of training method works well with factual material
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managing benefits carefull
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shop carefully for best-cost providers, avoid redundant coverage, provide only the benefits that employees want
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Internship
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On the job learning sponsered by educational institutions as a component of an educational program
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Reliability
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The consistency of the results the performance measure will deliver
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performance based training
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utilzed to correct performance problems in highly technical or hazardous professions. Provides opportunities to practice & demonstrate the skill / knowledge until the proficiencey is mastered
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environmental scan
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process used to collect information about an organization, industry, marketplace, ante technology for use in the strategic planning process. There are 2 elements to the scanning process - internal assessment and external assessment.
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ombudsman
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impartial person not involved in a dispute who can speak with the parties and suggest alternative solutions
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establishment report
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EEO-1 report required for locations with 50 or more employees
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improshare
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"developed in the 1970s by Mitchell Fein, Improshare plans are group incentive plans that establish a baselin of productivity and reward ees with 50% of any gains made over the base"
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headquarters report
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EEO-1 report required for the principal office of an organization
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HRD
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“icing on the cake” the integrated use of training and development, organization dev, and career dev to improve individual, group, and organizational effectiveness—Training and Development, Organizational Development, Career Development—
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Direct Market Pricing
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Collecting salary information from external labor market rather than starting with internal structure based on value of jobsWorks well as long as data is accurate
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External Alignment
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Company’s strategy influences: How jobs are designed Workforce planning tactics Recruitment and selection practices Types of training and development Performance evaluation methods Decisions concerning compensation and benefits Safety and wellness plans
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Job Ranking
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Reviewing job descriptions and listing jobs in order from highest to lowest worth to companyFairly hard to do in a large companyNeed to create a framework to process the information found in all the job descriptionsLargely subjective
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Point Method
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Quantitative approach that uses a point value scheme resulting in a score for each jobBegins with identifying a set of factors for which the company is willing to pay—called “compensable factors”Point manual contains description of each factor and what each degree of the factor representsJob grade – grouping jobs with comparable points together to reflect the hierarchy of jobs within a firm
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Technology and Incentives
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Technology influences management of incentivesUse of e-mail notices and administration of plans improves speed of recognitionTechnology can reduce costs and enable firms to put more money into programs
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Ethics and Compensation
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“What gets rewarded, gets done”Sort-term goals that are easily manipulated will tempt employees to engage in unethical behaviorLiving wage — providing a fair wage so that basic living needs can be metEmployers must pay the mandated minimum wage
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Premium
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money paid to an insurance company for coverage.
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Copayment
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A small payment made by the employee for each office visit to a physician under a health plan. The health plan pays for additional medical expenses that exceed the copayment at no cost to the employee.
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employee stock ownership
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a corporatewide pay for performance plan that rewards employees with company stocks, either as an outright grant or at a favorable price that may be below market value
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Career development
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an ongoing and formalized effort that focuses on developing enriched and more capable workers
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Enterprise Union
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a labor union that represents workers in only one large company rather than in a particular industry; used in japan
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genetic testing
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a form of biological testing that identifies employees who are genetically susceptible to specific occupational substances
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cumulative trauma disorder
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an occupational injury that occurs from repetitive physical movements, such as assembly work or data entry
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employment contract
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a contract that spells out explicitly the terms of the employment relationship for both employer and employee
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Sexual Harrassment
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Actions that are sexually directed are un wanted and subject the worker to adverse employment conditions or create a hostile work enviroment.
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Appraisal validates the selection process and the effects of training; appraisal aids in making decisions about pay raises, promotions, and training; provides feedback to employees to improve their performance adn plan future careers.
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Reasons for performance appraisal
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job analysis
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a systematic analysis of jobs within an organization
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Paired Comparison Method
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Comparing each employee with another to establish ranking
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outside director
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member of board of directors from outside the company
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duty of diligence
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common law doctrine requiring an employee to act with reasonable care and skill in the course of performing work for the employer.
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glass ceiling
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term to describe the liitations faced by women and minorities when it comes to advancing into the senior ranks of corporate management
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gatekeeper
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"controls the input or output of a situation or activity. IE, doctor is the gatekeeper of determining the pt's need to see a specialist"
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constructive confrontation
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a form of mediation developed to resolve long-standing, deep-rooted conflicts about difficult, significant issues in organizations.
