WGU C202 Managing Human Capital All
- Aligns organizational goals with individual goals and organizational processes
- Gives employees clear goals and feedback
- Generates useful data - ✔✔-Three Main Benefits of Performance Management
- Company performance
- Reduced merit increases
- Reductions in head count
- Reduced benefits
- Pay freezes - ✔✔-Most common way employers fund variable pay programs
- Conduct a Needs Assessment
- Develop Learning Objectives
- Design the Training Program
- Implement the Training
- Evaluate the Training - ✔✔-Five Steps to Effective Training
- Human resources
- Physical resources
- Business continuity - ✔✔-Disaster plans should cover:
- Organization as a whole
- Organization subunits
- Work teams or groups
- Work Processes
- Projects - ✔✔-Performance managers focus on these five things:
,- Preference of individual employees
- Size of the rewards for high performance
- Method of motivating individual job performance
- Objectivity of the evaluation process that determines the rewards - ✔✔-Before designing an incentive
pay plan to motivate performance, it is important to consider the
- Recognize and reward high performers
- Increase the likelihood of achieving corporate goals
- Improve productivity
- Move away from an entitlement culture - ✔✔-Top four reasons organizations give for tying pay to
performance ar
- right to identify business objectives
- right to determine the uses of material assets
- right to take disciplinary action for cause - ✔✔-Management rights cover three areas:
- Separate people from the problem
- Focus on interests, not positions
- Create options for mutual gain
- Insist on objective criteria - ✔✔-Four fundamental principles of integrative negotiation:
-Imminent danger situations
-Fatalities & Catastrophes
- Complaints
- Referrals of hazard information from others
-Follow-ups
-Planned or programmed investigations - ✔✔-Order of Priority for OSHA Inspections
,[(Training Benefits - Training cost)/Training Cost] x 100 - ✔✔-Equation for ROI%
1 of biggest training challenges - ✔✔-getting new skills and knowledge to transfer back to the work
setting
1 of the 6 components of HRM - ✔✔-employee management relations
1 of the 6 components of HRM - ✔✔-health & safety
1 of the 6 components of HRM - ✔✔-performance management
1 of the 6 components of HRM - ✔✔-rewards & benefits
1 of the 6 components of HRM - ✔✔-staffing
1 of the 6 components of HRM - ✔✔-training & development
1970s - ✔✔-peak of affirmative action
2 + 2 = 5 - ✔✔-underlying principle behind mergers & acquisitions
2 major responsibilities of HRM - ✔✔-People related issues & employment related legal compliance side
2 types of discrimination - ✔✔-disparate treatment & adverse impact
3 types of unions - ✔✔-industrial, trade, and employee associations
30-50 % or 1/3-1/2 of employees - ✔✔-report having felt bullied at some point in their working lives
, 4 common biases - ✔✔-prejudice, stereotyping, perception of possibilities, ignorance
4 strategies of job design - ✔✔-job enrichment, job enlargement, job rotation & cross training
4/5 rule - ✔✔-also know as the 80% rule
4/5 rule - ✔✔-determine selection rate of each protected group that makes up 2% of the entire
employment group, ID the group with the highest selection rate, divide the selection rate for each group
by the selection rate of the group with the highest selection rate (ex. 100 of 100 white male applicants at
a company are hired yet only 76 of 100 black male applicants are hired. WM selection ratio 100/100 or
one. BM selection ratio 76/100 or 0.76. BM ratio 0.76 divided by WM ratio 1 = 0.76. Adverse impact on
BM indicated. )
4/5 rule - ✔✔-if the selection rate for any protected group is less than 4/5 or 80% of the rate of the
employee group with the highest selection rate, adverse impact is indicated (ex. 100 of 100 white male
applicants at a company are hired yet only 76 of 100 black male applicants are hired. WM selection ratio
100/100 or one. BM selection ratio 76/100 or 0.76. BM ratio 0.76 divided by WM ratio 1 = 0.76. Adverse
impact on BM indicated. )
4/5 rule - ✔✔-preferred method for calculating adverse impact unless samples are very small or very
large
4/5 rule formula: within selected group - ✔✔-total applicants w/i selection group hired/total number of
applicants within the selected group.
4/5 rule violation example - ✔✔-100 people applied for an Accountant position. Fifty females and fifty
males. Of all the applicants, only 20 males passed an assessment test during the hiring process, while 48
females passed. What is 80% of 48? 38. And 20 males is less than 80% of the female acceptance rate so
there is indeed adverse impact going on.
4/5 rule violations - ✔✔-ratio of selection for a selected group divided by the highest selected group's
ratio is less than 0.80.
