2. HUMAN RESOURCE MANAGEMENT February 22, 2010

3. Human Resource Management u Activities necessary for staffing the organization and sustaining high employee performance.

4. HR Functions u Staffing u HR Planning u Recruitment u Selection u Performance Management u Orientation and Training u Appraisal u Compensation

5. Strategic Human Resource Management Process

6. HR Planning u Process by which management ensures it has the right personnel to complete the organization’s tasks. u Why? u How?

7. Steps in HR Planning 1. Collect Information  Job analysis  Description  Human resource inventory 2. Forecast HR demand  Business Demand  Productivity ratios  Adjust for changes 3. Forecast HR supply 4. Reconcile demand and supply

8. Productivity Analysis

9. Productivity Analysis: Adjusted for Productivity Change

10. Simple Turnover Analysis

11. Legal Environment of Human Resource Management u Labor Relations u Wagner Act (1935)--NLRB u Compensation & Benefits u Fair Labor Standards Act (1938) u federal minimum wage, hours, child labor u Health and Safety u OSHA (1970) u Equal Employment Opportunity

12. Major EEO Laws u Title VII, CRA u ADEA (1967/1986) u ADA (1990) u Executive Order 11246

13. Title VII CRA (1991) Prohibits discrimination in any employment- related decision on the basis of race, color, religion, sex, or national origin.

14. Equal Employment Opportunity u Sexual harassment u consists of unwanted sexual attention that creates an adverse work environment u Quid pro quo – tangible economic injury u Hostile environment – offensive work environment

15. Types of Discrimination u Disparate Treatment u Individuals are treated differently because of their membership in a protected class. u Disparate Impact u Equal application of an employment standard has an unequal effect. u 4/5 th rule

16. Four-Fifths Rule u A practice has adverse impact if the hiring rate of a protected class is less than four-fifths of the hiring rate of the group with the highest rate.

17. To determine compliance: Ê Calculate majority group hiring rate  # majority hired/# majority applied Ë Calculate minority group hiring rate  #minority hired/#minority applied Ì Divide step 2 by step 1 Í If <.80, then Disparate Impact

18. EEO Implications u Costs u Job-relatedness u Interview Carefully u Document Decisions

19. HUMAN RESOURCE MANAGEMENT Continued

20. Recruiting u Goal? u u Issues u Who? (internal vs. external) u How? (methods) u What?

21. Internal (vs. External) Recruitment AdvantagesDisadvantages

22. Recruiting Methods u Referrals from current employees u Former employees u Customers u Internet/e-recruitment u Advertisement u Newspaper/Television u Trade or professional publications u Billboards u Employment Agencies u Executive Recruiting Firms u College Recruiting

23. Recruitment u Realistic job preview u gives a candidate a picture of both the positive and negative features of the job and the organization before he is hired u People tend to quit less frequently and be more satisfied

24. Selection u Selection process u Initial screening of job applicants u Background information, application forms, résumés, reference checks u Evaluation of remaining candidates u Interviews u Employment Tests

25. Selection: Validity u Primary method of demonstrating job- relatedness u Represented by the correlation coefficient u Strength of the relationship between scores on the predictor and job performance u Symbolized as "r"; e.g., r=.30 u Higher numbers indicate stronger relationship

26. Selection Tool Validities PREDICTOR Amount of Education Job Tryout Biographical Inventory References Cognitive Ability Tests (IQ) GPA Interview

27. Selection u Unstructured interview u no fixed set of questions and no systematic scoring procedure

28. Selection u Structured interview u involves asking each applicant the same questions and comparing their responses to a standardized set of answers u Situational – focuses on hypothetical situations u Behavioral – explore what applicants have actually done in the past

29. Orientation, Training, & Development u Orientation u helping the newcomer fit smoothly into the job and the organization u designed to give employees the information they need to be successful

30. Training & Development u Training: Teaching operational or technical employees how to do the job for which they were hired. u Development: Teaching employees the KSAs needed to do their job in the future.

31. Five Steps in the Training Process

32. Example: E-Learning u Millions of people are taking short- term, practical courses related to their careers u Advantages u no transportation is needed u You can follow a flexible schedule u You can work at your own pace u Drawbacks?

33. Why do Organizations Conduct Performance Appraisals? u u u u

34. Appraisal Tools--***CHECK TEXT DESCRIPTION*** u Subjective appraisal of u Employees traits u Employee behaviors u BARS u Objective appraisal-(MBO) u based on results u harder to challenge legally u Forced ranking (Curve)

35. Common Rater Problems u Stereotyping u Central Tendency u Halo Effect u First Impression u Similar to Me u Dissimilar to Me u Contrast Effect

36. Improving Appraisals

37. PERFORMANCE MANAGEMENT Goal Setting Coaching And feedback Rate and Evaluate Formal Feedback Session

38. Managing Promotions, Transfers, Disciplining, & Dismissals u Promotion u moving upward u Transfer u moving sideways u Disciplining & Demotion u moving downward u Dismissal u moving out of the organization

39. Concerns u Nondiscrimination u Legality u Procedural Fairness u Decision Rule, Consistency, Explanations u Interpersonal Fairness u Communication, respect, notice u Others’ resentments