4 Chapter 8THE U.S. WORKFORCEAll people 16 years and older who are employed of looking for a jobMore that 140 million people have full-or part-time jobs
5 THE CHANGING WORKFORCE Chapter 8THE CHANGING WORKFORCEEducation and trainingHigh school educationSpecial trainingBasic skills and a willingness to work hardCompensationHigh paying jobsLow paying jobsType of WorkWorking with machines and technologyWorking mainly with people and information
6 TYPES OF JOBS Classified by industry Classified by occupation Chapter 8TYPES OF JOBSClassified by industryService-producing industriesGoods-producing industriesClassified by occupationWhite-collar jobsBlue-collar jobs
7 Chapter 8Source: Occupational Outlook HandbookIndustry Categories
8 OCCUPATIONAL CATEGORIES Chapter 8OCCUPATIONAL CATEGORIESProfessionalBusiness and financial operationsServiceConstruction and extractionInstallation, maintenance, and repairTransportation and material movingSales and marketingManagementOffice and administrative supportFarming, fishing, and forestryProduction
9 Employment Projections for Occupational Categories Chapter 8Source:U.S. Bureau of Labor StatisticsEmployment Projections for Occupational Categories
11 Chapter 8Checkpoint >>What are several strong influences on changes in the workforce?AnswerStrong influences for change in the workforce include consumer preferences, economic conditions (business cycles), new technology, and business competition.
12 HUMAN RESOURCES OVERVIEW Chapter 8HUMAN RESOURCES OVERVIEWHuman resources are the people who work for a businessManagement and employeesFull-time and part-time workersTemporary workers and long-time employeesHuman resources departmentHuman resources management in small businesses
13 Human Resources Goals 1. Identify the personnel needs of the company. Chapter 8Human Resources Goals1. Identify the personnel needs of the company.2. Maintain an adequate supply of people to fill those needs.3. Match abilities and interests with specific jobs.4. Provide training and development.5. Develop plans to compensate personnel.6. Protect the health and well-being of employees.7. Maintain a satisfying work environment.
14 Human Resources Activities Chapter 8Human Resources ActivitiesPlanning and staffingJob analysisRecruitment and selectionJob placement
15 Human Resources Activities Chapter 8Human Resources Activities(continued)Performance managementPerformance assessmentPerformance improvementManaging promotions, transfers, and terminations
16 Human Resources Activities Chapter 8Human Resources Activities(continued)Compensation and benefitsWage and salary planningBenefits planningPayroll, benefits, and personnel records management
17 Human Resources Activities Chapter 8Human Resources Activities(continued)Employee relationsHealth and safety planningLabor relationsEmployment law and policy enforcementOrganizational development
18 Checkpoint >> What are the major goals of human resources? Chapter 8Checkpoint >>What are the major goals of human resources?AnswerIdentify the personnel needsMaintain an adequate supply of peopleMatch abilities and interests with specific jobs.Provide training and developmentDevelop plans to compensate personnelProtect the health and well-being of employees.Maintain a satisfying work environment.
19 Managing Human Resources 8-2Managing Human ResourcesGoalsIdentify important planning and staffing activities.Describe compensation and benefits plans.Recognize the goals of performance management.
20 Key Terms job analysis compensation salary and wages benefits Chapter 8Key Termsjob analysiscompensationsalary and wagesbenefitsincentive systemspromotiontransfertermination
21 HUMAN RESOURCES PLANNING AND JOB ANALYSIS Chapter 8HUMAN RESOURCES PLANNING AND JOB ANALYSISClassifying employeesDetermining job requirements
22 HUMAN RESOURCES RECRUITING AND HIRING Chapter 8HUMAN RESOURCES RECRUITING AND HIRINGThe application processNew employee orientation
24 Chapter 8Checkpoint >>Why do human resources personnel need to study jobs before beginning the hiring process?AnswerHuman resources personnel need to study jobs before beginning the hiring process to determine the specific skills that are needed so that they can hire a person with the ability to successfully perform the job.
25 COMPENSATION AND BENEFITS Chapter 8COMPENSATION AND BENEFITSCompensation methodsEmployee benefits
26 Chapter 8Checkpoint >>List three types of incentive systems for employee compensation.Answercommissionpiece ratebase-plus-incentive systems
28 Checkpoint >> What is the purpose of an evaluation conference? Chapter 8Checkpoint >>What is the purpose of an evaluation conference?AnswerThe purpose is to review and discuss the results of the evaluation and plan for the future including any needed performance improvement.
29 Organizational Culture and Workforce Diversity 8-3Organizational Culture and Workforce DiversityGoalsRecognize factors that contribute to an effective organizational culture.Describe the benefits of diversity to an organization, individuals, and society.
30 Key Terms organizational culture work environment labor union Chapter 8Key Termsorganizational culturework environmentlabor uniondiversityglass ceiling
31 DEVELOPING AN EFFECTIVE CULTURE Chapter 8DEVELOPING AN EFFECTIVE CULTUREWork environmentWork-life relationshipsEmployer-employee relationsLabor unions
32 Chapter 8Checkpoint >>What are some ways that companies help employees meet personal demands outside the job?AnswerCompanies can maintain a positive organizational culture that respects the demands on employees from outside of the job through personal time, family leave, flextime, job sharing, and flexplace policies.
33 Chapter 8WORKFORCE DIVERSITYDiversity in the United States and throughout the worldBenefits of diversityOrganizational benefitsIndividual benefitsSocietal benefits
34 FEDERAL LAWS REGULATING DISCRIMINATION Chapter 8FEDERAL LAWS REGULATING DISCRIMINATIONThe Civil Rights Act of 1964The Age Discrimination and Employment Act of 1967The Americans with Disabilities Act
35 DEVELOPING A DIVERSE ORGANIZATION Chapter 8DEVELOPING A DIVERSE ORGANIZATION1. Develop a written commitment to diversity.2. Have the full support of top executives.3. Review evidence of diversity in the company.4. Update policies and procedures.5. Provide continuing diversity education.6. Recognize and celebrate diversity.
36 Chapter 8Checkpoint >>Identify several organizational, individual, and societal benefits of diversity.AnswerOrganizations benefit from having a larger employment pool from which to select qualified applicants, the ability to project a positive image, and enhanced capability to serve diverse markets.Individuals benefit by having the opportunity to develop to their full potential and to feel respected and supported despite their differences.Society benefits by a reduction in the social unrest and upheaval caused by prejudice and discrimination. The entire society benefits as diversity opens more job opportunities for everyone.