Human Resources by madure

VIEWS: 325 PAGES: 14

									Management Fundamentals
Concepts, Applications, Skills Development

Human Resources Management: Staffing
8A

HR Management Process

Planning

Attracting

Developing

Staffing & Retaining

8-1

Job Analysis
Job Description The job title. (Clerk, bookkeeper, technician, etc.) Supervision. (Who you report to? Who, if anyone reports to you?) Location. (Where the job is performed—shop, office etc.) Tasks, duties, activities, etc. (What the person actually does on the job.) Performance standards. (The level of acceptable performance, e.g., the sale of $100,000 worth of merchandise per year.) Working conditions. (Specifies any hazards, heat, noise, etc.) Tools, equipment, materials, etc. (Typewriters, computers, forklifts, etc.) Job Specifications Skills and ability. (Type 60 words per minute.) Credentials. (College degree, teacher certification.) Training. (Trained to operate XYZ machine.) Experience. (Having held the same or a similar job for a certain period of time, usually stated in years of experience.) Personal qualities. (Good judgment, initiative, personality, ambition.) Physical effort. (Able to lift 50-pound bags.) Sensory demands. (Specific level of sight, hearing, smell.)
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The HR Management Process
Human Resources Planning Strategic human resources planning Job analysis Retaining Employees Compensation Health and Safety Labor Relations Termination and Outplacement Developing Employees Orientation Training and development Performance appraisal
8-3

Attracting Employees Recruiting Selecting

Employee Selection Process
• Application • Screening interview • Testing • Reference checks • Interviewing • Hiring

8-4

Rushing

5 Selection Process Problems To Avoid

Stereotyping “Like Me” Syndrome Halo & Horn Effect Premature Selection
8-5

Introducing New Employees
•Organization & department functions •Job tasks & responsibilities •Standing plans •Tours •Co-workers

Orientation

8-6

Training & Development
• Training - the process of acquiring the skills necessary to do the job. • Development - the ongoing education to improve skills for present and future jobs.
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The Training Cycle
1. Conduct a needs assessment

5. Measure and evaluate training results

2.. Set objectives

4. Conduct the training

3. Prepare for training

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You Get What You Reward
•People will do what they are rewarded for doing.
8-9

Compensation
•The total cost of pay and benefits to employees.
8-10

Performance Appraisals
• Developmental - used to make decisions and plans for performance improvements. • Evaluative - used to make decisions regarding pay, transfers, promotions, demotions, and terminations.
8-11

Wages Hourly Salary Week, Month or Year Incentives Pay for Performance
8-12

3 Pay Systems

Labor Relations
•Interaction between management and unionized employees.
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