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Midterm: 1:45 minutes 50 questions 25 T/F 25 Multiple choice Week 1 Context of Human Resource Management Pynes Chapter 1 Ricccucci Chapter 1 Nonprofits are not affected by cuts in government funding (false) Which of the following is true about the educational challenges affecting human resources? C. Shortages of workers with postsecondary education could grow by 2020, making it hard to fill jobs in the knowledge-based economy Does privatizing government services save money? False Veterans preference- public agencies often grant hiring preference to veterans of the US Armed Services. Additional points may be added to the scores of eligible veterans applying for public sector positions. HRM- human resource management is the design of formal systems in organizations to ensure the effective use of employee’s knowledge, skills, abilities, and other characteristics (KSAOCs) to accomplish organizational goals. HRM concerns with the recruitment, selection, training and development, compensation and benefits, retention, evaluation, and promotion of employees, and labor-management relations within an organization. Merit system Merit Pay (merit is your performance of the job) Many public agencies are required to comply with civil service or merit systems to facilitate these values and objective employment practices in public agencies Federal government: Pendleton Act in 1883 set up merit based selections for federal jobs (merit system/ civil service system) Individual would be selected based on their KSAOCs Intent was to remove negative effects of patronage Civil Service Reform Act in 1978 made changes to the federal personnel policies. The civil service commission was eliminated and the office of Personnel Management and the merit systems protection board took its place. Intergovernmental Personnel Act of 1970 was passed, which gave grants to state and local governments to improve their personnel practices. Privatization and contract- to provide specific services. From an administrative perspective, privatization is often viewed as a way to save tax dollars, reduce the public payrolls, minimize

government spending, and boost productivity. However, research on the the cost savings of privatization is inconclusive. Week 2 Strategic Human Resource Management and Planning Pynes Chapter 2 Riccucci Chapter 3 HR Planning seeks to forecast the future demand of employees.(True) Which of following is not true about human resource information systems? D. it conducts interviews with potential employees A.it makes information easily available about workforce needs B it tracks absence and vacation records C. it assists with employee communications HR forecasting- is used to assess past trends, evaluate the existing situation, and project future events. Forecasting and planning are complementary in that forecasts identify expectations, while plans establish concrete goals and objectives. HRIS system for employee records keeping maintains basic data, such as employee’s name, age, sex, marital status, address, educational background, salary, job title, date of hire, and date of termination. Strategic human resource management SHRM is based on the belief that to be effective band able to adapt to change quickly, agencies need realistic information on the capabilities and talents of their current staff. It refers to the implementation of HR activities, policies, and practices to make the necessary ongoing changes to support or improve the agency’s operational and strategic objectives. Week 3 Employment Law Pynes Chapter 3 Riccucci Chapter 4 Employers are generally liable for the acts of their supervisors and managers, regardless of whether the employee is aware of these people’s acts (True) Employment discrimination against individuals age forty and older is prohibited by the Age Discrimination in Employment Act Civil rights Act of 1964 created the Equal Employment Opportunity Commission (EEOC) to investigate complaints and to toe resolve disputes through conciliation. The act was amended in 1972 by the Equal Employment Opportunity Act. which extends its coverage to state and local governments and educational institutions.

Title VII of the act specifically deals with discrimination in employment: it prohibits discrimination based on race, color, religion, sex, or national origin. Section 703 of Title VII permits an employer to discriminate on religion, sex, or national origin in instances where it’s a bona-fide occupational qualification (BFOQ) reasonably necessary to the normal operation of that particular business or enterprise. If an employer can argue that the essence of the business requires the exclusion Americans with disabilities act of 1990 and ADA amendments of 2008 Congress passed the ADA. Title I of the act provides that qualified individuals with disabilities may not be discriminated against on the basis of disability in all aspects of employment relationship. From the application stage through retirement. Employment practices covered by the ADA include job application procedures, firing, hiring, advancement, compensation, training, and other conditions/terms/privileges of employment. The amendment states that all of its changes apply to 501 of the rehabilitation act( federal employment), sec 503 of the rehabilitation act (federal contractors), and sec 504 of the rehabilitation act ( recipients of federal financial assistance and services and programs of federal agencies. Reasonable accommodations: employers must provide those who are disabled with reasonable accommodations that do not place an undue hardship on the organization. An undue hardship is defined as an adjustment related to employer’s operation, financial resources, and facilities that require significant difficulty/expense. Accommodations may include interventions, flexible schedule, modification in work environment/ equipments, etc Family and Medical Leave Act of 1993: signed by president Clinton applies to all public agencies on federal, state, and local level, educational institutions, and private sector with 50 or more employee family and medical leave is available as the result of birth or adoption of a child or the placement of a child for foster care; to care for a spouse or child, or parent with a serious health condition; or to accommodate the disabling illness of employee. To be egilible an employee must have worked for at least twelve months and at least 1250 hours during the year preceding. When leave ends, employees are entitled to return to same job they held before or equivalent position Not all employees are eligible for FMLA if their a key employee, meaning highest paid of 10 percent of employees at work site Civil right act of 1991: provides the right to trial by jury and emotional distress damages for discrimination claims Age discrimination in employment act 1967- congress enacted the age discrimination in employment act to prohibit discrimination in employment because of age in matters pertaining to selection, job retention, compensation, and other terms/conditions of employment. Congress intended to promote the employment of older persons based on their ability rather than age,

