Download aPHR Certification Study Guides and more Exams Advanced Education in PDF only on Docsity!
Guides
Human Resource Managment (HRM) - HRM consists of an organization's "people practices" - the policies, practices, and systems that influence employees' behavior, attitudes, and performance. Explain how HRM contributes to an organization's performance - Through its practices or process, The HRM influences who works for the organization and how those people work. These human resources, if well managed, have the potential to be a source of sustainable competitive advantage, contributing to basic objectives such as quality, profits, and customer satisfaction. HRM Process/ practices - 1) Analysis and Design of work
- HR planning
- Recruitment
- Selection 5)Training and development 6)Compensation 7)Performance Management
- Employee Relations Human Capital - An Organization's employees, described in terms of their training, experience, judgement, intelligence, relationships, and insight. Human Resources qualities valuable to the success of organizations - 1) Human Resources are VALUABLE- high-quality employees provide a needed service as they perform many critical functions.
- Human Resources are RARE- a person with high levels of the needed skills and knowledge is not common
Guides
- Human Resources CANNOT BE IMITATED -
- Human Resources have NO GOOD SUBSTITUTES High Performance Work System - An organization in which technology, organizational structure, people, and processes work seamlessly to give an organization an advantage in the competitive environment. Maintaining a High-Performance Work System may include: - -Development of training programs -Recruitment of people with new skill sets
- Establishment of rewards for such behaviors as team work, flexibility, and learning Ratio of HR employees to total employees - 2 full time HR staff persons for every 100 employees on payroll. In small organizations the ratio is much higher Administrative role of HRM - Handling administrative tasks ( hiring employees, answering questions about benefits) efficiently and with a commitment to quality. This requires expertise in the particular task Business Partner role of HRM - Developing effective HR systems that help the org meet its goals attracting, keeping, and developing people with the skill it needs. For the systems to be effective, HR people must understand the business so it can understand what the business needs
Guides
Job enlargement - Broadening the types of tasks performed in a job Job extension - Enlarging jobs by combining several relatively simple jobs to for a job with a wider range of tasks Job rotation - Enlarging jobs by moving employees among several different jobs Job enrichment - Empowering workers by adding more decision making authority to jobs Flextime - A scheduling policy in which full time employees may choose starting and ending times within guidelines specified by the organization Job sharing - A work option in which two part time employees carry out the tasks associated with a single job Telework or Telecommuting - Means doing one's work away from a centrally located office Ergonomics - The study of the interface between individuals' physiology and the characteristics of the physical work environment Position Analysis Questionnaire (PAQ) - A standardized job analysis questionnaire containing 194,questions about work behaviors, work conditions, and job characteristics that apply to a wide variety of jobs
Guides
Flesh an Job Analysis System - Job analysis technique that asks subject matter experts to evaluate a job in terms of the abilities required to perform Competency - An area of personal capability that enables employees to perform their work successfullyb Recruitment - The process through which the organization seeks applicants for potential employment Selection - The process by which the organization attempts to identify applicants with the necessary knowledge, skills, abilities, and other characteristics that will help the organization achieve its goals Top 5 qualities employers look for in employees - 1)- Teamwork Skills 2)- Verbal Communications Skills 3)- Decision Making, Problem Solving 4)- Gathering / Processing information 5)- Planning/ Prioritizing Tasks Training - A planned effort to enable employees to learn job-related knowledge, skills, and behavior Development - The acquisition of knowledge, skills, and behaviors that improve an employees ability to meet changes in job requirements and in customer demands
Guides
Forecasting - The attempts to determine the supply of and demand for various types of human resources to predict areas within the organization where there will be labor shortages or surpluses Trend analysis - Constructing and applying statistical models that predict labor demand for the next year, given relatively objectives statistics from the previous year Leading indicators - Objective measures that accurately predict future labor demand Transitional Matrix - Statistical procedure to determine labor supply A chart that lists job categories held in one period and shows the proportion of employees in each of those job categories in a future period Core Competency - A set of knowledge and skills that make the organization superior to competitors and create value for customers Options for reducing a surplus - Downsizing, pay reductions, demotions, transfers, work sharing, hiring freeze, natural attrition, early retirement, retraining Options for avoiding a shortage - Overtime, temporary employees, outsourcing, retrained transfers, turnover reductions, new external hires, technological innovations
Guides
Workforce Utilization Review - A comparison of the proportion of employees in protected groups with the proportion that each group represents in the relevant labor market Talent Management - A systematic, planned effort to attract, retain, develop, and motivate highly skilled employees and managers Evidence-based HR - Collecting and using data to show that human resources practices have a positive influence on the company's bottom line or key stakeholders (employees, customers, community, and shareholders) Sustainability - An organization's ability to profit without depleting its resources, including employees, natural resources, and the support of the surrounding community Stakeholders - The parties with an interest in the company's 'success ( shareholders, community, customers, and employees ) HRM professionals' skills - Successful Members of The Human Resource department must be able to share information, build relationships, and influence persons inside and outside the company. The HR department needs to bring together a large pool of skills. These skills fall into six basic functions: 1-Credible activists, 2-cultural and change steward, 3-talent managers/ organizational designers, 4-strategic architects, 5-business allies, 6-operational executors. All of these competencies require interpersonal skills. HR responsibilities of supervisors - Supervisors typically have responsibilities related to all the HR functions.
