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MOB Chapter 9 Body
| Question | Answer |
|---|---|
| Legislation, trends in society, international events, changing technology. | HRM Environment |
| HRM planning, job analysis, forecasting, recruiting, selecting. | Company Strategy: Find the Right People |
| Wages and salary, benefits, labor relations, terminations. | Company Strategy: Maintain an Effective Workforce |
| Training, development, appraisal. | Company Strategy: Manage Talent |
| Provides for possible compensatory and punitive damages plus traditional back pay for cases of intentional discrimination brought under title VII of this act. Shifts the burden of proof to the employer. | Civil Rights Act (1991) |
| Prohibits discrimination against qualified individuals by employers on the basis of disability and demands that "reasonable accommodations" be provided for the disabled to allow performance of duties. | Americans with Disabilities Act (1990) |
| Prohibits discrimination based on physical or mental disability and requires that employees be informed about affirmative action plans. | Vocational Rehabilitation Act (1973) |
| Prohibits discrimination and restricts mandatory retirement. | Age Discrimination in Employment Act (ADEA) (1967 amended 1978, 1986) |
| Prohibits discrimination in employment on the basis of race, religion, color, sex, or national origin. | Civil Rights Act, Title VII (1964) |
| Allows employees to switch health insurance plans when changing jobs and get the new coverage regardless of preexisting health conditions; prohibits group plans from dropping a sick employee. | Health Insurance Portability Accountability Act (HIPPA) (1996) |
| Requires employers to provide as many as 12 weeks unpaid leave for childbirth, adoption, and family emergencies. | Family and Medical Leave Act (1993) |
| Prohibits sex differences in pay for substantially equal work. | Equal Pay Act (1963) |
| Requires continued health insurance coverage (paid by employee) following termination. | Consolidated Omnibus Budget Reconciliation Act (COBRA) (1985) |
| Establishes mandatory safety and health standards in organizations. | Occupational Safety and Health Act (OSHA) (1970) |
| Employability; personal responsibility. Partner in business improvement. Learning; skill development. | Employee New Contract |
| Job security. A cog in the machine. Knowing. | Employee Old Contract |
| Creative development opportunities. Lateral career moves; incentive compensation. Challenging assignments. Information and resources; decision-making authority. | Employer New Contract |
| Standard training programs. Traditional compensation package. Routine jobs. Limited information. | Employer Old Contract |
| A company that is highly attractive to potential employees because of human-resources practices that focus not just on tangible benefits such as pay and profit sharing but also on intangibles & that embraces a long-term view to solving problems. | Employer of Choice |
| Made up entirely of people who are hired on a project-by-project basis. | Virtual Teams |
| Another word for recruiting. | Talent Acquisition |
| Campus recruiting to fill higher level position. | Internal Recruiting/Promote-from-within |
| Recruiting newcomers from outside the organization. | External Recruiting |
| Private employment agencies. | Headhunters |
| Refers to the use of goals, timetable, or other methods in recruiting to promote the hiring, development, and retention of protected groups. | Affirmative Action |
| Recruiting job applicants online, dramatically extends the organization's recruiting reach, offering access to a wider pool of applicants and saving time and money. | E-Cruiting |
| Two-way communication channel that allows both the organization and the applicant to collect information that otherwise might be difficult to obtain. | Interview |
| Candidate meets with several interviewers who take turns asking questions. | Panel Interviews |
| Some organizations also supplement traditional interviewing information with this. Typically requires a candidate to answer a series of multiple-choice questions tailored to the specific job. | Computer-based Interviews |
| Requires the applicant to play the role of a manager who must decide how to respond to 10 memos in his or her in basket within a two-hour period. | In-basket Simulation |
| Planned effort by an organization to help employees learn job-related skills and behaviors. | Training and Development |
| This method is increasingly coming under fire because it essentially evaluates employees by pitting them against one another. Grading system where bottom 10% might get fired. | Performance-review Ranking System |
| Critics call the Performance-review Ranking System this, because it is based on subjective judgments, produce skewed results, and discriminate against employees who are "different" from the mainstream. | Rank and Yank |
| Linking compensation to the specific tasks an employee performs. | Job-based Pay |
| Employees with higher skill levels receive higher pay than those with lower skill levels. | Skill-based Pay Systems |
| Skill-based pay systems encourage employees to develop their skills and competencies, thus making them more valuable to the organization as well as more employable if they leave their current jobs. | Competency-based Pay |
| Allow employees to select the benefits of greatest value to them. | Cafeteria-plan Benefits Packages |
| Trend in which women voluntarily left the workforce at some point in their careers, compared to similarly qualified men. | Opt-out Trend |
Created by:
abbyjp
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