WGU C232 Introduction to Human Resource Management

WGU C232 Introduction to Human Resource Management 4.2 (5 reviews) Students also studied Terms in this set (531) Social SciencesBusinessBusiness management Save

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177 terms Can_of_Beans Preview Career 15 terms qui Affirmative ActionAffirmative action is any action taken by an employer to overcome discriminatory effects of past or current practices or policies that create barriers to equal employment opportunity.Affordable Care Act (ACA)A federal law passed in 2010, which prohibits insurers from denying coverage to individuals with pre-existing conditions, sets minimum standards for health insurance policies, includes an individual mandate for individuals to have a health insurance policy, and expands Medicaid eligibility for many individuals and families.Age DiscriminationThe denial of rights or privileges or other unfair treatment of someone (an applicant or employee) because of age.Age Discrimination in Employment Act of 1967 (ADEA) A federal law that protects workers age 40 and older from employment discrimination based on their age.Americans with Disabilities Act of 1990 (ADA)A federal law that prohibits discrimination on the basis of disability. The ADA ensures equal opportunity for individuals with disabilities in all aspects of employment as well as in other public services.ApplicationA screening instrument that gathers a large amount of applicant biographical and vocational information for relatively little cost.BFOQBona fide occupational qualifications are employment qualifications that employers are permitted to consider while making decisions about hiring and retaining employees. However, consideration of these qualities in any other contexts might be deemed discriminatory.

Baby BoomersPeople born between 1946 and 1964; in general, they greatly value loyalty, financial security, stability, and a positive work ethic.Background ChecksA process to verify job-related requirements of the applicant. Background checks include reviewing items such as driving record, criminal record, credit history, and academic records.Business EthicsThe values and principles that are used to evaluate whether the collective behavior of an organization's members is appropriate.Cash PlanProvides for payment of profit shares at regular intervals.Civil Rights Act of 1964Comprehensive 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.Civil Rights Act of 1991This Act allows for compensatory and punitive damages for violations of Title VII.Civil Rights Acts of 1866, 1870, and 1871These acts prohibit employers from discriminating against minorities.Consequentialist TheoriesA consequentialist theory of ethics evaluates the rightness or wrongness of an action based on the consequences of that action.Content ValidityA method used to confirm that a selection test measures what it is intended to measure by comparing the test to the job description (knowledge, skills, and abilities required to complete a job).Correlation CoefficientThe correlation coefficient reflects the stability of a test over time—the higher the coefficient of stability, the more reliable the measure.CultureA culture represents an organization's value system. It includes factors such as employees' willingness to work, their ethics, how the organization thinks they should be treated, and so on.Defined Benefit PlanA retirement plan in which the employer commits (and pays) a specific monthly benefit (or amount) to the employee when the employee retires.Defined Contribution PlanA retirement plan in which the employer pays a specific amount, or contribution, to an employee's retirement during each pay period that the employee is with the firm. Both the traditional 401(k) and Roth 401(k) plans are examples of defined contribution plans.Delphi TechniqueA method of group decision-making and forecasting that involves successively collating the judgments of experts.Deontological TheoriesDeontological theories of ethics evaluate the rightness or wrongness of an action based on how well that action conforms to some rule or principle, regardless of the consequences.

Developing DataThe first phase of the process of human resources planning. Developing data includes taking inventories of the current workforce, projecting future needs, and understanding what will be required to meet those needs.DevelopmentActivities or actions that help an employee prepare for future jobs.Direct CompensationThe money paid directly to employees in exchange for their work, including wages, salaries, bonuses, commissions, and tips.DisabilityAccording to the Americans with Disabilities Act, a disability can include such things as a physical or mental impairment that substantially limits one or more major life activities; a record of such impairment; or being perceived as having such an impairment.Empirical ValidityEmpirical validity (also called statistical or predictive validity) describes how closely scores on a test correlate with behavior as measured in other contexts.Employee BenefitsThe parts of the total compensation package (other than pay for time worked) provided to employees in whole or in part by employer payments such as life insurance, pension, worker's compensation, and vacation. Rewards are provided by the organization to employees for their membership and/or participation (attendance) in the organization.Employee Referral ProgramsWord-of-mouth advertisements that generally involve rewarding employees for referring skilled job applicants to an organization.Employee Retirement Income Security Act (ERISA) A federal law that sets minimum standards for pension plans in the private sector.Employment At-willA common-law rule for employment contracts that presume an employer can generally hire, fire, or promote an employee for any reason at any time. In addition, employees can leave for any reason at any time.Equal Employment Opportunity Commission (EEOC) A federal agency created by the Civil Rights Act of 1964, tasked with formal enforcement of employment discrimination law.Equal Pay Act of 1963 (EPA)A federal law requiring that employers provide equal pay for men and women who do similar work in the same workplace.Essential FunctionsThe essential job duties of a position.External EnvironmentThe factors that organizations and their managers have no control over, such as legislation, changes in technology, competition, and so on.Fair Labor Standards Act of 1938 (FLSA)A federal law that restricts child labor and establishes minimum wage and overtime pay standards for employees. The intent of the law was to "put a floor under wages and a ceiling over hours of work and to abolish abuses of child labor." For What Does the Acronym SWOT Stand?Strengths, Weaknesses, Opportunities, and Threats

Forced Distribution AppraisalA performance-evaluation method in which a superior must assign only a certain proportion of subordinates to each of several categories with respect to each other. A common forced-distribution scale may be divided into five categories, with a fixed percentage of all subordinates in a group falling within each of these categories.Gender DiscriminationThe unfavorable treatment of someone (an applicant or employee) on the basis of their sex.Gender Identity DiscriminationDiscrimination against an individual because that person is transgender, lesbian, gay, or bisexual.Generation XPeople born between 1965 and 1980 who are typically well-positioned within their careers and find value in organizations that are stable, provide flexibility to define work arrangements (such as telecommuting), offer child care and elder care benefits, and promote work/life balance that allows employees to enjoy life now instead of waiting for retirement.Genetic Information Nondiscrimination Act of 2008

(GINA)

A federal law that prohibits the use of genetic information in employment decisions and restricts employers from requesting, requiring, or purchasing genetic information.GivebacksA reduction in employee wages or benefits conceded by a labor union in exchange for other benefits or in recognition of unfavorable economic conditions.HRAbbreviation for Human Resources, often referring to the department charged with overseeing an organization's personnel or human resources.HR GeneralistsHR generalists usually provide guidance to employees, support management, and serve as a source of help and information on human resource matters.

• Culture; shaped by top management values
• Technology; refers to the firm's equipment and

knowledge

• Organizational structure
• Organizational size

HR Is Influenced By What Four Internal Environment Factors?HR SpecialistsHR specialists are responsible for specific human resource management functions within an organization, such as recruiting, training, or compensation.How Was the EEOC Created?By the Civil Rights Act of 1964 Human Resource ManagementHuman resource management, or HRM, is responsible for the recruitment, selection, training, and motivation of the organization's employees. Therefore, HRM is concerned with the fundamental task of defining and analyzing jobs in organizations.Human Resource PlanningHuman resource planning, or HRP, involves forecasting the human resource needs of an organization and planning to meet those needs.