chapter 14 managing human resources in organizations managing human resources in organizations...

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CHAPTER 14 Managing Human Resources in Organizations Managing Human Resources in Organizations Copyright by Houghton Mifflin Company. All rights reserved. PowerPoint Presentation by Charlie Cook Slide 2 Copyright by Houghton Mifflin Company. All rights reserved. 142 The Environmental Context of Human Resource Management Human Resource Management (HRM) The set of organizational activities directed at attracting, developing, and maintaining an effective work force. The Strategic Importance of HRM HRM has become increasingly important as firms have come to realize the value of their human resources in improving productivity. HRM is critical to the bottom-line performance of the firm. HR planning has become part of the strategic planning process. Human Resource Management (HRM) The set of organizational activities directed at attracting, developing, and maintaining an effective work force. The Strategic Importance of HRM HRM has become increasingly important as firms have come to realize the value of their human resources in improving productivity. HRM is critical to the bottom-line performance of the firm. HR planning has become part of the strategic planning process. Slide 3 Copyright by Houghton Mifflin Company. All rights reserved. 143 The Legal Environment of HRM Equal Employment Opportunity Title VII of the Civil Rights Act of 1964 Forbids discrimination in all areas of the employment relationship. Employers are not required to seek out and hire minorities but they must treat fairly all who apply. Equal Employment Opportunity Commission Federal agency charged with enforcing Title VII as well as several other employment- related laws. Equal Employment Opportunity Title VII of the Civil Rights Act of 1964 Forbids discrimination in all areas of the employment relationship. Employers are not required to seek out and hire minorities but they must treat fairly all who apply. Equal Employment Opportunity Commission Federal agency charged with enforcing Title VII as well as several other employment- related laws. Slide 4 Copyright by Houghton Mifflin Company. All rights reserved. 144 The Legal Environment of HRM (contd) Equal Employment Opportunity (contd) Affirmative Action The commitment of employers to proactively seek out, assist in developing, and hire employees from groups that are underrepresented in the organization. Various executive orders, especially Executive Order 11246, require employers with federal contracts to develop affirmative action plans and engage in affirmative action in hiring veterans and the disabled. Pregnancy Discrimination Act Specifically outlaws discrimination on the basis of pregnancy. Age Discrimination in Employment Act of 1967 Outlaws discrimination against people older than 40 years of age. Equal Employment Opportunity (contd) Affirmative Action The commitment of employers to proactively seek out, assist in developing, and hire employees from groups that are underrepresented in the organization. Various executive orders, especially Executive Order 11246, require employers with federal contracts to develop affirmative action plans and engage in affirmative action in hiring veterans and the disabled. Pregnancy Discrimination Act Specifically outlaws discrimination on the basis of pregnancy. Age Discrimination in Employment Act of 1967 Outlaws discrimination against people older than 40 years of age. Slide 5 Copyright by Houghton Mifflin Company. All rights reserved. 145 The Legal Environment of HRM (contd) Equal Employment Opportunity (contd) Americans with Disabilities Act of 1990 (ADA) Forbids discrimination on the basis of disabilities and requires employers to provide reasonable accommodations for disabled employees. Civil Rights Act of 1991 Amended the original Civil Rights Act, making it easier to bring discrimination lawsuits while also limiting punitive damages that can be awarded in those lawsuits. Equal Employment Opportunity (contd) Americans with Disabilities Act of 1990 (ADA) Forbids discrimination on the basis of disabilities and requires employers to provide reasonable accommodations for disabled employees. Civil Rights Act of 1991 Amended the original Civil Rights Act, making it easier to bring discrimination lawsuits while also limiting punitive damages that can be awarded in those lawsuits. Slide 6 Copyright by Houghton Mifflin Company. All rights reserved. 146 The Legal Environment of HRM (contd) Compensation and Benefits Fair Labor Standards Act of 1938 (FLSA) Sets a minimum wage and requires overtime pay for work in excess of 40 hours per week for non-exempt employees. Salaried professional, executive, and administrative employees are exempt from the Acts minimum wage and overtime provisions. Equal Pay Act of 1963 Requires men and women to be paid the same amount for doing the same jobs; exceptions are permitted for seniority and merit pay. Compensation and Benefits Fair Labor Standards Act of 1938 (FLSA) Sets a minimum wage and requires overtime pay for work in excess of 40 hours per week for non-exempt employees. Salaried professional, executive, and administrative employees are exempt from the Acts minimum wage and overtime provisions. Equal Pay Act of 1963 Requires men and women to be paid the same amount for doing the same jobs; exceptions are permitted for seniority and merit pay. Slide 7 Copyright by Houghton Mifflin Company. All rights reserved. 