Beruflich Dokumente
Kultur Dokumente
An International Perspective
Fachhochschule Ludwigshafen am Rhein
http://www.scsr.nevada.edu/~ystedham/
Introductions
Instructor
Students – Table Tents
Name
Expected graduation
Work Experience
Traveling and Languages
Interest in HR
Aspirations
Relevance of this Course
What is HRM? HRM Functions?
What is an organization?
A contingency approach
The Organization
The External Environment
People
Business
Effectiveness
Strategy
Processes Structure
Culture
Strategic Planning
Scanning the environment: SWOT
Vision
Mission
Goals
Objectives
Strategies and Tactics
Performance Indicators
The International Organization
The External Environment
Culture
People
Business
Effectiveness
Strategy
Processes Structure
Culture
HR and Org. Performance
Individuals
(Knowledge, Skills, Abilities and Needs)
with
Jobs
(Requirements and Rewards)
The HRM Framework
The External Environment
Social Legal
Economy Labor Market
Environment Environment
Match
HR Outcomes:
HR Activities: Job Satisfaction
Individual
Recruitment, Org.
*KSA’s
Selection, commitment
*Needs
Training, Attraction
Compensation, Retention
Job Attendance
Labor relations
*KSA Requirements
Performance
*Rewards
Course Format
Syllabus
HR and Org. Performance
Strategic HRM
Political Development and the Role of HR
Reading: September 11
Economic Development and the Role of HR
Agriculture/Land–Industrial/Capital-
Information/Knowledge
Jeffrey Pfeffer
What CEOs want from HR
HR Leaders
Case: Sun Micro Systems
Globalization
Reasons for becoming international
Groups of four
Why do companies
internationalize?
List specific reasons
and purposes.
At least three
Reasons for becoming international
Profit = Revenue – Cost = (Volume*Price) – Cost
1. A desire for continued growth.
2. Domestic market saturation
3. The potential to now exploit a new technological advantage
4. Preferable suppliers (quality, cost)
5. Labor market (supply, quality, cost)
6. Government involvement/restrictions
7. Reducing distance to customers (cost)
8. Tariff barriers
9. Increased foreign competition in home country
10. Reduce general business risk by diversifying into other countries
Types of "international" organizations
International organization:Any organization that
exports to/imports from organizations in other
countries with primarily domestic production
-Multidomestic.
Multinational organization: An organization with
operations in different countries but each is viewed
as a relatively separate enterprise.
Global organization: An enterprise structured so
that national boundaries become blurred. The best
people are hired irrespective of national origin.
Transnational
Globalization
European Training and Development
Journal Article – Engle/Stedham et al.
HR and Org. Performance
Strategic HRM
HR Management Roles
Administrative – record keeping, processing, ST, Examples?
Operational – support, IT, Examples?
Strategic – org-wide, LT, Examples?
HR as a strategic partner: Involvement in strategic planning,
decision-making on mergers, acquisitions, and downsizing,
redesigning organizations and work processes, ensuring financial
accountability for HR results, attracting and retaining human
resources, developing human resource capabilities and
competencies, identifying and rewarding performance
HR Planning
KSA’s requirements vs KSA availabilities
Filling the gap
International Issues
Staffing and Compensation
Country Specific External Conditions for HR
List external conditions
and trends that affect the
HR function. Specify
which function is affected.
Create such a list first for
Germany and then for the
U.S.
Groups of four
Appoint a spokesperson
and share with the class.
External Environment
Culture and Ethics – International HRM
Why different answers for different
countries?
External Environment
Culture and Ethics – International HRM
Cultural differences
What is culture?
Cultural characteristics
Social stratification, religion, education,
language, political system, economic system
Where do cultural differences come from?
Kluckhohn and Strodbeck
Six Values Orientation Dimensions
Cultural dimensions
All peoples have common life problems (?) – choose
different solutions
Six basic dimensions describe the cultural orientations of
societies
What is the nature of people?
What is a person's relationship to nature?
What is a person's relationship to other people?
What is the primary mode of activity?
What is the conception of space?
What is the temporal orientation?
External Environment
Culture and Ethics – International HRM
Self-Assessment
Global Readiness Index and Personal Values
Failure to perform
1978 Amendment:
Pregnancy Discrimination Act --- prohibits discrimination
on the basis of pregnancy, childbirth, or related condition.