Affirmative Action: to promote a diverse workforce Whereas equal opportunity is a policy of nondiscrimination, affirmative action requires employers to analyze their workforces and develop plans of action to recruit, select, train, and promote members of protected class (underrepresented-women/minorities) and develop plans of action to correct areas in which past discrimination may have occurred. Affirmative action in the US is jointly determined by the Constitution, legislative acts, executive orders, and court decisions. Federal Contract Compliance Programs is responsible for developing and enforcing affirmative action plans although the Equal Employment Opportunity Commission enforces affirmative action plans in the federal sector. Whistle blower protection -former employee or contractor of agency that points out wrong doing/ misconduct of the company/ misconduct is a violation of law, rule, or regulation or direct threat to public interest, such as fraud, health and safety violations, or corruptions Whistle blower goes to supervisor first (protected by whistle blower law and policies) Employment at will ( can be let go without cause) High management/ high ranking employees are at will b/c they’re considered administration and administration is not under the union The doctrine of employment at will provides that an employer may discharge an employee for any reason not prohibited by law or for no reasons. Exceptions include public policy exception (an employer may not fire an employee if it would violate that state’s public policy or a state federal statute, implied contract exception (an employer may not fire an employee when an implied contract is formed between an employer/employee, even though no express witten instrument regarding the employment relationship exist, good faith and fair dealing exception ( to mean either that employer personnel decisions are subject to just cause standard or that terminations made in bad faith or motivated by malice are prohibited,) Week 4 Managing a Diverse Workforce Pynes Chapter 4 Riccucci Chapter 5 What is the first step in making reasonable accommodations in the workplace? D. ask the employee what is most reasonable Which of the following terms refers to artificial barriers that block the advancement of women and minorities to upper level managerial and executive positions within organizations? Answer: Glass ceiling Diversity in the workplace: Is diversity in the workplace only related to face? False Harassment

Quid pro quo harassment exists when the employer places sexual demands on the employee as a condition of that person’s receiving benefits ex. A supervisor forces a subordinate to go out on a date. Hostile environment sexual harassment does not require the loss of a tangible employment benefit. Instead, the focus is unwelcome contact that is sufficiently severe and pervasive to alter the conditions of employee's employment an create an abusive working environment. Stereotyping: regardless of the employment sector, subtle assumptions, attitudes, and stereotypes exist in the workplace, manifesting organizational culture that affects the mobility of women and minorities. Week 5 Job Analysis & Recruitment Pynes Chapter 5&6 (recruitment and selection) Ruccucci Chapter 11 A job analysis is often used to develop a- job description. Medical examinations can be requested by an employer -after the applicant has been offered the job. Job analysis/analyst A job analysis is a systematic process of collecting data for determining the knowledge, skills, abilities, and other characteristics required to successfully perform a job and make judgments about the nature of a specific job. This analysis identifies a job’s activities, behaviors, tasks, and performance standards; the context in which the job is performed; and the personal requirements necessary to perform it, such as personality, interests, physical characteristics, attitudes, and job-related knowledge and skills. The most common reasons for conducting a job analysis are to gather information so that a job description can be written, job specifications can be identified, and the job can be placed within a job family ( a collection of jobs that have common skills) classification Job analyst:can be an employee from the HRM department, an employee working for a consulting firm hired to perform job analysis studies, or in small organization, a support staff employee such as administrative position to the city administrator Methods of collecting job data Ie interviews, questionnaires, structured task checklist: Critical incident technique: job experts generate a list of good and poor examples of performance that job incumbents exhibit. The purpose is to gather information regarding specific behaviors that have been observed, not develop judgmental or trait-oriented descriptions of performance. These behaviors are then grouped into job dimensions. The final list of job dimensions and respective critical incidents provide information about a job and the behaviors associated with success or failure. A critical incident should possess four characteristics: it

should be specific, focus on observable behaviors that have been exhibited on the job, describe context in which the behavior occurred, and indicate the consequences of the behavior.

