MGMT340 Exam 1 Study Guide - MGMT340 Study Guide for Exam...

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MGMT340 – Study Guide for Exam I (Please refer to Textbook & powerpoint materials related to Intro to HRM, SHRM, Employment Law, HR Planning & JA) Please know the following: 1. Major HRM functions HR Planning Compensation Staffing Performance Mgmt. Training & Development Employee Relations 2. Roles of HR professionals Strategic partner - ability to translate business strategy into HRM policies & vice versa Admin. expert - ensure efficient & effective implementation of HRM activities Employee champion - manage the commitment & contributions of employees Change agent - transform the organization to meet new competitive conditions 3. Importance of HRM for managers and for employees HRM is important to managers because it helps to prevent themselves from hiring the wrong people or performing things incorrectly. HRM is also important to be more prepared for changes in the workplace. 4. HRM practices for Cost leadership/Defender vs Differentiation/Prospector strategies Porter’s (1980) business strategies: Cost Leadership vs Differentiation Cost Leadership focuses on minimizing cost of production. Differentiation focuses on being different from others that offer similar services. Miles & Snow’s (1978) business strategies: Defender vs Prospector Defender strategy defends the market share and has low price. Prospector has unlimited opportunity & gets new customers by going to new markets. Cost Leadership & Defender Strategy focus on efficiency and control . Differentiation & Prospector Strategy focus on innovation and flexibility . 5. Role of the EEOC Investigates & resolves discrimination complaints. Gathers info on profile of workforce. Issues employment guidelines & procedures. 5. Differences between Title 7 (1964) and CRA (1991) Title 7 An employer cannot discriminate based on race, color, religion, sex, or national origin. The act applies to: *organizations with 15+ employees working 20 or more weeks a year *state & local governments *employment agencies *labor organizations Civil Rights Act of 1991 Amends Title 7 to reverse several Supreme Court decisions. Burden of proof shifts back to employer to show business necessity. Employee claiming disparate treatment (intentional discrimination) can ask for compensatory & punitive damages. Title 7 applied to US citizens employed in foreign countries by US-owned/controlled firms.
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5. Types of discrimination Disparate Treatment Adverse Impact No reasonable accommodation 5. How to show & defend against disparate treatment The plaintiff (job seeker or employee) must show intentional discrimination by the employer as follows: *he/she belongs to a protected group *he/she applied for & was qualified for the job *he/she was rejected despite possessing the qualifications *the position remained open to applicants with similar qualifications *the reason offered by the defendant is a “pretext” to cover up intentional discrimination The defendant (company) must show: *a legitimate, non-discriminatory reason for the decision *the job requirement was a bona fide occupational qualification (BFOQ)
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