Keller Graduate School of Management Study Guide for Final Exam 1. Give four examples of major Equal Employment Opportunity laws and/or regulations, including the name of the act, what it does, whom it covers and who enforces it. Name of Act| What is does| Whom it covers| Enforcement Agency| Title VII of the Civil Rights Act of 1964| Forbids discrimination based on race, color, sex, national origin, or religion| * Employers with 15 or more employees working 20 or more weeks a year * Labor Unions * Employment agencies * State and local governments| EEOC| Americans with Disabilities Act (ADA)| Prohibits discrimination against individuals with disabilities| Employers with 15 or more employees| EEOC| Age Discrimination in Employment Act (ADEA)| Prohibits discrimination in employment against individuals 40 years of age and older| * Employers with 15 or more employees working 20 or more weeks per year * Labor Unions * Employment agencies * Federal government| EEOC| Pregnancy Discrimination Act| Prohibits discrimination on the basis of pregnancy, childbirth, or related medical conditions| Employer With more than 15 employees| EEOC| 2. How has the role of HRM changed in recent years? Discuss three trends that are changing the HRM function. Why have these roles changed? The amount of time devoted to administrative tasks is decreasing, and HRM role as a strategic business partner is increasing. The advances in technology are taking over many of the administrative tasks, like managing employee records and allowing employees to get information and enroll in training, benefits and other programs. HR professionals need to prepare employees to work in foreign locations, because of globalization. In regards to sustainability, an aging workforce means that employers will increasingly face HRM issues such as retirement planning, and retraining older workers to avoid skill obsolescence. 3. Job analysis is important to HR managers because information gathered in job analysis is used in so many HR activities/functions. Describe how job analysis information is used in four different HR activities/functions. Job analysis is used in: Human resource planning requires accurate information about the level of skills in all jobs to ensure that enough employees are available to meet the strategic needs of the corporation. Selection – by determining the tasks that will be performed by the person hired and the knowledge, skills, and abilities the person must have to perform the job effectively. Training and Development – After the job tasks have been identified training can be effectively developed to ensure trainers can prepare people to perform their jobs successfully. Performance appraisal – emphasize the characteristics and behaviors of successful performers. 4. What are the differences among job analysis, job descriptions and job specifications? Job analysis is the process of getting detailed information about jobs. A job analysis is where all the detail is gained for the job description and job specifications. A job description is a list of the tasks, duties, and responsibilities that a job entails. Job specification is a list of the knowledge, skills, abilities, and other characteristics that an individual must have to perform a job 5.
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