Personality based job analysis instrument identifies personality Raymark, schmit, and guion developed an instrument based on 12 personalities dimensions: general leadership, interest in negotiation, achievement striving, friendly disposition, sensitivity to others, collaborative work tendency, general trustworthiness, adherence to work ethic, attention to details, desire to generate ideas, tendency to think things through, and emotional stability. Strategic approach to recruitment: application, screening, elimination, interviews, evualating applicant Recruitment as a job analyst: job analysis identifies the KASOCs required for each position. It identifies the minimum education, certification, or licensing requirement and the essential tasks/responsibilities of the job. This info identifies skills of the people the agency recruits and hires. A job analysis is critical when an organization uses preemployment examinations for selection and promotion. Another way to recruit applicants: ex. social media/internet

Recruitment and selection of managers and executives: -federal and state levels, executives are typically appointed to the positions by chief officials. Only retain positions until next election or until the president or governor desires. -At the local level and in nonprofits, the recruitment and selection of city managers or executive directors is usually conducted by search committees. Usually personnel committee of the city council or board of directors is responsible for the search. -Recruitment firms/ consultants Know what questions are permissible during an interview ( what questions can be asked): Can you perform the essential functions of this job with or without reasonable accommodations? Please describe how you would perform these functions. Can you meet the attendance requirements of this job? Do you have the required licenses to perform this job? Emotional intelligence (question about this) Defined as being able to motivate oneself and persist in the face of frustration, control impulses and delay gratification, regulate one’s moods, and keep distress from swamping the ability to think, empathize, and hope. How individual interacts with other people and emotions

Uniform guidelines on employment selection procedure/ process 1978 requirements pp87-88 143,187,195-196, Uniform guidelines of employee selection procedure require that a job analysis be conducted to demonstrate the validity and job relatedness of an employment test. Employment screenings techniques and tests must comply with the general principles and technical requirements of the uniform guidelines, which apply to public, for profit and non profit orgs. Pre Employment testing is used to measure the KSAOC of applicants and predict their ability to perform a job ie.aptitude tects, achievement tests, structure oral exams Week 6 Pensions & Benefits Pynes Chapter 7&8 Riccucci Chapter 13 Unemployment is a required benefit. (because employees pay into it like social security) Q. all salaries employee are covered by the overtimes provisions by the fair labor act - false. Chapter 7 Compensation Public and nonprofit employers must comply to these federal laws: Fair Labor Standard Act 1938 FLSA are minimum wage, overtime pay, equal pay, and child labor rules. The FLSA requires employees to keep records of the hours that employees have worked. Its overtime provisions requires that employers pay one and one-half the regular rate of hourly pay for each hour worked that exceeds forty hours per week. Exempt employees ie administrative, professional and executive are not covered by overtime provisions Equal Pay Act of 1963: the FLSA was amended by the equal pay act which prohibits unequal pay differences for men and women who are performing equal work on jobs requiring skill, effort, and responsibility and performed in the same establishment under similar working conditions. Pay differences between equal jobs can however be justified when that differential is based on a seniority system, a merit system, a piece rate pay system that measures earnings by quality or quantity of production or any factor other than gender. The Lily Ledbetter Fair Pay Act: was signed into law by president obama on january 29,2009. The act amends the civil rights act of 1964 stating that the 180 day statute of limitations for filing an equal pay lawsuit regarding pay discrimination resets with each new discriminatory pay check. The act reinstated the reasonable rule for filing claims of discriminatory pay practices Classification Act of 1923 and 1949 p 217 1949 act established the general schedule system (GS) defining the basic compensation system for nonmangerial white collar positions. There are 15 grade levels, with ranges of pay with each grade. There are approx 450 categories sorted into specialized groups such as finance, accounting, social science etc. each grade contains examples of the kind of work performed in the jobs that would assigned to that grade. These examples are referred to benchmark positions. Jobs are described and placed in grades on the basis of their duties,

responsibilities, and qualifications required to perform them. Nine factors with diff levels and diff point values are used to evaluate jobs: knowledge required by the position, supervisory controls, guidelines, complexity, scope and effect, personal contacts, purpose of contacts, physical demands, and work environments. Chapter 8 Benefits Required benefits: all employers are required to contribute to social security, medicare, unemployment compensation, and workers’ compensation benefits and provide military leave. Discretionary benefits: public and nonprofit employers recognize that to be competitive the need to offer benefits beyond those mandated by law. ie Pensions Employment Retirement income security act of 1974 (ERISA) safeguards the pensions of non profit and private sector employees. ERISA set minimum standards to ensure that employee benefit plans are financially sound so that employees receive the benefits their employers promise. ERISA does not cover plans established/maintained by governments entities or churches. Three federal government agencies share responsibility for the administration and enforcement of ERISA provisions: the US Department of Labor, the IRS, and the pension benefit guarantee corporation.

Questions: Nonprofits may distribute profits to board of directors (false) Starting point of evaluating internal strengths and weaknesses is the job of the company True Know some of Challenges of facing human resources today? Greater expectations by employees to have a work/life balance -this is a challenge Public policy

Week 7 Midterm Read Training, Ethics, and Development Pynes Chapter 9 Riccucci Chapter 17...