Human Resource Management Chapter 12

Study Notes

Human Resource Management (HRM) involves attracting, retaining, and ensuring high performance of employees to achieve organizational goals.
Strategic HRM aligns HRM systems with organizational strategy, creating a cohesive approach to managing human resources.

Equal Employment Opportunity (EEO) ensures all citizens can seek employment without discrimination based on gender, age, race, religion, or disability.
The Equal Employment Opportunity Commission (EEOC) enforces employment laws aimed at preventing workplace discrimination.

Equal Pay Act (1963): Mandates equal pay for equal work regardless of gender.
Title VII of the Civil Rights Act (1964): Prohibits employment discrimination based on race, color, religion, sex, or national origin.
Age Discrimination in Employment Act (1967): Protects workers aged 40 and older from discrimination.
Pregnancy Discrimination Act (1978): Prohibits discrimination due to pregnancy-related conditions.
Americans with Disabilities Act (1990): Requires accommodations for employees with disabilities.

Recruitment develops a candidate pool for open positions, while selection assesses qualifications and performance potential.
Internal Recruiting: Utilizes existing employees to fill positions, enhancing morale but limiting the candidate pool.
External Recruiting: Searches for candidates outside the organization, broadening the talent pool but incurring higher costs and training needs.

Job analysis identifies tasks and responsibilities required for each position along with necessary knowledge, skills, and abilities.
Tools such as the Position Analysis Questionnaire (PAQ) help in detailed job assessments.

Training focuses on teaching current job functions, while development builds skills for future responsibilities.
Needs assessments determine which employees require training and what their specific needs are.

Performance appraisal evaluates employee contributions and job performance, using either objective or subjective measures.
Effective feedback should be specific, constructive, and encourage employee improvement.

Pay includes base salaries and bonuses and is influenced by job characteristics and performance levels.
Benefits can be legally required (e.g., health insurance) or voluntary (e.g., retirement plans), often offering customized options for employees.

Labor relations involve managing relationships between company management and labor unions.
Collective bargaining addresses conflict resolution regarding work hours, wages, benefits, and conditions, ensuring a balanced negotiation process.

Key issues include addressing wage gaps, ensuring equal treatment for all employees including those with disabilities and LGBT employees, and accommodating religious rights.
Managers need strategies to address sexual harassment, substance abuse, and mental health issues in the workplace.