WGU C202 - Managing Human Capital (Know to Pass)

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WGU C202: Know to Pass

144 terms Lola_HanaPreview WGU C 536 term dha HRM supports the organization by creating the system

that:

• acquires, motivates, manages, develops & retains talent
• improves efficiency & contributes to revenue growth
• complies with legal requirements & limits risk

HRM supports leaders by:

• Performing 6 primary functions to support today's

leaders

• Providing professional development opportunities to

employees to develop tomorrow's leaders What are the HRM's 6 primary functions?

• Staffing
• Performance Management
• Training & Development
• Health & Safety
• Employee-Management Relations
• Rewards & Benefits

HRM's role in the organization's Change:

• HRM communicates, builds trust, reduces uncertainty,

and reinforces culture.

• Biggest challenges include mergers & acquisitions (most

often derailed by culture issues)

HRM's role in the organization's Culture:

• "The way we see and do things around here"
• The norms, values, and assumptions within the

organization that guide employees' attitudes and behaviors

4 broad types of organizational cultures:

• Entrepreneurial
• Bureaucratic
• Consensual
• Competitive
• Performance culture = focuses on hiring, retaining,

developing, motivating, and making work assignments based on performance data and results

Types of organizational cultures:

• Entrepreneurial = Emphasizes creativity, innovation, and

risk-taking (e.g. EA, the video game company)

Types of organizational cultures:

• Bureaucratic = Emphasizes formal structures and the

correct implementation of organizational procedures, norms, and rules.(e.g. Pharmacies and Drug Manufacturers)

Types of organizational cultures:

• Consensual = Emphasizes loyalty and tradition, and

encourages employees to stay with the organization for a long time.(e.g. MIlitary and Law Firms

Types of organizational cultures:

• Competitive = Emphasizes competitive advantage and

market superiority.(e.g. Stock trading firms)

Standards to Resolve Ethical Dilemmas:

Common Good Fairness Rights Utilitarian Virtue

• Example is to supervise family members

Standards to Resolve Ethical Dilemmas:

Common Good = Is it good for all companies everywhere?(e.g. Child labor, Overtime)

Standards to Resolve Ethical Dilemmas:

Fairness = Should everyone be treated exactly equal?(e.g. Should all personnel get paid the same at a company)

Standards to Resolve Ethical Dilemmas:

Rights = Should I refuse to do it because it violates a law or company policy?(e.g. Manager asking you to give their family member a discount?)

Standards to Resolve Ethical Dilemmas:

Utilitarian = How do I balance doing more good than harm?(e.g. Company needing to save money so do they let 5 part-time people go, or reduce overall hours of staff personnel?)

Standards to Resolve Ethical Dilemmas:

Virtue = What decision fits with the organization's values?Diversity = hiring all kinds of people.

• Enables managers to hire, retain, and motivate the best

talent, which will help maximize your org's performance.

• Fosters creativity and innovation.

Inclusion = giving them a seat at the table / including them in sharing ideas, promotions, etc. (making them feel "heard")

Protected Classes:

• Groups underrepresented in employment
• Title VII, Civil Rights Act of 1964 - race, religion, sex,

national origin, color.

Affirmative Action

• Proactive efforts to eliminate discrimination and its past

effects.

• Executive Order 11246 in 1965 by President Johnson.
• Required federal contractors to have an affirmative

action plan that set goals for hiring women & minorities

• Provides employment opportunities to protected

classes

• particularly Black Americans, Native Americans, Asian

Americans, Hispanic Americans, and women (also handicapped persons, disabled veterans, and Vietnam War veterans) Discrimination against protected class in any employment

decision (hiring, promoting, firing):

Disparate treatment vs Adverse impact *** Discrimination claims to the Equal Employment Opportunity Commission (EEOC) Disparate Treatment Intentional Obvious discriminatory words/actions Ffront end Individual or group in a protective class *** Discrimination claims to EEOC (Equal Employment Opportunity. Commission) Adverse impact Unintentional Neutral words/actions Back end Entire protective class is discriminated against *** Discrimination claims to EEOC (Equal Employment Opportunity. Commission) Job Analysis

A systematic process used to identify and describe:

1) the important aspects of a job and 2) the characteristics of worker needs to perform the job well.*** Used to write/rewrite a job description, determine pay & much more.