In what two ways do human resource professionals maintain positive employee relations quizlet?

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human resource management (HRM), the policies, practices, and systems that influence employees' behavior, attitudes, and performance. Many companies refer to HRM as involving "people practices." HRM practices that should support the organization's business strategy: analyzing work and designing jobs, determining how many employees with specific knowledge and skills are needed (human resource planning), attracting potential employees (recruiting), choosing employees (selection), teaching employees how to perform their jobs and preparing them for the future (training and development), evaluating their performance (performance management), rewarding employees (compensation), and creating a positive work environment (employee relations).

organization's employees, described in terms of their training, experience, judgment, intelligence, relationships, and insight—the employee characteristics that can add economic value to the organization. By influencing who works for the organization and how those people work, human resource management therefore contributes to basic measures of an organization's performance, such as quality, profitability, and customer satisfaction

VII prohibits employers from discriminating against individuals because of their race, color, religion, sex, or national origin. An employer may not use these characteristics as the basis for not hiring someone, for firing someone, or for discriminating against them in the terms of their pay. The act applies to organizations that employ 15 or more persons working 20 or more weeks a year and that are involved in interstate commerce, as well as state and local governments, employment agencies, and labor organizations. The law is enforced by the Equal Employment Opportunity Commission (EEOC), an agency of the Department of Justice.

disparate treatment—differing treatment of individuals, where the differences are based on the individuals' race, color, religion, sex, national origin, age, or disability status. For example, disparate treatment would include hiring or promoting one person over an equally qualified person because of the individual's race.

disparate impact—a condition in which employment practices are seemingly neutral yet disproportionately exclude a protected group from employment opportunities. In other words, the company's employment practices lack obvious discriminatory content, but they affect one group differently than others. for example, many companies encourage their employees to refer friends and family members for open positions

Submission to such conduct is made either explicitly or implicitly a term or condition of an individual's employment,

Submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individual, or

Such conduct has the purpose or effect of unreasonably interfering with an individual's work performance or creating an intimidating, hostile, or offensive working environment.

Managers, Employees, Co-workers

First, the organization can develop a policy statement making it very clear that sexual harassment will not be tolerated in the workplace. Second, all employees, new and old, can be trained to identify inappropriate workplace behavior. In addition, the organization can develop a mechanism for reporting sexual harassment in a way that encourages people to speak out.

Drug Tests - Exposes candidates' reliability and validity but they have to administer the test systematically to all applicants, test for jobs that have safety hazards, sent reports to applicants, and to respect the applicants' privacy. They do not always bring the answers that a company may want.

Work Samples - Show existing sample of work, portfolio

Medical Exams - Especially for physically demanding jobs, organizations may wish to conduct medical examinations to see that the applicant can meet the job's requirements.

Aptitude tests assess how well a person can learn or acquire skills and abilities. In the realm of employment testing, the best-known aptitude test is the General Aptitude Test Battery (GATB), used by the U.S. Employment Service.

Achievement tests measure a person's existing knowledge and skills. For example, government agencies conduct civil service examinations to see whether applicants are qualified to perform certain jobs.

Cognitive ability tests—sometimes called "intelligence tests"—are designed to measure such mental abilities as verbal skills (skill in using written and spoken language), quantitative Page 177skills (skill in working with numbers), and reasoning ability

In a nondirective interview, the interviewer has great discretion in choosing questions. The candidate's reply to one question may suggest other questions to ask. Nondirective interviews typically include open-ended questions about the candidate's strengths, weaknesses, career goals, and work experience. Because these interviews give the interviewer wide latitude, their reliability is not great, and some interviewers ask questions that are not valid or even legal.

A structured interview establishes a set of questions for the interviewer to ask. Ideally, the questions are related to job requirements and cover relevant knowledge, skills, and experiences. The interviewer is supposed to avoid asking questions that are not on the list. Although interviewers may object to being restricted, the results may be more valid and reliable than with a nondirective interview.

A situational interview is a structured interview in which the interviewer describes a situation likely to arise on the job and asks the candidate what he or she would do in that situation. This type of interview may have high validity in predicting job performance.

A behavior description interview (BDI) is a structured interview in which the interviewer asks the candidate to describe how he or she handled a type of situation in the past. Questions about candidates' actual experiences tend to have the highest validity.

paperwork finished at home in advance, send a welcome packet, have business cards email and phone ready, give a gift, don't do it all in one day, and make it fun

Performance proficiency (KSA, behaviors, competencies), people (successful working relationship with coworkers, navigating policies), politics (formal and informal work relationships and power structures), organizational goals and values (rules that maintain the organization's integrity), and history and culture (the organization's traditions, customs, and myths)

How does the HR function maintain positive employee relations?

In what two ways does human resource management contribute to the basic measure of an organization's performance?

Which responsibility is specifically associated with the HR function of employee relations?

How can human resource management contribute to a company's success?