- Aligns organizational goals with individual goals and organizational processes
- Gives employees clear goals and feedback
- Generates useful data - ✔✔-Three Main Benefits of Performance Management
- Company performance
- Reduced merit increases
- Reductions in head count
- Reduced benefits
- Pay freezes - ✔✔-Most common way employers fund variable pay programs
- Conduct a Needs Assessment
- Develop Learning Objectives
- Design the Training Program
- Implement the Training
- Evaluate the Training - ✔✔-Five Steps to Effective Training
- Human resources
- Physical resources
- Business continuity - ✔✔-Disaster plans should cover:
- Organization as a whole
- Organization subunits
- Work teams or groups
- Work Processes
- Projects - ✔✔-Performance managers focus on these five things:
,- Preference of individual employees
- Size of the rewards for high performance
- Method of motivating individual job performance
- Objectivity of the evaluation process that determines the rewards - ✔✔-Before designing an incentive
pay plan to motivate performance, it is important to consider the
- Recognize and reward high performers
- Increase the likelihood of achieving corporate goals
- Improve productivity
- Move away from an entitlement culture - ✔✔-Top four reasons organizations give for tying pay to
performance ar
- right to identify business objectives
- right to determine the uses of material assets
- right to take disciplinary action for cause - ✔✔-Management rights cover three areas:
- Separate people from the problem
- Focus on interests, not positions
- Create options for mutual gain
- Insist on objective criteria - ✔✔-Four fundamental principles of integrative negotiation:
-Imminent danger situations
-Fatalities & Catastrophes
- Complaints
- Referrals of hazard information from others
-Follow-ups
-Planned or programmed investigations - ✔✔-Order of Priority for OSHA Inspections
,[(Training Benefits - Training cost)/Training Cost] x 100 - ✔✔-Equation for ROI%
1 of biggest training challenges - ✔✔-getting new skills and knowledge to transfer back to the work
setting
1 of the 6 components of HRM - ✔✔-employee management relations
1 of the 6 components of HRM - ✔✔-health & safety
1 of the 6 components of HRM - ✔✔-performance management
1 of the 6 components of HRM - ✔✔-rewards & benefits
1 of the 6 components of HRM - ✔✔-staffing
1 of the 6 components of HRM - ✔✔-training & development
1970s - ✔✔-peak of affirmative action
2 + 2 = 5 - ✔✔-underlying principle behind mergers & acquisitions
2 major responsibilities of HRM - ✔✔-People related issues & employment related legal compliance side
2 types of discrimination - ✔✔-disparate treatment & adverse impact
3 types of unions - ✔✔-industrial, trade, and employee associations
30-50 % or 1/3-1/2 of employees - ✔✔-report having felt bullied at some point in their working lives
, 4 common biases - ✔✔-prejudice, stereotyping, perception of possibilities, ignorance
4 strategies of job design - ✔✔-job enrichment, job enlargement, job rotation & cross training
4/5 rule - ✔✔-also know as the 80% rule
4/5 rule - ✔✔-determine selection rate of each protected group that makes up 2% of the entire
employment group, ID the group with the highest selection rate, divide the selection rate for each group
by the selection rate of the group with the highest selection rate (ex. 100 of 100 white male applicants at
a company are hired yet only 76 of 100 black male applicants are hired. WM selection ratio 100/100 or
one. BM selection ratio 76/100 or 0.76. BM ratio 0.76 divided by WM ratio 1 = 0.76. Adverse impact on
BM indicated. )
4/5 rule - ✔✔-if the selection rate for any protected group is less than 4/5 or 80% of the rate of the
employee group with the highest selection rate, adverse impact is indicated (ex. 100 of 100 white male
applicants at a company are hired yet only 76 of 100 black male applicants are hired. WM selection ratio
100/100 or one. BM selection ratio 76/100 or 0.76. BM ratio 0.76 divided by WM ratio 1 = 0.76. Adverse
impact on BM indicated. )
4/5 rule - ✔✔-preferred method for calculating adverse impact unless samples are very small or very
large
4/5 rule formula: within selected group - ✔✔-total applicants w/i selection group hired/total number of
applicants within the selected group.
4/5 rule violation example - ✔✔-100 people applied for an Accountant position. Fifty females and fifty
males. Of all the applicants, only 20 males passed an assessment test during the hiring process, while 48
females passed. What is 80% of 48? 38. And 20 males is less than 80% of the female acceptance rate so
there is indeed adverse impact going on.
4/5 rule violations - ✔✔-ratio of selection for a selected group divided by the highest selected group's
ratio is less than 0.80.
