1. Chapter Fourteen Human Resource Management

2. Chapter Focus Define the job analysis process and the functioning of job description and job specifications. Evaluate the advantages and disadvantages of five sources of employee recruitment. Describe the three steps of employee selection. Discuss the need for employee training and the six methods of doing so. Explain the three components of a compensation plan the the variable elements of a benefits system. Profile an effective sequence for disciplining and terminating an employee.

3. SBA Sample Job Analysis Questionnaire Form 1IDENTIFICATION FACTS Job Title ________________________ Location ____________________ Other titles used _________________ Number employed: M ____ F ____ Brief summary of nature or function of job* ________________________ _____________________________________________________________ Code number ** ______ Salary range: Minimum ________________ Maximum _______________ Average bonus or incentive payment _______________ Working hours: Shift: ______________ From _____ To ______ Overtime: __ never __ seldom __ frequent; av. hrs. per week: _______ Misc. ________________________________________________________ * A 1-sentence description, to give a general idea of job. ** Job definition. Fig. 14-1

4. Sample Job Description SAMPLE JOB DESCRIPTION Job Title: Word Processor Department: Sales Status: Nonexempt Principal Position Objective: To enter documents into computer within deadlines at acceptable levels of accuracy. Reporting Relationships: Reports to Office Manager. Completes work for personnel from all departments. Qualifications: High school diploma or equivalent Type 75 words per minute error-free One year word processing experience or equivalent Working knowledge of WordPerfect for Windows Knowledge of proofreading symbols Fig. 14-1a

5. Sample Job Description (cont.) SAMPLE JOB DESCRIPTION (cont.) Attendance Requirements: Normal office hours are 8 am to 5 pm, Monday through Friday. Work Performed: Type letters, memos, reports, contract, and other forms in text and graphical format using a variety of formats and layouts. Proofread own work in addition to documents produced by other word processors. Operate photocopy machine in producing hard copies and transparencies. Operate other office equipment such as fax, binding machine, and scanner. Other Duties: Deliver documents as needed Occasional travel required Fig. 14-1b

6. SOURCES OF EMPLOYEE RECRUITMENT Advertising in media Employment agencies Executive recruiters (head hunters) Employee referrals Relatives and friends

7. 3 MAIN STEPS OF EMPLOYEE SELECTION 1. Application forms and resumes 2. Interviews 3. Testing

8. Four Purposes of the Application Form and the Resume To provide a record of the applicant’s desire to obtain the position. To provide a profile of the applicant to be used during the interview. To provide a basic personnel record for the applicant who becomes and employee. To serve as a means of measuring the effectiveness of the selection process. page 377

9. Professional or Technical Employee Orientation Checklist Provide employee with job description for position. Explain specific requirements and expected accomplishments. Provide overview of the organization and mission of the department, its relationship to other departments, and the employee’s role as it relates to the goals of the department. Introduce employee to department staff. Provide tour of facility and introduce employees outside of the department. Review: Working hoursPersonal emergencies Lunch periodPerformance appraisals Jury dutyOvertime Probation periodIllnesses Military obligation Time and attendance reporting Fig. 14-3a

10. Professional or Technical Employee Orientation Checklist (cont.) Review benefits: Insurance (life, disability, Sick days medical, travel, accidentVacation days workers’ compensation)Career development Tuition reimbursementHolidays Employee Assistance Program Review paperwork for completeness: ApplicationsW-4 Form Sales formsI.D. card Personnel questionnaireInsurance application Signature on employment agreement Provide employee with: Employee handbookOrganization chart “Where to Go” guideHistory and product line Time cardTelephone directory Security proceduresRestaurant guide Copy of newsletterBuilding layout Make public announcement of new employee’s name, position and starting date. Fig. 14-3b

11. EMPLOYEE TRAINING METHODS Lecture Conferences Programmed learning Role playing Job rotation On the job training (OJT) Trade journals

12. 3 TYPES OF COMPENSATION PLANS 1. Hourly wages or salary 2. Piecework rate 3. Commission

13. BENEFIT PLAN OPTIONS Flexible benefits plan Health insurance Pension plans IRAs SEPs 401Ks Keogh Plans Child care

14. Benefits Provided by Small Private Employers EMPLOYEE BENEFIT PROGRAM Table 14-2a ALL EMP. Paid Holidays Vacations Personal leave Lunch period Funeral leave Jury duty leave Military leave Sick leave Maternity leave Paternity leave PROF., TECH., & RELATED EMP. CLERICAL & SALES PROD. & SERVICE 84% 88 11 8 48 47 54 21 47 2 e 95% 94 17 7 42 57 72 29 70 3 e 91% 93 13 7 46 54 62 26 61 3 e 75% 83 7 8 51 38 43 15 29 1 e

15. Benefits Provided by Small Private Employers (cont.) EMPLOYEE BENEFIT PROGRAM Table 14-2b ALL EMP. Unpaid Maternity leave Paternity leave Sickness and Accident Insurance Wholly employer financed Partly employer financed Long-Term Disability Insurance Wholly employer financed Partly employer financed PROF., TECH., & RELATED EMP. CLERICAL & SALES PROD. & SVC. 17% 8 26 17 9 19 16 3 26% 13 25 14 10 36 30 5 17% 8 26 17 9 19 16 3 26% 13 25 14 10 36 30 5

16. EFFECTIVE SEQUENCE FOR DISCIPLINING OR TERMINATING EMPLOYEES Oral reprimand Written warning Suspension without pay Termination