WGU - C232 Introduction to Human Resources Already Passed

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WGU - C232 Introduction to Human Resources Already Passed Employment at-will ✔✔a common-law rule for employment contracts that presume an employer can generally hire, fire, or promote an employ... ee for any reason at any time. in addition, employees can leave for any reason at any time Public-policy exception ✔✔exception is an exception to the employment-at-will doctrine. Under this exception, an employer can not terminate an employee for reasons that would violate public policy interest or statute. Implied-contract exception ✔✔An exception to the employment-at-will doctrine stating that a legally binding agreement is created between an employer and employee based on their actions, and not o a formal contract Implied covenant-of-good-faith-and-fair-dealing exception ✔✔An exception to the employmentat-will doctrine stating that each party in an employment relationship has made an implied promise to treat the other in good faith and fairness Diversity ✔✔similarities and differences between individuals, accounting for numerous aspects of personality and individual identity Civil Rights Act of 1964 ✔✔Comprehensive civil rights legislation, signed into law b President Lyndon B. Johnson, which prohibits employment discrimination on the basis of race, color, religion, sex, or national origion Title VII ✔✔Part of the Civil Rights Act of 1964 that prohibits employment discrimination on the basis of race, color, religion, sex, or national or origion EEOC ✔✔A federal agency created by the Civil Rights Act of 1964, tasked with formal enforcement of employment discrimination law Equal Pay Act of 1963 (EPA) ✔✔protects men and women who perform substantially equal work in the same establishment from sex based wage discrimination Age Discrimination in Employment Act of 1967 (ADEA) ✔✔protects individuals who are 40 years of age or older from employment discrimination based on their age Americans with Disabilities Act of 1990 (ADA) ✔✔Title I and Title V, and its 2008 AMendments (ADAAA) which prohibit disability discrimination in the private sector Rehabilitation Act of 1973 ✔✔prohibit discrimination against a qualified individual with a disability in the federal government Civil Rights Act of 1991 ✔✔allows for compensatory and punitive damages for violations of Title VII Uniformed Services Employment and Re-employment Rights Act (USERRA) ✔✔protects military personnel from employment discrimination Genetic Information Nondiscrimination Act of 2008 ✔✔prohibits the use of genetic information in employment decisions Religious discrimination ✔✔unfavorable or unfair treatment of a person on the basis of that person's religious beliefs Executive Order 8802 ✔✔full participation in national defense programs by all U.S. citizens, regardless of race, creed, color, or national origin Executive Order 10925 ✔✔take affirmative action to eliminate bias in employment practices Executive Order 11246 ✔✔required that contractors and their subcontractors doing business with the federal government have a nondiscrimination clause in contracts and abide by its terms. this executive order required government contractors to take affirmative action toward prospective minority employees in all aspects of hiring and employment Philadelphia Plan ✔✔required contractors to establish specific goals and timetables for correcting imbalances in employment practices. Managerial estimates ✔✔(demand forecasting) (judgmental forecasting) the most common method of estimating HR demand. managerial estimates are typically made by top management (a top down approach) Delphi Technique ✔✔(demand forecasting) (judgmental forecasting) a method of group decisionmaking and forecasting that involves successively collating the judgements of experts Nominal grouping technique ✔✔(demand forecasting) (judgmental forecasting) a group process involving problem identification, solution generation, and decision-making Simple linear regression ✔✔(demand forecasting) (statistical projections) a projection of future demand is based on a past relationship between the organization's employment level and a variable related to employment, such as sales. a linear regression shows ow theses measures are connected Multiple linear regression ✔✔(demand forecasting) (statistical projections) an extension of simple linear regression analysis. however, in multiple linear regression, instead of relating employment to just one variable, multiple variables are used. Productivity ratio ✔✔(demand forecasting) (statistical projections) historical data are used to examine the past level of a productivity index Human resource ratios ✔✔(demand forecasting) statistical projections) past HR data are examined to determine historical relationships among employees in various jobs or job categories Time series analysis ✔✔(demand forecasting) (statistical projections) past staffing levels are used to project future HR needs. Stochastic analysis ✔✔(demand forecasting) (statistical projections) the likelihood of landing a series of contracts is combined with the HR requirements of each contract to estimate expected staffing requirements Replacement planning ✔✔(supply forecasting) (judgmental technique) uses charts that show the names of the current occupants of positions in the organization and the names of likely replacements Succession Planning ✔✔(supply forecasting) (judgmental technique) similar to replacement planning except that succession planning tends to be longer term, more developmental and more flexible. [Show More]

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