1. Human Resources Management
Chapter 15
Human Resources Management pp

2. Why It’s Important
To get the most out of its workforce, a business has to find the right employees, properly train them, and evaluate their performances.

3. Employees: The Key to Success
A business’s human resource is the people who work for it.
These employees provide the skills, knowledge, labor, and experience needed to make a business productive.

4. Finding Employees
Human resources management is the process of finding, selecting, training, and evaluating employees.

5. Job Description
A job description is a detailed outline of the duties, qualifications, and conditions required to do a specific job.

6. What qualifications must a person have for this position?
Figure
15.1
WANT AD
This job description lists the duties and responsibilities of a records assistant.
What qualifications must a person have for this position?

7. Job Description
Compensation is how much the job pays and the benefits offered.

8. Employee Benefits
You might evaluate a job opportunity based on the benefits package.
Pay attention to the health care, retirement benefits, and specific needs of your family.

9. Employee Benefits The three types of retirement plans are: Pension
Profit-sharing
401k

10. Job Recruitment
Recruitment means actively looking for qualified people to fill a job.
One way to recruit people is by placing ads in newspapers, in magazines, at schools, or on the Internet.

11. Job Recruitment
Employment agencies, employees’ recommendations, or conventions are also ways to find qualified people.

12. The Selection Process
There are four steps to selecting the right person or candidate for the job.
Job application
Interview
Testing
References

13. The Selection Process
The job description gives a clear picture of what the job requires.
It will be your task to convince an employer that you can do everything in the job description well.

14. The Selection Process
Human resources managers want employees who can communicate well both in writing and orally.

15. The Selection Process
Employees must know how to do business in other countries.
You may find knowledge you have about other countries to be a selling point for you someday.

16. Graphic Organizer Graphic Organizer The Staffing Process Job Analysis
Forecasting
Recruitment
Screening
Selection
Orientation

17. Developing Employees
To develop employees, they need to be oriented, trained, and evaluated.

18. Orientation
Orientation is the process of helping new employees adjust to a company.

19. