WGU C232 Human Resource Management

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• Implicit HR ObjectivesImprove productivity, quality of work life, ensure legal compliance, foster ethical

behavior How does HR influence Productivity?Increases output with higher quality than before.How does HR influence Quality of Work Life?Providing opportunities for employees to have a greater contribution to the organization.How does HR influence Ensuring Legal Compliance? Familiar with laws and regulations that affect hiring/pay decisions, promotion activities, health and safety and labor relations.How does HR influence Foster Ethical Behavior- HR play a central role in creating/sustaining a positive work environment so important company remains engaged in ethical behavior.

What are the six major trends have been identified that represent the major events that influenced the growth and importance of HRM?Increased competition Costs/benefits associated with HR utilization Productivity changes Increasing pace and complexity of changes Symptoms of dysfunction in the work place Societal trends HR influences which internal environment factors culture, technology, organization structure, organization size How do the internal environment influence HR polices?What does the acronym SWOT stand for and why would a company conduct a SWOT analysis strengths, weaknesses, opportunities, and threats. The SWOT analysis help confirm or refute common perceptions about where a company stands in relation to its competitors.What are the six HR competencies?Provide transformational leadership Collaborate and resolve strategic challenges within the firm Encourage real employee involvement Empower and facilitate learning as well as change and decision-making Design process and performance systems Maintain a global business perspective

• characteristics of a strong HR professionalKnowledge of the business and industry, greater understanding of economic

phenomena, analytical abilities, leadership and influence, propensity for action, engagement, political awareness, customer focus What are the five areas an HR generalist should have a solid understanding of?Training and development, compensation and benefits, employee and labor, recruiting and selecting employees, health safety and security ethicsprovides the foundation for what is good and bad in decision-making and is concerned with the kinds of values and morals that society finds desirable and appropriate.Discuss the importance of ethics in human resource administration.Because HR professionals play a central role in creating and sustaining a positive work environment, it is important that they consistently engage in ethical behavior.The average age of the workforce is decreasing, and the younger employees are concerned with items such as flextime, opportunity for advancement, and using technology to complete their work.f A SWOT analysis helps organizations assess their internal capabilities by reviewing factors such as globalization, legal changes and the economy.f Among the areas within the organization that HR

generalists must understand are the following: Recruiting,

Selection and Training & Development.t An HR Specialist has deep knowledge in at least two areas of Human Resources but not in all functional areas.f

Ethics is important in HR Administration because the law holds HR professionals solely responsible for the ethical behavior of all employees.f Due to technological advances and demographic changes, the workplace has become more complex, increasing the importance of Human Resources.t When a HR Professional helps a friend get a job in the organization over more suitable candidates, an ethical breach in recruiting has occurred.t HR professionals need to have business acumen, leadership skills and apply political savviness in the workplace to be successful.t Human Resources is more concerned with productivity than quality.f The HR department's success is partially related to the company's perception of HR.t employment at-willorganizations can generally hire, fire, or promote a person for any reason whatsoever consequences to employees for EAWmay leave them vulnerable and financially insecure three exception to EAWpublic-policy exception, implied-contract exception, implied covenant-of-good- faith exception What is an implied contract?legally binding agreement, which is created not through formal contract negotiation and documentation, but by the actions of the employer and the employee.What are the various ways implied contracts are created? oral assurance, specific language in employee handbooks/training docs Civil Rights ActComprehensive civil rights legislation, signed into law by President Lyndon B.Johnson, which prohibits employment discrimination on the basis of race, color, religion, sex, or national origin.Title VIIA part of the Civil Rights Act of 1964 that prohibits employment discrimination on the basis of race, color, religion, sex, or national origin.EEOC createdin 1972 Congress amended Title VII and gave the EEOC authority to conduct formal enforcement litigation.What is the EEOC responsible for enforcing?federal anti-discrimination statutes and provides oversight for all federal equal opportunity employment regulations.groups are protected under Title VIItheir race, color, religion, sex, or national origin.

difference between diversity and inclusionDiversity employs people from a wide range of cultures and backgrounds while inclusion helps those feel as if they belong benefit of a diverse workforcecan bring a variety of viewpoints and perspectives to the organization sexual discriminationinvolves treating someone, such as a job applicant or employee, unfavorably because of that person's sex.What is religious discrimination?involves treating a person unfavorably because of his or her religious beliefs.national origin discriminationoccurs when an employer makes an adverse employment decision against an individual because the individual or his or her ancestor: 1) is from a certain country or place, 2) belongs to, or identifies with, a national, cultural, or ethnic group, or 3) associates with a person from that group.affirmative actionany action taken by an employer to overcome discriminatory effects of past or current practices or policies that create barriers to equal employment opportunity.three basic elements of an affirmative action plan Reasonable self-analysis; Reasonable rationale for taking affirmative action; Reasonable affirmative action.covered under affirmative actionwomen, African Americans, Asians, Pacific Islanders, disabled persons, and veterans.affirmative actionWhen employers are urged to make up for historical discrimination implied contractA company's employee handbook with its description of policies and processes can be misconstrued diversityAs businesses become more global in nature, employing people with a variety of thinking styles, personalities, cultural, racial and ethnic backgrounds is important.title vii of the civil rights actThe EEOC acts as the enforcement agency for (blank) that protects people from discrimination based on sex, religion, race, national origin and color.closely held beliefsReligious discrimination goes beyond considering only employees' faith but also extends to protecting their employment at willEmployees may leave a company without giving a reason or notice public policy exceptionemployee has informed a governmental agency of the company's wrongdoing, the employer cannot (for this reason only) let the employee go.veteransWomen, Asians, African Americans, Pacific Islanders, people with disabilities and (blank) are covered under affirmative action.inclusionThe Acme Widget Company strives to create an environment in which all employees feel they belong.