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organizational level training
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"training that focuses on preparing for future needs. May encompass entire org, dept, or divisions"
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chemical health hazard
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type of environmental health hazard posed by chemicals in teh workplace. MSDS: how they should be handled and how employees can protect themselves
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organizational development
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"systematic method to examine an org's technology, processes structure, and HR"
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High Performing HR Systems
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External alignment —managers select HR activities that help company meet its organizational demands, cope with environmental factors and comply with regulatory issuesInternal alignment —focuses on how well a firm’s employee management practices support one another
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Motivation Theories (continued)
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Expectancy theory — employees will make decisions about work actions based on which behaviors will lead to rewardsExpectancy — the degree to which employees believe they will be able to achieve the objectiveInstrumentality — employees believe that achieving the objective will be rewardedValence — the degree of value employees place on different rewardsAgency theory — managers motivate their employees to act in certain ways by aligning their interest with the firm’s other stakeholders (e.g. the owners)
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Prescription Drug Benefits
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Companies usually offer a three-tier system: brand-name drugs, generic drugs, and drugs on a formulary list (drugs the insurance company has decided are the most cost-effective)Another way to cut costs is through a mail-order service
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comparable worth
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a pay concept or doctrine that calls for comparable pay for jobs that require comparable skills effort and responsibility and have comparable working conditions, even if the job content is different
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360 degree feedback
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a combination of peer, subordinate and self-review.
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dual career couple
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a couple whose members both have occupational responsibilities and career issues at stake
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economic strike
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a strike that takes place when an agreement is not reached during collective bargaining
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union acceptance strategy
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a labor relations strategy in which management chooses to view the union as its employees legitimate representative and accepts collective bargaining as an appropriate mechanism for establishing workplace rules
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labor relations specialist
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someone, often a member the HR department, who is knowledgeable about labor relations and ca represent managements interests to a union.
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Trait appraisal instrument
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An appraisal tool that asks a supervisor to make judgments about worker characteristics that tend to be consistent and enduring
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Pension Beneficiary guarantee Corporation (PBGC)
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The government agency that provides plan termination insurance to employers with desired benefit retirement programs (pension)
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Consolidated Omnibus Budget Reconciliation Act 1985 (COBRA)
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Legislation that gives employees the right to continue their health insurance coverage for 18-36 months after their employment has terminated
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BFOQ Bona Fide occupational Qualification
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Characteristic providing a legitimate reason why an employer can exclude persons on otherwise illegal bases of consideration.
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Affimative Action
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Employers are urged to hire groups of people based on their race, age, gender, or national origin to make up for historical discrimination.
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recency error
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the tendency of the evaluator to base judgments on the subordinate's most recent performance because it is the most easily recalled
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Transfer of Training
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OTJ use of knowledsge, skills and behaviors learned in training. It requires that employees actually the content of the training program and that necessary conditions are in place for employees to apply what they have learned
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Total Quality Management (TQM)
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Employees and customers work together to set standards and measure performance, overall goal to improve customer satisfaction
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agency shop clause
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clause in a labor contract that specifies that all employees must either join the union or pay union dues if they choose not to join the union.
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active training methods
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learning methods in which the learning experience is focused on the learner, such as case studies, CBT, and programmed instruction
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gut feeling bias
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the interviewer relies on intuition to determine whether or not a candidate will be a good or bad fit for the position
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ADDIE model
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ADDIE is an acronym that decribes the five elements of the instructional design process: analysis, design, development, implementation, and evaluation.
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opening conference
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"1st step in an OSHA inspection, where the inspector explains why the site was selected, the purpose of the visit, and the scope of the inspection and the standards that apply to the worksite"
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green circle
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salaries that are below the minimum of the salary range
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immediate vesting
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vesting that occurs 100% or fully as soon as ees meet the eligibility requirements of the vesting plan
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National Labor Relations Board
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NLRB; enforces provisions of the National Labor Relations Act; conducts elections and preents and remedies unfair labor practices. Respons to charges filed in its office.
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maintenance of membership
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"clause in union contract that allows employees to choose whether or not to join the union, but once they join, requires that they remain members until the expireation fo the contract. The ee must notify the union to discontinue menbership within 30 days of the contract expiration"
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de minimus
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an osha violation that does not pose an immediate threat to safety (lowest violation level)
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management development
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"upgrades a mgr skills so that they can better motivate ees, delegate work, manage time / productivity, set goals, plan and communicate effectively"
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mental models
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(Senge) 1 of 5 disciplines of learning organizations used to describe deep-seated beliefs that color perceptions and affect how individuals see the world around them and react to it.
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cause and effect diagram
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(Ishikawa) a quality management tool yused to organize information developed for use in brainstorming sessions.