Reinstatement right for similar position; no loss of seniority; coverage
of disability insurance.
Title VII
Exemptions: that are written into the law
Discrimination on the basis of the “protected factors” is
permissible when such qualification is a bona-fide
occupational qualification (BFOQ) = reasonably necessary
to the operation of that particular business or enterprise; burden
of proof is with ER; very narrowly interpreted --- preferences of
ER, coworkers, clients are irrelevant.
Seniority Systems: Bona fide seniority or merit systems are lawful
if no intention to discriminate; job or departmental systems are
not seen as “bona fide”, plant or company-wide systems are seen
as “bona fide”.
Exemptions to TVII
Testing: Employer may give and act upon
professionally developed ability tests if they are
not used to discriminate on the basis of the
protected factors.
Preferential Treatment: It is unlawful to interpret
TVII as requiring preferential treatment of
individuals of protected groups - reverse
discrimination
National Security: Discrimination is permitted
Further TVII Issues
Fetal Protection -- Johnson Controls 1991: An employer’s
exclusion of fertile women, but not fertile men, could not
be justified on grounds that the rule protected the
woman’s reproductive capacity and the physical welfare of
the fetus. The safety qualification is limited to those
instances where sex or pregnancy presents danger to
customers or third parties. A fetus is not a “third party”
whose safety is essential to the operation of the employer’s
business, and thus cannot be the basis of a BFOQ.
Sexual Harassment
Quid pro quo
Hostile work environment sexual harassment.
Unwelcome sexual advances in exchange for a
favorable employment condition.
Employer is liable. ER liable even if the employer
had no knowledge of the harassment.
Pattern of behavior. Reasonable person standard.
Training, Policy, and Complaint and Investigation
Process.
Sexual Harassment
Examples
Office Romance
Stedham/Mitchell
paper
Executive Order 11246
Contractors doing business with federal
government ($ amount of contract specified).
Same provisions as TVII AND requires
contractors to develop affirmative
action plans: Formal, specific personnel
programs that are designed to increase the
participation of protected groups.
Age Discrimination in Employment Act
1967
Amended 1986. Protects EEs and applicants who
are 40 years old and above (no upper limit).
No mandatory retirement age (except law
enforcement officers, firefighters, tenured
professors, executive under certain conditions, top
policy makers).
No reverse discrimination.
Americans with Disabilities Act 1990
Since 1994 covers ERs with 15 or more EEs.
43 mill. disabled Americans.
Protects
Physical or mental impairment that substantially
limits one or more life activities (walk, see, ..)
Record of impairment
Regarded as having impairment
… about 1,000 disabilities incl. affective disorders, biochemically
based disorders - AIDS, Cancer, Anxiety Disorders, Eating
Disorders, Infertility, Epilepsy
Disability evaluated with adjustive equipment (glasses)
Americans with Disabilities Act
How it protects
.Punitive damages
.Essential job functions
.Reasonable accommodations
.Restructuring of physical facilities
.Perceptual restructuring
… 1994 5,500 complaints (25% more than were
expected)
Sample Job Description
Family and Medical Leave Act 1993
Employers with more than 50 employees have to provide
12 weeks of unpaid leave for family or medical
emergencies.
Employer must guarantee the employee the same or a
comparable job. The employer must also pay the health-
care coverage for the EE --- which the EE has to be back if
he/she fails to return to work. ERs are allowed to exempt
“key” employees – defined as the highest paid 10% of their
work force whose leave would cause substantial economic
harm to the employer. Also exempt are EEs who have not
worked at least 1,250 hours (25 hrs a week) in the previous
12 months.
Enforcement of Laws and Court
Process
Filing a Discrimination Complaint
Local EEO Agency
NERC (Nevada Civil Rights Commission)
EEOC
Investigation
Right to sue letter
Evidence of Discrimination
Intentional Discrimination
Disparate Treatment: different standards
applied to various groups
Adverse or Disparate Impact: same
standards are applied but disproportionately
less minority applicants are selected
Federal Court Process
Presentation of evidence in TVII
Burden of Proof shifts
Plaintiff Defendant Plaintiff
Staffing
Mutual process by which
the individual and the organization become matched to
form the employment relationship.
