Managing Human Resources

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					Managing Human Resources


        Chapter 9
Job analysis   HR planning &      Employee        Employee
  & design      forecasting      recruitment      selection

I.    Human Resource Planning
A. Job Analysis
      1. job description - lists the tasks and
         responsibilities of a job
       2. job specification - skills, knowledge,
          and abilities a person must have to fill a job
Job analysis   HR planning &    Employee     Employee
  & design      forecasting    recruitment   selection

  B. HR Planning & Forecasting
     1. Demand forecast

     2. Supply forecast (internal):
 3. Labor Supply & Demand
        a. frequent changes, use of contingency workers

        b. Labor shortage in the 1990s
          -some individuals seeking work advertise
         themselves as free agents, employers bid for
         interviews
        c. post-September 11 labor demand




Source: Entrepreneur, Jan. 2000, p. 16.
Job analysis   HR planning &       Employee     Employee
  & design      forecasting       recruitment   selection

  III. Employee Recruitment:
     A. Internal recruitment sources
          1. Present and former employees
          2. Previous applicants
     B. External Recruitment Sources
          1. Newspaper advertisements
          2. Trade journals and magazines
          3. Colleges and universities
          4. Employment agencies
          5. Job fair
Job analysis   HR planning &    Employee     Employee
  & design      forecasting    recruitment   selection


  IV. Employee Selection:
     The process of determining which
     people in the applicant pool possess the
     qualifications necessary to be
     successful on the job.
A. Steps of the Selection Process

                         Hire or not hire

               Physical examination

     Background and reference checks

         Selection interview

     Employment testing

     Initial screening
   Training &   Performance planning   Compensation
  development        & evaluation        & benefits

V. Training and Development:
  A. Employee Orientation
  B. On-the-job training
    1. job rotation
    2. apprenticeship
    3. mentoring
  C. Off-the-job training
    1. vestibule training
    2. programmed instruction
  D. Employee development
VI. Performance Planning/Evaluation
 A. Performance appraisal
   – Compares an employee’s actual performance
     with the expected performance
   – Typically used to determine an employee’s
      • Compensation
      • Training needs
      • Advancement opportunities
   – typically a direct relationship between appraisal
     and compensation/advancement
VII. Compensation & Benefits
   A. Types of Compensation or Pay
     1. hourly wages
     2. salaries
     3. piecework and commission
     4. accelerated commission schedule
     5. bonus
     6. profit sharing
     7. fringe benefits and services
VIII. Organizational Career Mgmt
 A. Job change within the organization
    1. promotion
    2. transfer
    3. demotion
 B. Separations from the organization
    1. layoff
    2. termination
    3. resignation
    4. retirement
IX. Laws Affecting Human Resources
 A. Role of Gov’t agencies in HRM
    1. Fair Labor Standards Act (1938)
    2. Equal Pay Act (1963)
    3. Occupational Safety & Health
       Act(1970)
    4. Americans with Disabilities Act (1990)
 B. Making affirmative action work
X. Labor Relations
 A. Why join a union?
 B. Federal regulation of union-mgmt
     interations
 C.Job security
   -union shop            -open shop
   -agency shop           -closed shop
 D. The labor contract
 1. collective bargaining       2. the contract
 3. discipline                  4. grievances
 5. strike

				
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