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• Shared Service Center (SSC)
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Centers of expertise that take routine, transactions-based activities throughout the organization and consolidate them in on place
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Equity Versus Equality
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Not all jobs require equal knowledge, skills, and abilities or have equal levels of responsibilityEmployees need to understand the process (procedural justice) and believe the outcomes (distributive justice) of compensation decisions are fairEmployees’ perceptions of fairness in compensation is also impacted by relationship with manager Salary compression — occurs when pay for jobs in external market rise faster than pay inside the organization (affected by shortage of workers)
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Internal Alignment
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Each job in a company is valued appropriately relative to every other jobRelative worth hierarchy is established Pay rates are assigned to jobsProcess is done through job evaluation:Job rankingJob classificationPoint factorFactor comparison
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Vision and Dental Insurance
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Dental coverage usually includes basic and major restorative care and orthodontiaVision insurance provides network of optometrists and ophthalmologists usually for eye exams, glasses or contact lenses
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Employee Assistance Programs
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Designed to help employees cope with mental health issues, substance abuse, and life challengesMany now include legal services, child-care and elder-care options, budgeting and family counseling
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Employees Acceptance of Incentives
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If inconsistencies exist between the plan and company culture, it may result in decreased motivationExtent to which employees are willing to embrace risks of incentives is influenced by cultural values of companyPerceptions of fairness are affected by standards of incentive plan (how realistic standards are) Group incentives are impacted by “social loafing”—individuals exert less effort when their actions are combined with others on team
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supplemental unemployment benefits(SUB)
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Benefits given by a company to laid off employees over and above state unemployment benefits.
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virtual reality
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the use of a number of technologies to replicate the entire real life working environment in real time
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performance feedback
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___ is best given in a private meeting between the employee and immediate supervisor. Discussion should focus on the facts: assessed level of performance, how and why the assessment was made, and how the employee's performance can be improved.Final and most difficult part of appraisal process.
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collective bargaining agreement
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a contract between a union and an employer that governs the employment relationship for a specified period of time.
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interest based bargaining (IBB)
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form of principled bargaining based on the concept that both sides in the negitiation have harmonious interests.
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Highly compensated employee (HCE)
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"401k plan participant who earned $90k or more, owns 5% of the company, and is one of the top 20% paid ees."
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Internal Fit of HR Practices
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Each decision influences other choices companies make about managing employeesSynergies occur when combined with other HR practicesPowerful connections occur when practices support and reinforce each other
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Pay Grades and Ranges
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Jobs are grouped into job grades associated with a pay rangeEach range has a midpoint, a minimum, and a maximumMidpoints represents an employee who is fully qualified and functioning at an acceptable level of performance Ranges will have overlap—the less overlap the more difference between jobs in each grade
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Contract Workers(Low Uniqueness – Low Strategic Value)
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External workers who perform tasks that are neither strategically valuable nor uniqueCompanies use a compliance-based HR system that consists of preset rules, regulations, and/or procedures. The focus is on short-term productivity and efficiency.Compensation of these workers are likely to be hourly wages
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frame of reference (FOR) training
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A type of training that presents supervisors with fictitious examples of worker performance(either in writing or on videotape), asks the supervisors to evaluate workers in the examples, and then tells them what their ratings should have been
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Types of Benefits
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1. Legally Required: 2. Health Insurance 3. Retirement 4. Insurance 5. Paid Time off 6. employee services
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errors of leniency and strictness
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an error. being to lenient, too strict, or tending to rate all employees as "average"
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Behavioral Observation Scale (BOS)
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A variation of BARS. is developed from critical incidents and may use up to 15 behaviors to define levels of performance. Managers prefer this method even though large amounts of information are required
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hot cargo agreement
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when a union asks an employer to stop doing business with another employer to put pressure on the 2nd employer to recognize the union
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• HR Department’s strategic plan
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o HR is a BU (business unit) that strategically partners with others in the firmo Needs to go through a strategic planning processo Needs a customer orientation (line managers who use their services)o HR products must be identified
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Company Characteristics and Incentives
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Stage of development and size of a company impact its incentive plansSmall firm may not have high merit pay but use incentives like profit sharing or bonuses to link individual performance to company performanceIncentive plan should be consistent with company values and culture
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Wagner Act/ National Labor Relations Act (1935)
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A federal law designed to protect employees' rights to form and join unions and to engage in such activities as strikes, picketing and collective bargaining.
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equal employment opportunity (EEO)
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Title VII of Civil Rights Act of 1964. Forbids discrimination in all areas of the employment relationship. Employers are not required to seek out and hire minorities, but they must treat fairly all who apply.
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compensatory time off
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paid time off from work in lieu of OT pay when extra hours are worked (for public ees only)
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Family and Medical Leave Act 1993 (FMLA)
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A federal law that requires employers to provide up to 12 weeks unpaid leave to eligible employees for the birth or adoption of a child, to care for a sick parent, child or spouse or to take care of health problems that interfere with their job
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lectures, role play and case studies, on-the0job and vestibule training
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a few types of common training methods
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