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Human Resource Management

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Human Resource Management What is it? The organizational activities in your company focused on attracting, developing, and maintaining an effective and productive ... – PowerPoint PPT presentation

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Title: Human Resource Management


1
Human Resource Management

What is it? The organizational activities in
your company focused on attracting, developing,
and maintaining an effective and productive
workforce
2
Stages in Employee Development
  • Recruiting
  • Hiring
  • Training
  • Development

3
Recruiting
  • Internal
  • Job Posting
  • Job Bidding
  • External
  • Web-based
  • Networks

4
Recruiting
  • External
  • High Schools and Vocational Schools
  • Community Colleges
  • Colleges and Universities
  • Former Employees
  • The Unemployed
  • Persons with Disabilities
  • Older Individuals
  • The Military

5
Recruiting Methods
  • Advertising
  • Newspaper
  • Professional and Trade Journals
  • Employment Agencies
  • Recruiters
  • Cyber Recruiters
  • Job Fairs
  • Internships

6
Recruiting Methods
  • Executive Search firms
  • Professional Associations
  • Walk-in Applicants
  • Open Houses
  • Event Recruiting
  • Sign-On Bonuses

7
Hiring
  • Selection
  • Checks for Discrimination
  • Immigrants
  • Probationary Period
  • Interviews
  • In Person
  • Telephone
  • Videotaped
  • Virtual On-line
  • Targeted Selection

8
High Yield Hiring
  • Key Success Factors for Finding the Right People
  • Create a job description
  • Develop job key criteria checklist
  • Recruit the right people
  • Find, interview, selection, offer processes
  • Manage the total process and succession planning

9
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10
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11
Training
  • Job Security
  • Career Security
  • Need for Top Management Support
  • Commitment from Specialists and Generalists
  • Learning Styles
  • Just-in-Time

12
Development
  • Mentoring
  • Coaching
  • Case Study
  • Online Distance Learning
  • Role Playing
  • Apprenticeships
  • Simulations
  • Business Games

13
Performance Management
  • Ensuring that goals and objectives are met
    consistently, effectively, and efficiently
  • Elements
  • VMOST
  • Organizational linkages and culture
  • Employee roles and responsibilities
  • Development and growth
  • Expectations, rewards and consequences

14
Appendix
  • Additional HRM charts and information

15
HR Planning
  • Goal attract and retain qualified human
    resources
  • Job Analysis leads to job description (duties,
    responsibilities, work conditions, tools, etc,
    required) and to job specification(skills,
    abilities, credentials, qualifications, etc, to
    perform the job)

16
HR Planning Process
  • Conduct job analysis
  • Forecast demand for labor
  • Forecast internal supply of labor (use of skills
    inventory bank employee info system succession
    planning charts
  • Forecast external supply of labor
  • Develop plan to match demand with supply

17
Staffing the Organization
  • Recruiting resources (internal and external)
  • Selecting resources (application forms, testing,
    interviews

18
Developing the Workforce
  • Training (OJT, off the job tng)
  • Performance appraisal process
  • Development and Education (current job/current
    skill---future job/future skill)

19
Compensation System
  • Wages / Salaries / benefits
  • Incentive programs
  • Individual incentives (merit systems variable
    pay - pay for performance bonus)
  • Companywide incentives (profit sharing pay for
    knowledge)

20
Benefit Programs
  • Workers compensation insurance
  • Retirement plans / Pension plans (company
    sponsored)
  • Cafeteria benefits plan (health, life, disability
    insurances ed. Benefits)

21
Legal Context of HRM
  • USA EEO to prevent discrimination practices
  • Protected class (race, color, religion, gender,
    age, national origin, disability status, military
    veteran)
  • EEO commission enforces affirmative action plan
    by companies
  • Office of Federal Contract Compliance Programs -
    doing business w/ govt
  • Equal Pay act and Americans with disabilities Act
    as part of the 1964 civil rights act
  • Legal issues in compensation (fair labor
    standards Act 1938 for min wage) ERISA employee
    retirement income security act 1974 for standards
    by companies to manage pension funds)

22
Contemporary Legal Issues in HRM(USA)
  • OSHA 1970 Occupational Safety Health Act
    environment free from hazards
  • Americans with Disabilities Act 1990 AIDS in
    the workplace
  • Sexual harassment reverse discrimination
    hostile work environment employment at will

23
New Challenges in the Workplace
  • Managing workforce diversity (incl attitudes,
    beliefs, values, behaviors)
  • Managing knowledge workers (issues and
    challenges)
  • Contingent (other than a permanent or full time),
    temporary, and contractor workers

24
Dealing with Organized Labor(USA)
  • 12.5 of workers today, from 15 in 1995
  • Collective bargaining negotiate common terms
    and conditions of employment
  • Contract issues COLA, compensation, benefits,
    job security, mgt rights, productivity, work
    conditions, job specialization /categories
  • Union tactics Strikes (economic, sympathy,
    wildcat) picketing boycotts work slowdown.
  • Mgt tactics Lockouts temp workers-strikebreaker
    s mediation by neutral 3d party
    binding/compulsory arbitration thats legally
    required (firefighters, police), voluntary
    arbitration

25
Activities
  • Role Playing activities include
  • Conducting a one-on-one job interview
  • Using the Targeted Selection Interview technique
  • Practicing performance coaching techniques
  • Practicing mentoring techniques
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