PSYC 6620 Industrial Psychology: HR Management

• Study notes for PSYC 6620 Industrial Psychology with Dr. L'Heureux.

Human Resource Management: Gaining a Competitive Advantage

• The nature of work is changing due to demographics, diversity, and different types of workers.
• Human Resource Management (HRM) practices need definition.
• HR has different product lines: administrative, business partner, and strategic.
• The role of HR is changing with regard to these product lines.
• The balanced scorecard measures performance using four perspectives.
• These include financial, customer, internal processes, and learning & growth.
• A business metric and an HR metric should correspond to each perspective in the scorecard.
• Important terms include: human resource management, sustainability, evidence-based HR, balanced scorecard, intangible assets, human capital, self-service, outsourcing, and high-performance work systems.

Strategic Human Resource Management

• Strategic management includes strategy formulation and implementation.
• HRM practices help in implementing strategy.
• Strategy formulation and implementation differ.
• Strategic management process components exist.
• The HRM function plays a role in strategy formulation.
• There are four linkages between HRM and strategy formulation that need description.
• Typologies of strategic type and associated HRM practices must get discussion.
• HR issues and practices exist related to directional strategies.
• Key terms: strategy formulation, strategy implementation, external and internal analysis, strengths, weaknesses, opportunities, threats, strategic choice, strategic type, strategic direction, HR and Strategy Linkages.

The Legal Environment: Equal Employment Opportunity and Safety

• The three branches of the U.S. government have a role in Equal Employment Opportunity.
• Equal opportunity protections are included in the following federal laws:
• Title VII of The Civil Rights Act
• Equal Pay Act
• Age Discrimination in Employment Act
• Pregnancy Discrimination Act
• American with Disabilities Act
• Civil Rights Act of 1991
• Fair Pay Act
• FMLA
• The landmark Bostock v. Clayton County decision has effects on EEO law.
• Understanding disparate impact and disparate treatment types of discrimination under Title VII is necessary.
• You have to explain the prima facie requirements, burdens, and rebuttal for plaintiffs and defendants for each type.
• Retaliation has its own definition and applicability in the workforce.
• The Griggs v Duke Power (1971) case links to types of discrimination.
• The McDonnel Douglas, Corp v. Green case links to types of discrimination.
• Reasonable Accommodation obligations need explanation.
• Sexual harassment has two forms that need comparison.
• Key terms: disparate treatment, disparate impact, four-fifths rule, BFOQ, essential job functions, reasonable accommodation, retaliation (participation and opposition), reverse discrimination, quid pro quo, hostile environment, Lilly Ledbetter, retaliation, sexual orientation employment protection.

Cappelli's 2015 Article

• Answers for the following questions:
• Why do we love to hate HR?
• What can HR do about it?