A Historical Overview of Human Resource Management: Major Events and Concepts, Quizzes of Human Resource Management

Download A Historical Overview of Human Resource Management: Major Events and Concepts and more Quizzes Human Resource Management in PDF only on Docsity! TERM 1 3 Major Events that have influenced the History of HR DEFINITION 1 1. Depression: changed work for employees. Unions. Social Security. Highly regulated labor laws 2. WWII: significant social changes, psychological testing in work environment (military). Civil Rights Act of 1964: most important to HR as it changed the function. Title VII-prohibits discrimination on the basis of an individuals race, color, religious beliefs, sex or national origin. created the EEOC (Equal Employment Opportunity Commission) to investigate & enforce the Civil Rights Act. TERM 2 Functions of HR DEFINITION 2 Payroll, hiring, benefits (healthcare, vacation, retirement, pension plans), training, discipline, policies & procedures, help resolve conflict b/w departments/customer service, safety(industrial settings). Government is highly involved in hire, fire, training, etc. TERM 3 Types of People DEFINITION 3 Theory X: negative, not much faith in people Theory Y: Understanding Framework for these types great from the human relations movement. TERM 4 Human Resources (HR) DEFINITION 4 The people that an organization employs to carry out various jobs, tasks, and functions in exchange for wages, salaries and other rewards. TERM 5 Human Resource Management (HRM) DEFINITION 5 The comprehensive set of managerial activities and tasks concerned with developing and maintaining a qualified work force- human resources- in ways that contribute to organizational effectiveness. TERM 6 Scientific Management DEFINITION 6 One of the earliest approaches to management, was concerned with structuring individual jobs to maximize efficiency and productivity. TERM 7 Human Relations Era DEFINITION 7 Replaced Scientific Management as the dominant approach to management in the 1930s. (emerged following Hawthorne studies) TERM 8 Personnel Management DEFINITION 8 A new type of management function, grew from the recognition that human resources needed to be managed. TERM 9 Personnel Departments DEFINITION 9 Specialized organizational units for hiring and administering human resources, became popular during the 1930s and 1940s. TERM 10 Goals of HRM DEFINITION 10 o Facilitating Organizational Competitiveness o Complying with legal and social obligations o Enhancing productivity and quality Promoting individual growth and development TERM 21 Disparate Treatment DEFINITION 21 Discrimination exists when individuals in similar situations are treated differently based on the individuals race, color, religion, sex, national origin, age, or disability status. TERM 22 Bona Fide Occupational Qualification (BFOQ) DEFINITION 22 A condition like race, sex or other personal characteristic legitimately affects a persons ability to perform the job, and therefore can be used as a legal requirement for selection. A business necessity. TERM 23 Business Necessity DEFINITION 23 A practice that is important for the safe and efficient operation of the business. Indicates an employment practice shown to related to successful job performance. TERM 24 Disparate Impact DEFINITION 24 Occurs when an apparently neutral employment practice disproportionately excludes a protected group from employment opportunities. Four-Fifths Rule- > used to establish a prima facie case. TERM 25 Four-Fifths Rule DEFINITION 25 Suggests that disparate impact exists if a selection criterion results in a selection rate for a protected class that is less than four-fifths (80%) of the majority group. TERM 26 Prima Facie Case DEFINITION 26 A case in which the evidence presented is sufficient for a judgement to be made unless evidence is contested. TERM 27 Geographical Comparisons DEFINITION 27 Compares the characteristics of the potential pool of qualified applicants for a job with those same characteristics of the present employees in the job. A plaintiff might be able to demonstrate disparate impact by relying on geographical comparisons. TERM 28 McDonnell-Douglas Test DEFINITION 28 -Named for Supreme Court ruling in McDonnell-Douglas v. Green, - the test is another basis for establishing a prima facie case of disparate impact discrimination.