effective hr management
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8/8/2019 Effective HR Management
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Effective Human Resource
Management
Finding & Managing
Quality Seasonal Staff/Volunteers
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Agenda
Importance of job descriptions & employeeand employer evaluations
Pros and Cons of hiring through friends vs
hiring through employment ads and programs
How to determine quality staff How to work with lesser quality staff
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Agenda ctn’d
Tips & tools to help determine your payscale and pay raise system
Job perks (discounts, benefits, freebies,
training, bonuses) How and when?
How to deal with problem staff. How to
effectively let a staff member go.
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Objectives of Human Resources in
Organizations
ProductivityOutputs (goods/services) /
Inputs (people, capital, material, energy, etc.)
Efficiency
Produce more with a few people
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Therefore…
HRM aims to improve the production contribution of
individuals while simultaneouslyattempting to attain other societal
and individual employee objectives
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Human Resources Strategies
1. Planning2. Attracting
3. Placing, Developing & Evaluating4. Motivating & Rewarding Employees
5. Maintaing High Performance
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Planning Human Resources
Importance of Job Descriptions
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Some Definitions
« A recognized list of functions, tasks,accountabilities, working conditions, and
competencies for a particular occupation or job. »
- reference« It is, primarily, a statement of what functions
(duties and responsibilities) the employee is
expected to accomplish . »
-Philip C. Grant
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Key parts of a Job Description
Job identity- position title, location, status, reporting relationships
Job summary
-job in a few sentences, telling what the job is, how it is done, and why
Job duties-A very detailed statement of tasks and activities, desired performanceoutcomes, generals means for achieving the outcomes, responsibilities
Working conditions
- physical environment, hours, hazards, travel requirements, and so on.
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Uses
Job specification (what the job demands) Basis for Writing Recruitment Ads
Helps Identify core competencies for performance assessment
Human resource planning
Training and development
Reward systems and pay scales
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Inacurate job descriptions will create…
Recruitment and hiring of unqualified or overqualified staff
Possible high turnover rate (unrealistic job
preview = job dissatisfaction) Increase the need for training
Inacurate performance evaluations + low performance
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Paid vs volunteer staff
Some differences in the job description of volunteers
might include
voting privileges, if any (board, committee) budget (who prepares, guidelines for expenses,
etc.)
term of office, options for reappointment or re-election
Goals
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Job description - Important tips
Always include approvals from the supervisor and the
jobholder
The focus is on what the employee does, not on how- and
not on how accomplishments will be measured
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Definition
« The process by which organizationsevaluate employee job performance »
-source
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Set performance standards
Two functions1. Objectives or targets for employee efforts
2. Criteria against which job success ismeasured
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Performance standards features
Performance is quantified Performance is easily measurable
Performance standards are understood byworkers and supervisors; and
Performance requires little interpretation
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Performance of volunteers
Set goals- Increases employee commitment, morale,
satisfaction and motivation
*** Is also effective with paid staff
(participative goal setting)
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Uses of employee performance
evaluation
Performance improvement
Compensation adjustments
Placement decisions
Training and development needs
Career planning and development
Deficiencies in staffing process
Informational inaccuracies
Job design errors
Avoidance of discrimination
External challenges
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Employee Opinion Surveys
Way of determining what employees think of their organization:
-working conditions, supervision , how managers are
perceived, etc.
Evaluate specific concerns
Provide feedback Take action
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Recruitment of staff & volunteers
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Identify the job openings Review job descriptions, job specifications
Determine your recruitment methods- school, college, university campus visits,
advertisements, contact with profesional
and labour associations, use of government
agencies, etc.
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Recruitment Adds & Programs
Target specializedlabour
Reaches a wider
audience
More expensive
Recruits may already be
employed (don’t read ads)
May receive thousands of
résumés
Insufficient when labour
markets are tight
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Hiring through Friends
Less costly Knowledge of
organization
Similar interest toorganization
Similar work habits
and attitudes
Can creatediscrimination
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Selection of employees
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How to determine quality staff
1. Experience2. Background
3. Attitude4. Reliability
5. References
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Motivating and Rewarding
Pay scales, pay raises and job perks
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Steps to determining
your pay scale
Phase 1 - Job Analysis
a) Position descriptions b) Job descriptions
c) Job standards
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Phase 2 - Job Evaluation
What is Job Evaluation?A systematic process of determining
the value of jobs in relation to other jobs within the organization.
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Principle of a job evaluation
focus on the work done not on theindividual doing the work
concerned with what is done, how it’s done
and why - not with how well job worth is measured using factors (e.g.
safety of others, product/service quality)
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Phase 2 - Job Evaluation
Refers to Internal EquityPerceived equity of a pay system in anorganization (job worth more are paid more)
Methods to determine job worth
a) job ranking b) job grading
c) point system
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Phase 3-
Wage and salary surveys
Refers to External EquityPerceived fairness in pay relative to what
other employers are paying for the same
type of work
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How to find the information
Labour Canada
HRDC officesEmployer Associations
Professional Associations
Self-conducted surveys
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Phase 4 - Pricing job
Establish appropriate pay level-Reflects its relative and absolute worth
- Relative: ranking in job evaluation
- Absolute: influenced by labour market
Group pay levels in a structure
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Phase 5 - Pay structure
Based on your job rank, job grading or pointsystem, are grouped in categories.
Each category offers a different wage
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Pay raises System
Pay range for each job classEx: Average wage 10$/ hour for a particular category
Wage range is 2$Marginal performer is paid 9$/hour
Average performer is paid 10$/hour
Above average performance is given a meritraise of .50$ per hour until 11$ per hour isreached
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Indirect incentives
Employee benefits Training
Discounts Freebies
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Employee discipline
Preventive discipline – Communicate standards to ensure compliance
– Build a positive spirit of self-discipline
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Corrective discipline
Seeks to:
reform the offender
to deter others from similar actions
maintain consistent, effective group standards
Ex: warning or suspension without pay
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Progressive discipline
stronger penalties for repeated offences
Usually used when offences are minor
Progessive discipline system1. Verbal reprimand by supervisor
2. Written reprimand, with a record on file
3. One - to three day suspension from work
4. Suspension for one week or longer
5. Discharge for cause
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Positive discipline - key steps
1. Focus on the specific problem rather then theemployee’s attitude or personality
2. Gain agreement with the employee that a performance problem exists and that theemployee is responsible for changing his or her
behaviour
3.Approach discipline as a problem solving process
4. Document suggested changes or commitments
by the employee5. Follow up to ensure that the employee is living
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Managing dismissal
Prepare for the interview and conductrehearsal
Consider the dismissal process from the
employee’s perspective and ask « howwould I like to be treated in such a situation
Get to the point. Some experts suggest thatyou convey the message of terminationwithin the first few sentences
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Select the time and place. Experts often suggest ameeting in the morning and during the middle of the week
Have any necessary information ready
Notify others in the organization and ensure thatthe individual’s duties are covered
In some instances, special security arrangementsmay be necessary
Discuss the process with other colleagues who
have had to terminate employees.
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