Guides
Standards for ethical HR practices - 1) HRM practices must result in the greatest good for the largest number of people
- employment practices must respect basic human rights of privacy, due process, consent and free speech
- managers must treat employees and customers equitable and fairly Labor Force - Is a general way to refer to all the people willing and able to work Internal Labor Force - An organization's workers ( it's employees and the people who have contracts to work at the organization) External Labor Market - Individuals who are actively seeking employment High Performance Work Systems - Organizations that have the best possible fit between their social system ( people and how they interact) and technical system (equipment and processes ) Summarize Areas in which HRM can support the goal of creating a high performance work system - Reliance on knowledge workers, empowerment of employees to make decisions, and use of teamwork. Recruiting and selection decisions are especially important for organization's that rely on knowledge workers. Job design and appropriate systems for assessment and rewards have a central role in supporting employee empowerment and teamwork
Guides
Knowledge workers - Employees whose main contribution to the organization is specialized knowledge, such as knowledge of customers, a process, or a profession Employee Empowerment - Giving employees responsibility and authority to make decisions regarding all aspects of product development or customer sevice Employee Engagement - Full involvement in one's work and commitment to one's job and company. Is associated with higher productivity, better customer service, and lower turnover Teamwork - The assignment of work to groups of employees with various skills who interact to assemble a product or provide a service Business strategy: issues affecting HRM - Total Quality Management Mergers and Acquisitions Reengineering International Expansion Downsizing Outsourcing Total Quality Management TQM - A company wide effort to continually improve the ways people, machines, and systems accomplish work Outsourcing - The practice of having another company ( a vendor, third-party provider, or consultant) provide services
Guides
HRM applications for Social networking - Creative organizations are applying social networking tools to HRM Foe example: --Sites for capturing, sharing, storing knowledge are good for preserving knowledge that otherwise could be lost when employees retire. --Online surveys to gather employees' opinions, increase employees' engagement with the jobs and the organization -Networking tools to create online expert communities, identify employees expertise and make it available to those who can apply it. -Online discussions, such as commenting tools, promote creativity and innovation -Sites where users can post links to articles, webinars, training programs, and other information, reinforce lessons learned during training and on-the- job experience -Instant messaging and other communication tools to use with mentors and coaches, provide employee development through mentoring and coaching -Site where the HR department posts job openings and responds to candidates' questions, helps to identify and connect with promising job candidates New technologies influencing HRM - Internet portal, shared service centers, cloud computing, business intelligence, Data mining Internet Portal - Combines data from several sources into a singles site ; lets user customize data without programing skills ( a company's manager can track labor costs by work group)
Guides
Shared service centers - Consolidate different HR functions into a single location; eliminate redundancy and reduce administrative costs; process all HR transactions at one time Cloud Computing, such as Application Service Providers (ASPs) - Let's companies rent space on a remote computer system and use the system's software to manage its HR activities, including security and upgrades. Access to cloud computing makes powerful HRIS tools available even to small organizations with limited computer hardware. Business intelligence - Provides insight into business trends and patterns and helps businesses improve decisions ( managers use the system to analyze costs and productivity among different employee groups) Data mining - Uses powerful computers to analyze large amount of data, such as data about employee traits Pay and performance( managers can identify high- potential employees throughout a large organization and offer them development opportunities e-HRM privacy - Most of HR information is confidential and privacy is an important issue in e-HRM. With any e-HRM app the organization must ensure that it has sufficient security measures in place to secure employees privacy. One solution is to set Up e-HRM on a INTRANET, which is a network that uses Internet tools but limits access to authorized users in the organization Self- Service - System in which employees have online access to information about HR issues such as training, benefits, compensation, contracts, and go online to enroll themselves in programs and provide feedback through surveys
Guides
