1 human resource management the purpose of this chapter is to thoroughly familiarize you with the...

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Human Resource Management

• The purpose of this chapter is to thoroughly familiarize you with the human resource management process and the role of the manager in this process.

• We will look at the essential elements of human resources management and identify what is needed to attract, develop, and maintain a quality workforce.

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• A term used to describe the wide variety of activities involved in attracting, developing and maintaining a talented and energetic workforce.

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• It involves managerial responsibility not only for staffing organizations with capable workers, but also for ensuring that their performance potential is fully realized.

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Human Resources Management

• Attracting a quality workforce HR Planning - Recruitment - Selection

• Developing a quality workforce Orientation - Training and Development - Career Planning and Development

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Human Resources Management

• Maintaining a quality workforce Managing Retention and Turnover - Performance Appraisal Compensation and Benefits Labor Management Relations

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Influences of the Legal Environment

• HR management must be accomplished within the framework of government laws and regulations, which cover activities related to: Pay - Employee Rights - Retirement - Occupational Health and Safety - Privacy Vocational Rehabilitation Employment Discrimination Labor Relations

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Employment Discrimination

• "Employment-at-Will" Doctrine 1926 - Railway Labor Act 1935 - Wagner Act (NLRA) 1963 - Equal Pay Act 1964 - Civil Rights EEO Act (Affirmative Action / EEOC) 1981 - Age Discrimination Act 1990 - Americans With Disabilities Act

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Human Resource Planning

• The process of analyzing staffing needs and identifying actions to satisfy these needs over time.

• It must support the implementation of strategies and advance the accomplishment of key objectives.

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Human Resource Planning

• It is having the right people available to do the required work essential to the success of any strategy, and

• It is the responsibility of all managers to ensure that all jobs in their work units are filled with people who can best perform the required tasks.

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Steps in the HR Planning Process

• Review organizational strategies and objectives.

• Establish and refine HR objectives and policies to compliment the strategic plans.

• Establish HR needs……..via Job Analysis Job Description Job Specifications.

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Steps in the HR Planning Process

• Forecast....Project future staffing requirements and anticipate internal and external supply. HR Audit Replacement Charts Succession Tables

• Take action…recruit - terminate - transfer - promote - whatever….

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Attracting A Quality Workforce

• The Recruiting Process Advertising of job vacancy. Preliminary contact with potential job

candidate.

Initial screening to create a pool of candidates.

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• Recruiting PracticesExternal InternalTraditionalRealistic

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• Making Selection Decisions Application Forms Interview or Site Visit Employment Tests (Validity and Reliability) Reference Checks Physical Examinations Analysis and Decision

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Developing A Quality Workforce

• SOCIALIZATION A process of systematically changing the

expectations, behavior, and attitudes of a

new employee in a manner considered

desirable by the organization.

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• SOCIALIZATION It begins with the initial Employee

Orientation and continues during later training and development activities as well as day-to-day supervisor-subordinate relations.

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• Training and Development A set of activities that provides

learning opportunities through which people acquire and improve job related skills.

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• Types of TrainingOn-the-Job• Job Rotation - Coaching - Apprenticeship

Modeling - Mentoring

Off-the-Job• Management Development• Management Simulation Games

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• The Role of Performance Appraisal

The process of formally assessing

someone's work and providing feedback

on performance.

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• Purposes of Performance Appraisal

Evaluation: Letting people know where they stand relative to objectives and standards.

Development: Assisting in the training and continued personal development of people.

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• Performance Appraisal Methods Graphic Rating Scales Narrative Technique Behaviorally Anchored Rating

Scales Critical-Incident Techniques Multiperson Comparisons

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Maintaining A Quality Workforce

• Career DevelopmentA Career is a sequence of jobs and

work pursuits constituting what a person does for a living.

• A Career Path A sequence of jobs held over time

during a career.

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• Career Planning

Is the process of systematically

matching career goals and individual

capabilities with opportunities for their

fulfillment.

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• Career Stages The Move to Early Adulthood Mid-life Transition Middle and Later Adulthood A Career Plateau

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• Retention and Turnover Promotions Transfers Layoffs Retirements Early Retirements Firings

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• Managing Compensation and Benefits Base CompensationFringe BenefitsCompetitive StructuresFlexible Programs

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• Labor-Management Relations Labor unions are organizations to which

workers belong and which collectively deal with employers on their behalf.

• Typical Provisions of a Union Contract Job Specification and Work Rules Seniority Provisions Compensation Grievance Mechanisms

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Legislation Governing Labor-Management Relations

• The National Labor Relations Act (Wagner Act) 1935

• The Labor Management Relations Act (Taft-Hartly) 1947

• The Labor Management Reporting and Disclosure Act (Landrum-

Griffith) 1959

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Bargaining Strategies

• Unions Use Strike

Boycott

Picket

Slowdown

• Companies Use Lockout

Strike Breakers

Injunctions

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Bargaining Strategies

• The Traditional Adversarial View "Win-Lose”

• The New and Emerging View "Win-Win"

1 human resource management the purpose of this chapter is to thoroughly familiarize you with the...

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