147 The Legal Environment of HRM (contd) Compensation and Benefits (contd) Employee Retirement Income Security Act of 1974 (ERISA) Sets standards for pension plan management and provides federal insurance if pension plans go bankrupt. Family and Medical Leave Act of 1993 (FMLA) Requires employers to provide up to 12 weeks of unpaid leave for family and medical emergencies. Compensation and Benefits (contd) Employee Retirement Income Security Act of 1974 (ERISA) Sets standards for pension plan management and provides federal insurance if pension plans go bankrupt. Family and Medical Leave Act of 1993 (FMLA) Requires employers to provide up to 12 weeks of unpaid leave for family and medical emergencies. Slide 8 Copyright by Houghton Mifflin Company. All rights reserved. 148 The Legal Environment of HRM (contd) Labor Relations National Labor Relations Act of 1935 (Wagner Act) NLRA set up procedures for employees to vote whether to have a union; if they vote for a union, management is required to bargain collectively with the union. National Labor Relations Board (NLRB) The federal agency empowered to enforce provisions of the NLRA. Labor Management Relations Act of 1947 (Taft-Hartley Act) Amended the NLRA to limit the power of unions and increase managements rights during organizing campaigns. Allows the U.S. president to prevent or end a strike that endangers national security. Labor Relations National Labor Relations Act of 1935 (Wagner Act) NLRA set up procedures for employees to vote whether to have a union; if they vote for a union, management is required to bargain collectively with the union. National Labor Relations Board (NLRB) The federal agency empowered to enforce provisions of the NLRA. Labor Management Relations Act of 1947 (Taft-Hartley Act) Amended the NLRA to limit the power of unions and increase managements rights during organizing campaigns. Allows the U.S. president to prevent or end a strike that endangers national security. Slide 9 Copyright by Houghton Mifflin Company. All rights reserved. 149 The Legal Environment of HRM (contd) Health and Safety Occupational Safety and Health Act of 1970 (OSHA) Requires that employers: Provide a place of employment that is free from hazards that may cause death or serious physical harm. Obey the safety and health standards established by Occupational Safety and Health Administration (OSHA). Emerging Legal Issues Sexual harassment Alcohol and drug dependence AIDS Health and Safety Occupational Safety and Health Act of 1970 (OSHA) Requires that employers: Provide a place of employment that is free from hazards that may cause death or serious physical harm. Obey the safety and health standards established by Occupational Safety and Health Administration (OSHA). Emerging Legal Issues Sexual harassment Alcohol and drug dependence AIDS Slide 10 Copyright by Houghton Mifflin Company. All rights reserved. 1410 Change and HRM Temporary Workers An increasing trend in organizations is to use more temporary workers. What rights do they have? What is a temporary worker? Dual-Career Families Firms are increasingly having to make accommodations for dual-career partners by: delaying transfers, offering employment to spouses, and providing more flexible work schedules and benefits packages. Temporary Workers An increasing trend in organizations is to use more temporary workers. What rights do they have? What is a temporary worker? Dual-Career Families Firms are increasingly having to make accommodations for dual-career partners by: delaying transfers, offering employment to spouses, and providing more flexible work schedules and benefits packages. Slide 11 Copyright by Houghton Mifflin Company. All rights reserved. 1411 Change and HRM (contd) Employment-at-Will A traditional view of the workplace in which an organization can fire an employee for any or no reason. The new argument is that an organization should be able to fire only people who are poor performers or who violate rules. Recent court cases have upheld the new argument in placing limits on an organizations ability to terminate employees by requiring just cause for firing or dismissal as part of an organization-wide cutback. Employment-at-Will A traditional view of the workplace in which an organization can fire an employee for any or no reason. The new argument is that an organization should be able to fire only people who are poor performers or who violate rules. Recent court cases have upheld the new argument in placing limits on an organizations ability to t