Chapter 11 Managing HR systems I Employment Legislation a Federal Employment Laws i See page 199 b Adverse Impact and Employment Discrimination ii Adverse Impact i Disparate Treatment unintional discrimination that occurs when intentional discrimination that occurs when people are purposely not given the same hiring promotional or membership opportunities members of a particular race sex or ethnic group are unitionally harmed or disadvantaged when the selection rate of a protected group is less than 80 of the selection rate of a non protected group iii 80 or Four Fiths Rule c Sexual harassment i Quid Pro Pro Sexual Harassment 1 doing sexual acts in order to keep job II Recruiting creating a qualified pool of job applicants a Job analysis important work related aspects of a job purposefull process for collecting information on the i Work activities ii Tools and equipment used at job iii The context in which the job is performed iv The personnel requirments for performing job c b Job Description written description of the basic tasks duties and requirments required of an employee holding a particular job Job Specifications the job Internal Recruiting applicants from people who already work in the company the process of gathering information about job applicants to decide who III Selection the process of developing a pool of qualified job summary of all qualifications that one needs to perform developing a qualified pool from outside the company e External Recruiting d should be offered a job a Application Forms and Resumes i Check References and Background checks b Selection Tests ii Cognitive Ability Test i Specific Ability tests test measures the extent applicants possess the particular ability needed to do a job well have abilities in perceptual speed verbal comprehension numerical aptitude general resoning and spatial aptitude measures the extent to which applicants extensive surveys that ask applicants questions about c Biographical Data their personnel backgrounds and life experiences the job d Work Sample Tests have applicants perform tests that are actually done on e Assesments Center a series of managerial simulation graded by trained observers that is used to determine applicants capabilities of managerial work IV V Training developing the skills experience and knowledge needed to perform their a selection tool in which company represenatives ask job applicants job Interviews related questions to determine whether they are qualified for the job job or improve their performance a Needs Assesment the process of identifying and prioritizing the learning needs of employees VI Performance Appraisels process of assessing how well an employee is doing a Accurately measuring job performance ii Behavioral Observation Scale i Objective Performance Measures measures of job performance that are easily and directly counted or quantified frequency with which workers perform specific behaviors that are representative of the job dimensions rating system that indicates the b Sharing Performance Feedback i 360 degree feedback comes from boss employees coworkers customers VII Compensation and Employee Seperation a Compensation Decisions i Pay Level Decisions ii Pay Variability Decisiosn 1 Piecework get 40cents for every product produced in a day 2 Commissions 3 Profit Sharing 4 Employee Stock Ownership Plans ESOP iii Pay Structure 1 internal pay distribiutions between different levels of management b Employee Seperation voluntary or invioluntary loss if an employee i Firing employees ii Downsizing iii Retirement iv 1 Early Retirement Incentive Program ERIPS financial incentive to retire early
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