-The test has four steps: o The applicant is a member of the protected class o The applicant was qualified for the job for which he/she applied o The individual was turned down for the job The company continued to seek other applicants with the same qualifications TERM 29 Pattern or Practice Discrimination DEFINITION 29 A form of disparate treatment that occurs on a class- wide basis. To demonstrate pattern or practice discrimination, the plaintiff must prove that the organization intended to discriminate against a particular class of individuals TERM 30 Protected Class DEFINITION 30 All individuals who share on or more common characteristic as indicated by that law. (varies from law to law) TERM 31 Retaliation DEFINITION 31 A final form of illegal discrimination that has been occasionally identified in some reorganizations is retaliation for participation and opposition. Title VII states that it is illegal for employers to retaliate against employees for either opposing a perceived illegal employment practice or participating in a proceeding that is related to an alleged illegal employment practice. If an employees behavior fits the legal definition of participation or opposition and the organization takes some measure against that particular employeesuch as reprimand, demotion, or terminationthen the employee can file a lawsuit against the organization under Title VII TERM 32 Affirmative Action DEFINITION 32 Steps taken by an organization to actively seek qualified applicants from groups underrepresented in the workforce. When affirmative action is part of a remedy in a discrimination case, the plan takes on additional urgency and the steps are somewhat clearer. Three elements make up any affirmative action programs. TERM 33 Utilization Analysis DEFINITION 33 1st part of the affirmative action plan: A comparison of the race, sex, and ethnic composition of the employers workforce compared to that of the available labor supply 2nd part of the affirmative action plan: development of goals and timetables for achieving balance in the workforce concerning those characteristics, especially where underutilization exists. 3rd part of the affirmative action plan: development of a list of action steps- what the organization will do to work toward attaining its goals to reduce underutilization. TERM 34 Quid Pro Quo Harassment DEFINITION 34 Sexual harassment in which the harasser offers to exchange something of value for sexual favors TERM 35 Civil Rights Act of 1991 DEFINITION 35 Makes it easier for individuals who feel they have been discriminated against to take legal action against organizations and provides for the payment of compensatory and punitive damages in cases of discrimination under Title VII TERM 46 Joint Venture (Strategic Alliance) DEFINITION 46 Two or more firms cooperate in the ownership or management of an operation on an equity basis TERM 47 Expatriates DEFINITION 47 Employees who are sent by a firm to work in another country; they may be either parent-country or third- country nationals TERM 48 Patriot Act DEFINITION 48 Expanded the rights of the government or law enforcement agencies to collect information about and pursue potential terrorists TERM 49 Growth Strategy DEFINITION 49 Focuses on growing and expanding the business. It can be pursued internally by opening additional locations or externally through mergers, joint ventures, or the acquisition of other businesses. TERM 50 Retrenchment Strategy (Turnaround Strategy) DEFINITION 50 Occurs when an organization finds that its current operations are not effective, and major changes are usually needed to rectify the problem. TERM 51 Stability Strategy DEFINITION 51 Essentially calls for maintaining the status quo. TERM 52 Diversification Strategy DEFINITION 52 Used by companies that are adding new products, product lines, or businesses to their existing core products, product lines or businesses. TERM 53 Adaptation Model DEFINITION 53 A popular approach to business strategy where a business seeks ways to adapt to its environment3 strategies TERM 54 Defender Strategy DEFINITION 54 1. assumed to work best when a business operates in an environment with relatively little uncertainty and risk and a high degree of stability. The goal of the defender is to identify for itself a relatively narrow niche in the market and then to direct a limited set of products or services at that niche. Although defenders may compete with other firms aggressively, their primary approach is to guard and secure their position within an existing market. TERM 55 Prospector Strategy DEFINITION 55 1. works best when the environment is dynamic and growing and has considerable uncertainty and risk. Prospectors are advised to be on constant alert to discover and capitalize on new ideas and opportunities. They continually focus on new products and markets and try to avoid a long-term commitment to any single type of technology, using multiple technologies instead. TERM 56 Analyzer Strategy DEFINITION 56 most appropriate in relatively stable conditions with moderate degree of uncertainty and risk. An analyzer tries to identify and take advantage of new markets and products while simultaneously a nucleus of traditional core products and customers. TERM 57 Human Resource Strategy Formulation DEFINITION 57 1. Staffing Strategy: HR Planning, Recruiting, Selection, Placement 2. Development Strategy: Performance management, training, development, career planning Compensation Strategy: wage/salary structure, employee benefits, incentives TERM 58 Organization Design DEFINITION 58 The framework of jobs, positions, cluster of positions, and reporting relationships among positions that are used to construct an organization