ch09 human resource management
TRANSCRIPT
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Chapter 9Human Resource Management
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Human Resource Management
The integration of all processes, programs, and systems in an
organization that ensure staff are acquired and used in an effective
way
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Strategic Importance of HRM Can establish an organization’s sustainable
competitive advantage
Requires fundamental change in how managers think about employees Partners and Investments
Need to consider outsourcing certain HR transactions But then what does the HR dept. do?
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Legal Environment of HRM Federal and provincial governments
influenced HRM through laws and regulations Huge increase in this since 1960’s
Employers must ensure that managers understand their obligations and comply
Four primary areas of employment legislation Lets look at the Main One
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Human Rights Legislation Has the most impact on HR decisions Protects individuals and groups from
discrimination Protects employees from harassment--
both workplace and sexual Consider the time, (which translates to
money), that managers spend on HRL
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Other Employment Legislation Employment standards
Basic or minimum employment conditions in an organization
Minimum wage, hours of work, OT pay Health and safety
Healthy and Safe work Environment On the Job Injuries
Labour relations Relationship between union and employer Not all organizations are covered by Labour
Relations
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Global Laws and HRM Laws and regulations are not the same
throughout the world Working Conditions, Pay, H&S
Important for manage to know the legislation in the country in which they are working
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Human Resource Planning
Assessing FutureHuman Resource
Needs
Assessing Current Human Resources
Developing aProgram to Meet
Needs
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HR Planning We have found the gap, how do we fill
this void? How much time should we spend on
identifying the right person? Lets follow the trail of what it takes to
hire a new team member in an oganization.
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Recruitment
Process of locating, identifying, and attracting capable candidates
Can be for current or future needs
Critical activity for some corporations.
What sources do we use for recruitment
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RecruitmentSources
InternalSearches
EmployeeReferrals
EmployeeLeasing
TempServices
EmploymentAgencies Advertisements
SchoolPlacement
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Selection Prediction exercise
Thus, Not Perfect Decision-making
exercise Purpose is to hire the
person(s) best able to meet the needs of the organization
Tied Back to Strategy
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Selection Are there ways that managers can
ensure that the decision achieves the desired outcome? (time and time again) Yes, use HR Tools which are Reliable &
Valid
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Reliability
Degree to which selection tool measures the same thing consistently
Can be a test or an interview Same questions need to be asked.
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The Effectiveness of Interviews Prior knowledge about an applicant Attitude of the interviewer The order of the interview Negative information The first five minutes The content of the interview The validity of the interview Structured versus unstructured interviews
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Common Types of Interviews Non-directive
Most Latitude Questions are open ended This can get you into trouble
Behavioural Description As about a situation you have experienced.
Structured Panel Situational
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Written Tests Intelligence General aptitude Ability Interest
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Reference Checks Potential employer seeks to verify
information Important to have well-constructed
questions Can you Outsource This? How far can you dig?
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Your Hired Now What? Most Important Stage
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Familiarization to Organization and its Values
Improved Success On the Job
Minimizes Turnover
Orientation Process to introduce new employees to
organization Familiarize new employee to job and
work unit Help employee to understand values,
beliefs, and acceptable behaviours
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Training and Development Learning experience that seeks
relatively permanent change Involves changing skills, knowledge,
attitudes or behaviours Training tends to be done for current job Develop usually means acquiring skills
for future work
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Performance Management
Integration of management practices that includes a formal review of employee performance How often should this take place?
Includes establishing performance standards and reviewing the performance
Means to ensure organizational goals are being met
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MultipersonGraphicRating Scales
CriticalIncidents
WrittenEssay
BARS
Performance Review Methods
360-DegreeReviewMBO
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If Performance Falls Short Train Discipline Coach Out the Door
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Compensation Management
Process of determining cost-effective pay structure
Designed to attract and retain
Provide an incentive to work hard
Structured to ensure that pay levels are perceived as fair
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Factors That Influence Compensation
Unionization
Level ofCompensation
and Benefits
Employee’stenure and
performance
Kind of jobperformedSize of
company
Managementphilosophy
Kind ofbusinessGeographical
location
Labour- orcapital-intensive
Companyprofitability
FOM 9.29
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Employee Benefits Indirect financial rewards Designed to enrich employees’ lives Vary widely in scope Costs range from 30% to 40% of payroll
costs
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Health and Safety Employers are responsible for ensuring
a healthy and safe work environment Employees are required for follow
instructions and any legal requirements Workplace violence is a growing
concern
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Labour Relations Relationship between union and employer Union functions as the voice of employees Collective bargaining is a process to
negotiate terms and conditions of employment
Bargaining produces a written document called a collective agreement