Mutual Process: Series of interrelated activities - R, S, DM,
job offers, hiring.
Selection
Selection
The process of obtaining
and using information
about job applicants
to determine who should be hired.
Focus here is on how to collect relevant info on
applicants’ KSA’s.
Recruitment
How can we mess up?
Recruitment Planning
Relevant market
Number of contacts
Yield ratios
Recruitment
Recruitment Sources and Channels - Effectiveness
Internal vs external recruitment
Peter Principle
Walk-ins
Referrals
College
Employment Agencies and Professional Societies
Advertising
Temporary Employees
Internet
Realistic Job Previews
Measurement in Selection
Selection decisions
are based on what
information?
Purpose is to ……..
Measurement in Selection
How can we mess up?
Measure irrelevant KSA’s
Measure KSA’s inaccurately
Definition of Measurement
nr12
rttc
1 (n - 1)r12
Where :
rttc the corrected split - half reliability
coefficient for the total selection measure
n number of times the test was increased in length
r12 the correlation between Parts 1 and 2 of the
selection measure
Reliability
The conclusion that a measure is reliable
can only be drawn if, and only if, the
reliability coefficient (a correlation
coefficient) is statistically significant (as
determined by a t-test.
Standard Error of Measurement
meas x 1 - rxx
Where :
meas the standard error of measurement for measure X
x the standard deviation of obtained score on measure X
rxx the reliability of measure X
Reliability
Important
The difference in the score between two
applicants is only significant if it is at least
two times the standard error of
measurement.
Example: The standard error of measurement for a
test is 1.5. Candidate A scores 18, candidate B
scores 24 - does candidate B really have more of
the attribute that is being measured?
Quality of Measures:
Validity
Validity in Selection concerns the following
question: How appropriate is it to make
inferences from the scores on a measure to
performance?
Is the score a good predictor of
performance? Is the score actually related to
future performance?
Relationship between reliability and validity
Validity
Three methods to evaluate the validity of a
measure.
Content Validity
Criterion-Related (Empirical) Validity –
Validity Coefficient
Predictive Validity
Concurrent Validity
Content versus Face Validity
Content Validity deals with the representative
sampling of the content domain of a job by
a selection measure
Face Validity concerns the appearance of
whether a measure is measuring what is
intended
Utility Analysis
Using dollar-and-cents terms as well as other
measures
such as percentage increase in output,
it shows the degree to which the use of a selection
measure improves the quality of individuals selected
over what would have happened if the measure had not
been used.
An Equation for Calculating the Utility of a
Selection Program
Expected Dollar Gain from Selection=
NsrxySDyZx-NT(C)
Multiple Hurdles
Combination
Profile Matching
Application Forms and Resumes
Information about the applicant’s background and
present status -- brief and general OR long and
detailed??
Based on .. Past behavior is a good predictor of future
behavior
To determine … minimum qualifications and general
suitability for job; permanent record;
Determine relative strengths and weaknesses
It is assumed that all data collected are used
Training and Experience Requirements
Job-related training - formal and informal
Type of training; length; quality
Application Form
Specific job-related experience and
accomplishments
Minimum qualifications
Maintained Filing System: YES NO
Used computer and Microsoft Word for Windows 2000 word
processor to type letters and reports
Used a Dictaphone to transcribe correspondence
TE Evaluation Form
Specific tasks are listed – indicate YES NO
For YES, describe experience
Application
Likely candidate for Adverse Impact -- Why?
Current forms -- 100% had at least 1 inappropriate question; on average 7
inappropriate questions.
Are these questions acceptable? What do you really want to know?
What was your maiden name?
What is your date of birth? What is your age?
What is your height and weight?
What language do you commonly use?
What is your religious faith?
List the number and ages of your children?
Do you have any physical or mental disabilities?
List your birthplace.
Have you ever been arrested?
Do you own your car/residence?
Application Forms ...
Adverse Impact: High
Validity: On average .1 -- corrected for
attenuation .13
Select content
Job-related - Job-related language
Usefulness
Fairness -- Face Validity
Resumé
U.S. Short and
concise; dates; job
related; achievements
Groups
Compare to German
resumé
References and Recommendations
To verify information