Developing and Maintaining Performance Management by lts17637

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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.

                                                 1
Human Resource
 Management

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



                                        2
Human Resource
 Management

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



                                          3
Human Resources
Management

• Attracting a quality workforce
  HR Planning - Recruitment - Selection

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


                                              4
Human Resources
 Management

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




                                       5
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
                                              6
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
                                            7
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.

                                          8
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.

                                                9
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.
                                           10
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….
                                         11
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.


                                            12
Attracting A Quality
    Workforce

• Recruiting Practices
  External
  Internal
  Traditional
  Realistic


                         13
Attracting A Quality
   Workforce

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

                                            14
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.




                                                15
Developing A Quality
   Workforce

• 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.



                                                 16
Developing A Quality
   Workforce

• Training and Development
  A set of activities that provides
   learning opportunities through which
   people acquire and improve job
   related skills.



                                          17
Developing A Quality
   Workforce

• Types of Training
  On-the-Job
    • Job Rotation - Coaching - Apprenticeship
      Modeling - Mentoring
  Off-the-Job
    • Management Development
    • Management Simulation Games

                                           18
Developing A Quality
   Workforce

• The Role of Performance Appraisal
  The process of formally assessing
   someone's work and providing feedback
   on performance.




                                       19
Developing A Quality
   Workforce

• 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.
                                             20
Developing A Quality
   Workforce

• Performance Appraisal Methods
   Graphic Rating Scales
  Narrative Technique
  Behaviorally Anchored Rating Scales
  Critical-Incident Techniques
   Multiperson Comparisons

                                         21
Maintaining A Quality
   Workforce

• Career Development
  A 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.

                                        22
Maintaining A Quality
   Workforce

• Career Planning
  Is the process of systematically
   matching career goals and individual
   capabilities with opportunities for their
   fulfillment.



                                          23
Maintaining A Quality
   Workforce

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


                                 24
Maintaining A Quality
   Workforce

• Retention and Turnover
   Promotions
  Transfers
  Layoffs
  Retirements
  Early Retirements
  Firings
                           25
Maintaining A Quality
   Workforce

• Managing Compensation and
 Benefits
 Base Compensation
 Fringe Benefits
 Competitive Structures
 Flexible Programs
                              26
Maintaining A Quality
   Workforce
• 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
                                                 27
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
                                       28
Bargaining Strategies

• Unions Use     • Companies Use
  Strike          Lockout

  Boycott         Strike Breakers

  Picket          Injunctions
  Slowdown
                                      29
Bargaining Strategies

• The Traditional Adversarial View
  "Win-Lose”

• The New and Emerging View
  "Win-Win"




                                     30

								
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