The document discusses key topics in human resource management including staffing the organization, developing the workforce, compensation and benefits, the legal context of HR, and dealing with organized labor and collective bargaining. It covers job analysis and forecasting labor supply for staffing, as well as recruiting, selecting, training, and evaluating employees. Compensation topics include wages, salaries, bonuses, and benefits. Legal issues around discrimination, equal employment opportunity, and workplace safety are also addressed. The document concludes by covering trends in unions, collective bargaining issues, and types of labor actions and dispute resolution.

2. The Foundations of Human Resource Management Staffing the Organization Developing the Workforce Compensation and Benefits The Legal Context of HR Management New Challenges in the Changing Workplace Dealing With Organized Labor Collective Bargaining

3. Set of organizational activities directed at attracting, developing and maintaining an effective workforce

4. The importance of HR stems from: Increased legal complexities Recognition of human resources as a valuable means for improving productivity Awareness of costs associated with poor human resource management

6. Job analysis is a systematic analysis of jobs within an organization. The results: Job description is an outline of the duties of a job, working conditions and the tools, materials, and equipment used to perform it Job specification is a description of the skills, abilities and other credentials required by a job

7. Forecasting the supply of labor is two tasks: Forecasting internal supply—the number and type of employees who will be in the firm at some future date Forecasting external supply—the number and type of people who will be available for hiring from the labor market at large

9. Replacement chart is a list of each management position, who occupies it, how long that person will likely stay in the job and who is qualified as a replacement Employee information system (or Skills inventory ) is a computerized system containing information on each employee's education, skills, work experience and career aspirations

11. Recruiting is the process of attracting qualified persons to apply for the jobs that are open. Process of acquiring staff: Internal recruiting means considering present employees as candidates for openings External recruiting involves attracting people outside the organization to apply for jobs

12. Validation is the process of determining the predictive value of a selection technique. Techniques include: Application Forms Tests Interviews Other Techniques

13. Training On-the-job training occurs while the employee is at work Off-the-job training takes place at locations away from the work site Vestibule training is off-the-job training conducted in a simulated environment Performance appraisals are designed to show how well workers are doing their jobs

15. Set of rewards that organizations provide to individuals in return for their willingness to perform various jobs and tasks within the organization

16. Wages are paid for time worked Salary is paid for discharging the responsibilities of a job

17. Special pay programs designed to motivate high performance

18. Bonuses are special payments above their salaries Merit salary systems link raises to performance levels in non-sales jobs Pay for performance ( Variable pay ) rewards a manager for especially productive output

19. Profit-sharing plans distribute bonuses to employees when company profits rise above a certain level Gainsharing plans distribute bonuses to employees when a company’s costs are reduced through greater work efficiency Pay-for-knowledge plans encourage workers to learn new skills or become proficient at different jobs

20. Compensation other than wages and salaries offered by a firm to its workers

21. Workers’ compensation insurance is legally required insurance for compensating workers injured on the job Retirement plan is set up to pay pensions to workers when they retire Cafeteria benefits plan sets limits on benefits per employee, each of whom may choose from a variety of alternative benefits

22. Legally mandated nondiscrimination in employment on the basis of race, creed, sex or national origin

23. Set of individuals who by nature of one or more common characteristics are protected under the law from discrimination on the basis of that characteristic

24. Equal Employment Opportunity Commission (or EEOC ) is a federal agency enforcing several discrimination-related laws Affirmative action plan is a practice of recruiting qualified employees belonging to racial, gender or ethnic groups who are underrepresented in an organization

25. Employment Safety and Health Occupational Safety and Health Act of 1970 (or OSHA ) sets and enforces guidelines for protecting workers from unsafe conditions and potential health hazards in the workplace

26. AIDS in the Workplace Sexual harassment is the practice or instance of making unwelcome sexual advances in the workplace quid pro quo harassment hostile work environment Employment-at-will is the principle that organizations should be able to retain or dismiss employees at their discretion

27. Range of workers’ attitudes, values, beliefs and behaviors that differ by gender, race and ethnicity

29. Employees who are of value because of the knowledge they possess

30. Employee hired on something other than a full-time basis to supplement an organization’s permanent workforce

31. Labor union is a group of individuals working together to achieve shared job-related goals Labor relations is the process of dealing with employees who are represented by a union Collective bargaining is the process by which labor and management negotiate conditions of employment for union-represented workers

32. Trends in Union Membership Trends in Union-Management Relations Trends in Bargaining Perspectives The Future of Unions

35. Compensation Cost-of-Living Adjustment ( COLA ) Wage Reopener Clauses Benefits Job Security Other Union Issues Management Rights

36. Strike occurs when employees temporarily walk off the job and refuse to work Economic Strikes Sympathy Strikes (or Secondary Strikes ) Wildcat strikes Other Labor Actions Picketing Boycott Slowdown

37. Lockouts occur when employers deny employees access to the workplace Strikebreakers are workers hired as permanent or temporary replacements for striking employees

38. Mediation is a method in which a third party (a mediator) suggests, but does not impose, a settlement Voluntary arbitration is a method in which both parties agree to submit to the judgment of a neutral party (an arbitrator) Compulsory arbitration is a method in which both parties are legally required to accept the judgment of a neutral party