resolves complaints about discrimination, gathers information, and issues guidelines. What Constitutional Amendments have implications for HRM - Two amendments to the US Constitution, the Thirteenth and Fourteenth, have implications for HRM. The Thirteenth Amendment abolished slavery in the United States and the Fourteenth Amendment forbids the states from taking life, liberty, or property without due process of law and prevents the states from denying equal protection of the laws. This only applies to the decisions or actions of the government or of private groups whose activities are deemed government actions Uniform Guidelines on Employee Selection Procedures - Guidelines issued by the EEOC and other agencies to identify how an organization should develop and administer its system for selecting employees so as to not violate anti discrimination laws Where EEOC posters should be displayed by an employer? - In prominent and accessible locations ( in the cafeteria or near its time clock. How long should employers keep documents related to employment decisions? - Employers must keep these records for at least 6 months or until a complaint is resolved, whichever is later. Office of Federal Contract Compliance Programs (OFCCP) - The agency responsible for enforcing the executive orders that cover companies doing business with the federal government
Guides
Written affirmative-action plan Components - 1- utilization analysis - a comparison of the race, sex, and ethnic composition of the employer's workforce with that of the available labor supply. The percentage in the employer's workforce should not be greatly lower than the percentages in the labor supply 2- goals and timetables- The percentages of women and minorities the organization seeks to employ in each job group, and the dates by which the percentages are to be attained. The only requirement is that the employer have goals and be seeking to achieve the goals 3- Action steps- a plan for how the organization will meet its goals. Besides working towards its goals of hiring women and minorities, the company must take affirmative steps to hiring Vietnam veterans and individuals with disabilities The government role in providing for Equal Employment Opportunity - EEO requires that employers comply with EEO laws. To enforce those laws, the executive branch of the federal government uses the Equal Employment Opportunity Commission EEOC and the Office of Federal Contract Compliance Programs OFCCP EEO-1 Report - The EEOC also monitors organizations's hiring practices. Each year organization's that are government contractors or subcontractors or have 100 or more employees must file an Employer Information Report (EEO-
- with the EEOC. The EEO-1 Report is an online questionnaire requesting the number of employees in each job category ( such as managers, professionals, and laborers ) broken down by their status as male or female, Hispanic or non-Hispanic, and members of various racial groups Thirteenth Amendment - Abolished slavery, covers all individuals, enforced by the Court System
Guides
Executive Order 11478 - Issued by Richard Nixon, requires the federal gov to base all its employment policies on merit and fitness. It's specifies that race, color, sex, religion, and national origin may not be considered. Covers the gov and contractors and subcontractors doing at least 10,000 worth of business with the federal gov The US Office of Personnel Management enforced Age Discrimination in Employment Act of 1967 ( ADEA) - Prohibits discrimination in employment against individuals 40 years of age and older. Covers employers with 15 or more employees working 20 or more weeks per year; labor unions; employment agencies; federal government EEOC enforced Rehabilitation Act of 1973 - Requires affirmative action in the employment of individuals with disabilities. Covers government agencies, federal contractors and subcontractors with contracts greater than $2500 annually OFCCP enforced Affirmative Action - An organization's active effort to find opportunities to hire or promote people in a particular group Pregnancy Discrimination Act of 1978 - Treats discrimination based on pregnancy-related conditions as illegal sex discrimination. Covers all employees covered by Tittle VII EEOC enforced
Guides
Americans with Disabilities Act of 1990 (ADA) - Prohibits discrimination against individuals with disabilities in all employments practices, such as job application procedures, hiring, firing, promotions, compensation, and training. Other employment activities covered by the ADA are employment advertising, recruitment, tenure, layoff, leave, and fringe benefits The ADA require that employers take steps to accommodate individuals covered under the act Covers employers with more than 15 employees EEOC Disability - The ADA defines disability as a physical or mental impairment that substantially limits one or more mayor life activities, a record of having such an impairment,more being regarded as having such an impairment Executive Order 11246 - Requires affirmative action in hiring women and minorities Covers federal contractors and subcontractors with contracts greater than $10, OFCCP Civil Rights Act of 1991(CRA 1991) - Same as Title VII, prohibits discrimination with the addition of compensatory and punitive damages to employment discrimination cases EEOC Maximum punitive damages allowed under CRA 1991 - 14 to 100 employees-----$50, 101 to 200 " -----———. $100,
