HRM2
Human Resource Management 360 with Pierce at University of Tennessee - Knoxville
About this deck
By: Arby L
Created: 2010-12-06
Size: 16 flashcards
Views: 52
Created: 2010-12-06
Size: 16 flashcards
Views: 52
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Bargaining unit:
Group of employees, not necessarily union members, recognized by an employer or certified by an administrative agency as appropriate for representation by a labor organization for purposes of collective bargainingDefinition
Strike:
Action by union members who refuse to work in order to exert pressure on management in negotiations.
Right-to-work laws:
Laws that prohibit management and unions from entering into agreements requiring union membership as a condition of employment.ition
American Federation of Labor and Congress of Industrial Organizations (AFL-CIO):
Central trade union federation in the United States
Decertification:
Reverse of the process that employees must follow to be recognized as an official bargaining unit
Internal employee relations:
Those human resource management activities associated with the movement of employees within the organization.
Hot Stove Rule
•Burns immediately
•Provides warning
•Gives consistent punishment
•Burns impersonally
•Problem - All situations are not the same
Progressive Disciplinary Action
•Ensure minimum penalty appropriate to offense is imposed
•Model developed in response to National Labor Relations Act (NLRA) of 1935
•Involves answering series of questions about severity of offense
Disciplinary Action without Punishment
•Process of giving worker time off with pay to think about whether he or she wants to follow the rules and continue working for company
•Employee violates rule, manager issues oral reminder
•Repetition brings written reminder
•Third violation: Worker takes 1, 2, or 3 days off (with pay) to think about situation
•Important all rules explicitly stated in writing
Ombudspersons
•Complaint officer with access to top management hears employee complaints, investigates, and recommends appropriate action
•Impartial, neutral counselors give employees confidential advice about problems ranging from abusive managers to allegations of illegal corporate activity
•Typically independent of line management and reports near or at top of organization
Alternative Dispute Resolution
•Procedure where employee and company agree problems will be addressed by agreed-upon means ahead of time
•Arbitration, mediation, mini-trials, and ombudspersons used
•Uses range from racial, gender, and age discrimination to unfair firings
Alternative Dispute Resolution
•Procedure where employee and company agree problems will be addressed by agreed-upon means ahead of time
•Arbitration, mediation, mini-trials, and ombudspersons used
•Uses range from racial, gender, and age discrimination to unfair firings
Demotion
•Demotion is process of moving worker to lower level of duties and responsibilities, usually involving reduction in pay
Transfers
•Lateral movement of worker within organization
•Should not imply that person is being either promoted or demoted
Discipline:
State of employee self-control and orderly conduct that indicates the extent of genuine teamwork within an organization
Employment at will:
Unwritten contract created when an employee agrees to work for an employer but no agreement exists as to how long the parties expect the employment to last.
About this deck
By: Arby L
Created: 2010-12-06
Size: 16 flashcards
Views: 52
Created: 2010-12-06
Size: 16 flashcards
Views: 52
About StudyBlue
STUDYBLUE makes things that make you better at school.
Things like online flashcards with photos and audio.
Things like personalized quizzes and friendly reminders about when (and what) to study next.
Think of it as a digital backpack™: access to all of your study materials online and on your phone.
STUDYBLUE exists to make studying efficient and effective for every student, for free. Join us.
“I have used this website for three exams, and I see a huge difference in my test results.”
Naj
Naj