1. 1 Acquiring the Right People Human Resource specialist rarely make specific personnel decisions. Staffing responsibilities rest almost entirely with supervisory personnel. Human Resource specialists are facilitators in the process….they assist the responsible parties.

2. 2 This Means That Supervisors Must Be n Knowledgeable about HR planning. n Adept at interviewing. n Involved in employee development programs. n Skilled at evaluating employee performance. n Well grounded in employment law.

3. 3 Equal Employment Opportunity Civil Rights Act - 1964 Prohibits discrimination in hiring, firing, promoting, and privileges of employment based on race, religion, color, gender, or national origin.

4. 4 Equal Employment Opportunity Age Discrimination in Employment (67 - 78 - 86) Prohibits age discrimination against employees. Prohibits forced retirement for most employees. Amended twice.

5. 5 Equal Employment Opportunity Equal Employment Opportunity Act (1972) Established the EEOC to enforce civil rights laws and gave it the power to sue organizations that failed to comply. It also expanded Title VII coverage and required employers to participate in affirmative action.

6. 6 Equal Employment Opportunity Immigration Reform and Control Act (1968) Prohibits unlawful employment and unfair immigration-related employment practices.

7. 7 Equal Employment Opportunity Americans With Disabilities Act (1990) Prohibits employers from discriminating against individuals with physical or mental disabilities or the chronically ill. Also requires organizations to reasonably accommodate these individuals.

8. 8 Equal Employment Opportunity Civil Rights Act - 1991 Reaffirms and tightens prohibition of discrimination; permits individuals to sue for punitive damages in cases of intentional discrimination.

9. 9 Equal Employment Opportunity Family and Medical Leave Act (1993) Grants 12 weeks of unpaid leave each year to employees for the birth or adoption of a child, or the care of a spouse, child, or parent with a serious health condition; covers organizations with 50 or more employees.

10. 10 Affirmative Action Legislation that requires employers to make an active effort to recruit, select, train, and promote members of protected groups.

11. 11 Affirmative Action Supervisors in such organizations are generally required to actively pursue both female and minority candidates and make good faith efforts to get them into the applicant and advancement pool.

12. 12 Affirmative Action The law goes beyond hiring and requires that organizations provide work environments that facilitate Equal Access to Opportunity and are Free from Discrimination and Harassment.

13. 13 Elimination of Sexual Harassment Sexual harassment is anything of a sexual nature that is required for getting a job, has an employment consequence, or creates an offensive or hostile environment, including sexually suggestive remarks, unwanted touching, sexual advances, requests for sexual favors, and other verbal and physical conduct of a sexual nature.

14. 14 Determining Staffing Needs Strategic human resource planning is the assessment of current human resources and future human resource needs, as well as the development of a program to meet all future human resource needs.

15. 15 Job Specifications The minimum acceptable qualifications an incumbent must possess to perform a given job successfully. It identifies the knowledge, skills, and abilities needed to do the job effectively.

16. 16 Recruiting Candidates n Internal Sources n Advertisement n Employee Referrals n Employment Agencies n Schools, Colleges, and Universities n Professional Organizations n Casual or Unsolicited Applicants

17. 17 Employee Selection Selection is a prediction exercise. It seeks to predict which applicants will be successful if hired. The Selection Goal is the reduction of the probability of error while increasing the probability of making correct decisions.

18. 18 Employee Selection The Selection Device(s) used to facilitate this process must demonstrate Validity and Reliability. n Applicant Form n Written Tests n Performance Simulation Tests n Interviews n Background Investigations n Physical Examinations

19. 19 Employee Selection Reliability: an indication of whether a test or device measures the same thing consistently. Validity: a proven relationship between a selection device and some relevant criterion.

20. 20 Orientation, Training, and Development Orientation: an expansion on information a new employee obtained during the recruitment and selection stages; an attempt to familiarize new employees with the job, the work unit, and the organization as a whole.

21. 21 Orientation, Training, and Development Employee Training: changing skills, knowledge, attitudes, or behavior of employees. Determination of training needs is made by supervisors. On-the-job Training / Off-the-job Training

22. 22 Orientation, Training, and Development Employment Development: preparation of employees for future positions that require higher level skills, knowledge, or abilities.