MGMT 455 Exam # 1 Study Guide Two purposes of HR:- To obtain a qualified workforce:o Employment planningo Job analysiso Recruitingo Selection- Motivate employeeso Training and developing programs: assessing training needs/developing programs to improve employees skills and prepare them for the future as wello Compensation and benefits: determining the relative worth in dollars of each position in the organizationo Performance appraisal: identifying desired job standards and improving employee performanceSources of Employment Laws and Regulations:- Common lawo Consists of case-by-case decisions of the court, which determine over time permissible and impermissible practices, as well as their remedieso Examples: Employment-at-will: involves rights of employer and employee to terminate the relationship at will Tort: civil wrong that occurs when the employer violates a duty owed to their customers and employees and causes harm or damages to them- Constitutional law: o Derived from the US constitution and it’s amendmentso Bodies are federal (congress), state (legislatures and assemblies), and local (municipal boards and councils) Example:- Age discrimination act, Americans with Disabilities Act, Civil Rights Act, etc.- Executive order agencies:o Exist at a federal, state and local levelo Purpose is to interpret, administer, and enforce the lawo Rules, regulations, guidelines Example:- Executive Order 11246, EEOCOther Regulations- 1964 Civil Rights Act (Title VII)o Protects private employers with 15 or more employeeso Prohibits discrimination including race, color, religion, national origin and sexo Enforced by the EEOC- Executive Order 11246o Protects federal contractors with contracts in excess of $10,000 o Must have an ongoing “program for action”o Enforced by the DOL (OFCCP)- Rehabilitation Acto Came before the ADA—1973o Enforced by the DOLo It is illegal to discriminate against qualified individuals with a disabilityo Must provide reasonable accommodations Example: if a person has trouble seeing, you should give them a larger computer screeno Must develop AAPs for all qualified employees with a disability - American’s With Disability Act:o Does not apply to all people with disabilities, only those who are “otherwise qualified”o Disability means A physical or mental impairment that limits one or more major life activities A record of such an impairment or being regarded as having such an impairmento Enforced by the EEOC- Seniority vs. merito Law explicitly permits the use of seniority and merit systems as a basis for applying terms and conditions to employeeso Seniority or merit must be “bona fide” and may not be the result of an intention to discriminateo Seniority system – an established system that uses length of employment as a basis for making decisionso Seniority is based on length of time, merit is based on KSAO’s- Affirmative action o It says specifically that, “the contractor will take affirmative action to ensure that applicants are employed, and that employees are treated during employment, without regard to their race, color, religion, sex, or national origin. o How do you improve diversityo Such actions shall include, but not limited to the following: employment, upgrading, demotion, or transfer; recruitment or recruitment advertising, layoff or termination, etc.o AAPs are organization-specific plans that, as noted above, have a legal origin and basis. They preceded diversity programs, which organizations typically undertake for strategic business reasons rather than legal ones.o You can lose government contract- Age Discrimination o Applies to those 40 years and oldero This is meant that it is not unlawful to favor a younger worker over an older worker, evenif both workers are aged 40 or oldero Reasonable factors other than age – must be job relatedo Law permits the use of seniority systemso Employment advertising may not contain terms that limit or deter the employment of older individuals—but you can use terms that favor older people such as “over 60” or “retirees”- Immigration act pg. 73 & 620o Purpose is to prohibit the employment of unauthorized aliens and to provide civil and criminal penalties for violations of this lawo Illegal to deny someone work because they have a foreign accent or because they look foreigno Can’t recruit anyone for money knowing they are an alieno Law prohibits the initial or continuing employment of unauthorized alienso Under Homeland securityEmployment Planning:- Quantity Forecast – o Requirements (company strategic goals): Numbers needed Past data comparisons / future projections Forecasting future numbers- Statistical Methods (projections from past data)o Ratio analysiso Regression analysis- Judgmental techniques (future plans and projections)o Top down: top managers predict or dictate the number of employees to be needed based on the top managers experience, plans, and budgetso Bottom up: lower level managers project or recommend the numberof employees to be needed based on lower level managers goals, budgets and employee skills. o Demotions, transfers, promotions, exits o Availability (current employees) Numbers available internally Current employee analysis Past employee movements / future projections  *Management judgment (future plans and projections) Statistical Method: Marcov analysis (or vacancy analysis)- Projections from actual past data- Identify past employee movement- Calculate past “movement ratios”- The develop a forecast by applying these ratios to current staffing levels o Gap analysis: determining number of employees you need to hire- Quality Forecasto Competency-based Job Analysis:  Example of competencies: confident, outgoing, creative Person/organization match- 1. Organization match- 2. Behavioral characteristics- 3. Qualifications to recruit Results are helpful in identifying a common set of general KSAOs that applicants must be proficient in, regardless of the specific job they are applying for.  “Strategic congruence”o Requirements-based Job Analysis Person/Job Match Job Description- Duties and responsibilities- Estimated times and priorities- Action verbs Job Specifications- KSAOs Identifies tasks KSAOs, and context for a job Yields information helpful in the recruitment, selection, and employment domains insuch activities as