aPHR test study guide- Employee Relations ( 16%)

aPHR test study guide- Employee Relations ( 16%) Mergers and Acquisitions - Answer ️️ -When organizations join forces through mergers ( two companies becoming one) and acquisitions ( one company buying another) HRM should have a significant role in carrying out a merger or acquisition, training efforts should include development of skills in conflict resolution, sorting out differences in the two companies practices with regard to compensation, performance appraisal, and other HR systems. Settling on a consistent structure to meet the combined organization's goals may help to bring employees together Reengineering - Answer ️️ -A complete review of the organization's critical work processes to make them more efficient and able to deliver higher quality Downsizing - Answer ️️ -The planned elimination of large numbers of personnel with the goal of enhancing the organization's competitiveness How is HRM affected by the diversity of the labor force in the US - Answer ️️ -Employers need to create HRM practices that ensure they fully utilize the talents, skills, and values of all employees. As a result, organization's cannot afford to ignore or discount the potential contributions of women and minorities. Employers will have to ensure that employees and HRM systems are free of bias and value the perspectives and experience that women and minorities can contribute to organizational goals such as product quality and customer service. Expanding into global markets - Answer ️️ - Psychological Contract - Answer ️️ -A description of what an employee expects to contribute in an employment relationship and what the employer will provide the employee in exchange for those contributions. ( the psychological contract is not formally put into words . Instead, it describes unspoken expectations that are widely held by employers and employees ) Traditional Psychological contract versus the New psychological contract - Answer ️️ -In the traditional version, organizations expected their employees to contribute time, effort, skills,abilities, and loyalty in exchange for job security and opportunities for promotion. Today, modern organization's' needs are constantly changing, so organization's are requiring top performance and longer work hours but cannot provide job security. Instead, employees are looking for flexible work schedules, comfortable working conditions, greater autonomy, opportunities for training and development, and performance-related financial incentives. Grievance procedure - Answer ️️ -The process for resolving Union-management conflicts over interpretation or violation of a collective bargaining agreement Employee turnover - Answer ️️ -Employees leaving the organization Involuntary turnover - Answer ️️ -Turnover initiated by and employer( often with employees who would prefer to stay ( most organizations use the word termination ) Voluntary turnover - Answer ️️ -Turnover initiated by employees ( often when the organization would prefer to keep them ) Outcome Fairness - Answer ️️ -A judgement that the consequences given to employees are just Procedural Justice - Answer ️️ -A judgement that fair methods were used to determine the consequences an employee receives Interactional justice - Answer ️️ -A judgement that the organization carried out its actions in a way that took the employee's feelings into account Wrongful discharge - Answer ️️ -When in Terminating an employee the company violates an implied agreement, or if the action is inconsistent with company policies or public policy How to avoid charges of wrongful discharge - Answer ️️ -HR professionals can help organization's by establishing and communicating policies for handling misbehaviors. They should define unacceptable behaviors and identify how the organization will respond to them. Managers should follow these procedures consistently and document precisely the reason for disciplinary action. In addition, the org should train managers to avoid making promises that imply job security . Finally in writing and reviewing employee handbooks, HR professionals should avoid any statements that could be interpreted as employee contracts. When there's any doubt about a statement, the org should seek legal advise Discrimination - Answer ️️ -Employers must make decisions without regard to individuals' age, race, sex, or other protected status. Employees' privacy - Answer ️️ -Employers have legitimate reasons for learning about some personal matters, especially when behavior outside the workplace can affect productivity, workplace safety, and employee morale. privacy issues also surface when employers wish to search or monitor employees in the job Measures for protecting employees' privacy - Answer ️️ -1- Ensure that information is relevant 2- Publicize information-gathering policies and consequences 3- Request consent before gathering information 4- Treat employees consistently 5- Conduct searches discreetly 6- Share information only with those who need it Progressive discipline - Answer ️️ -A formal discipline process in which the consequences become more serious if the employee repeats the offense Hot-stove Rule - Answer ️️ -Principle of discipline that says that discipline should be like a hot stove, giving clear warning and following up with consistent, objective, immediate consequences Common Disciplinary problems rules should cover - Answer ️️ -- Tardiness - Absenteeism - Unsafe work practices -Poor quantity or quality of work -Sexual harassment of co-workers - Coming to work impaired by alcohol and drugs -Theft of company property -Cyberslacking( conducting personal business online during work hours ) Progressive discipline Responses - Answer ️️ -For each infraction, the HR professional would identify a series of responses, s