MGT 250 Chapter Notes - Chapter 11: Linkedin, Performance Appraisal, Monster.Com
9 May 2018
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MGT 150 Ch. 11: Managing Human Resource Systems Nov. 28th, 2017
▪ 11-1: Employment Legislation:
➢ Human Resource Management (HRM): process of finding, developing, & keeping right people to
form qualified workforce.
o One of the most difficult & important of all management task.
• 11-1a: Federal Employment Laws:
➢ Bona Fide Occupational Qualification (BFOQ): an exception in employment law that permits sex,
age, religion, & the like to be used when making employment decisions, but only if they are
“reasonably necessary to the normal operation of that particular business.”
o Strictly monitored by the Equal Employment Opportunity Commission.
➢ Adverse Impact: unintentional discrimination that occurs when members of particular race, sex, or
ethnic group are unintentionally harmed/disadvantaged b/c they are hired, promoted, or trained (or
any other employment decision) at substantially lower rates than others.
➢ Four-Fifths (or 80%) Rule: rule of thumb used by courts & EEOC to determine whether there’s
evidence of adverse impact; violation of this rule occurs when impact ratio (calculated by dividing
decision ratio for a protected group by decision ratio for non-protected group) is less than 80%, or
four-fifths.
• 11-1c: Sexual Harassment: a form of discrimination in which unwelcome sexual advances, requests for
sexual favors, or other verbal/physical conduct of sexual nature occurs while performing one’s job.
➢ Quid Pro Quo Sexual Harassment: form of sexual harassment in which employment outcomes,
such as hiring, promotion, or simply keeping one’s job, depend on whether an individual submits to
sexual harassment.
➢ Hostile Work Environment: form of sexual harassment in which unwelcome & demeaning
sexually related behavior creates intimidating & offensive work environment.
▪ 11-2: Recruiting: the process of developing pool of qualified job applicants.
• 11-2a: Defining the Job:
➢ Job Analysis: a purposeful, systematic process for collecting info on important work-related aspects
of a job.
o Typically collects 4 types of info:
1. Work activities, such as what workers do & how, when, & why they do it.
2. Tools & equipment used to do the job.
3. Context in which job is performed, such as actual working conditions/schedule.
4. Personnel requirements for performing job, meaning knowledge, skills, & abilities needed to
do a job well.
o Job analysis info can be collected by having job incumbents and/or supervisors:
❖ Complete questionnaires about their jobs.
❖ Direct observation
❖ Interviews
❖ Filming employees as they perform their jobs.
o Job descriptions & specifications are two of the most important results of a job analysis
➢ Job Description: written description of basic tasks, duties, & responsibilities required of employee
holding particular job.
➢ Job Specifications: written summary of qualifications needed to successfully perform particular job.
• 11-2b: Internal Recruiting: process of developing pool of qualified job applicants from ppl who
already work in the company; improves employee commitment, morale, & motivation.
➢ Career Path: a planned sequence of jobs through which employees may advance w/in organization.
• 11-2c: External Recruiting: process of developing pool of qualified job applicants from outside the
company.
➢ Methods include:
o Advertising (newspapers, magazines, direct mail, radio/television).
find more resources at oneclass.com
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Document Summary
Human resource management (hrm): process of finding, developing, & keeping right people to form qualified workforce: one of the most difficult & important of all management task, 11-1a: federal employment laws: Bona fide occupational qualification (bfoq): an exception in employment law that permits sex, age, religion, & the like to be used when making employment decisions, but only if they are. Reasonably necessary to the normal operation of that particular business. : strictly monitored by the equal employment opportunity commission. Adverse impact: unintentional discrimination that occurs when members of particular race, sex, or ethnic group are unintentionally harmed/disadvantaged b/c they are hired, promoted, or trained (or any other employment decision) at substantially lower rates than others. Quid pro quo sexual harassment: form of sexual harassment in which employment outcomes, such as hiring, promotion, or simply keeping one"s job, depend on whether an individual submits to sexual harassment.
