hr 343 exam 1 study guide

1. Globalization: the trend toward opening up foreign markets to international trade and investment
2. Embracing new tech-HRIS, training, the internet
a) HRIS (human resource information system)- provides current and accurate data for purposes of control and decision-making. Three key terms: operational, relational, transformational
b) Training-
3. Reactive change: change that occurs after external forces have already affected performance
Proactive change: change initiated to take advantage of targeted opportunities
4. Responding to market-TQM, six sigma, re-reengineering
a) Six sigma-a process used to translate customer needs into a set of optimal tasks that are performed in concert with one another
b) Reengineering-fundamental rethinking and radical redesign of business processes to achieve dramatic improvements in cost, quality, service, and speed
c) TQM
5. Containing costs-downsizing, outsourcing, offshoring, employee leasing
a) Downsizing-planned elimination of jobs
b) Outsourcing-contracting outside the organization to have work done that formerly was done by internal employees
c) Offshoring- the business practice of sending jobs to other countries
d) Employee leasing- the process of dismissing employees who are then hired by a leasing company and contracting with that company to lease back the employees
6. Enhancing productivity- motivation, environment, ability
7. Demographic changes-diversity, age distribution, gender distribution
a) Diversity-Hispanics is to double and Asian is nearly double
b) Age- key ”baby boomers”
c) Gender- less than half women workforce, three out of 5 college student are women
8. Cultural changes- privacy, attitudes towards work
a) Privacy- don’t do a lot privacy info, treat easy on employees privacy
b) Attitudes- not primarily with economic survival. Find it more interesting
9. Competencies of the HR manager
a) Business mastery
b) HR mastery
c) Personnel credibility

Resumes & cover letters
1. ways to network; where to look for job openings- ad, company website, referrals, cold-calling
2. things that should or should not be included on resume

chapter 3 title vii- prohibits discrimination in employment
ADEA- age discrimination in employment act -against people age forty or older.
PDA- pregnancy
ADA- disability

Executive order 11246- the order prohibits discrimination based on race, color, sex, or national origin in all employment activities. Created OFCCP to ensure equal employment opportunity. Required having 50 or more employees with contracts more than $50000.

FMLA (the family and medical leave act) - covers all public agencies (state and local governments) and local education agencies (schools, whether public or private). Work at a worksite within 75 miles of which that employer employs at least 50 people; have worked at least 12 months

Sexual harassment- unwelcome advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature in the working environment. 16% filed by males, 11717 were filed.
Quid pro quo- submission to or rejection of sexual conduct is used as a basis for employment decision.

Essay question: affirmative action or equal employment opportunity- I prefer EMO, because Affirmative Action was designed to level the playing field for females, individuals with disabilities and minorities. But EMO is prohibits discrimination against anyone.

Three diff kinds information might be in the resume or cover letter- 1) Should I include my GPA - In fields in which employers care about GPA, if you leave your GPA off, you risk employers assuming that it is very low. (If you have a 2.7 and leave it off, do you want an employer to guess that you have a 2.1? 2) should you include your previous job on resume- Your goal as a job seeker should be to make your resume as concise as possible, while still sufficiently summarizing your skills and experience. 3)is it ok to email it- yes, some company require to send resume to their email.

Three Challenges to HR managers- 1) attracting to talent to organization: t is now more important as the talent shortage is making every organization strive to bring in the best talent and become the most preferred choice among available options. 2) Flexible Work Arrangements: This does not disrupts the company decorum or discipline, it will just allow individuals to work the way they want and exhibit better productivity. 3) Establishing Healthy and Cooperative Corporate Culture: Elevating market demands makes companies work more to grow, expand and sustain within the volatile market scenarios.

Difference between wisconsin’s fair employee law to federal law- wisconsin agencies enforce laws that offer greater protection to workers, such as protection from discrimination because you are married or unmarried, have children or because of your sexual orientation. There also may be different deadlines for filing a charge, different standards for determining whether you are protected by these laws, and different types of relief available to victims of discrimination.

Types of discrimination: 1) age: prohibits specific employers from discriminating against employees and applicants age forty or older in any employment area. 2) Pregnancy: pregnant women could be forced to resign or take a leave of absence because of their condition. In addition, employers did not have to provide disability or medical coverage of pregnancy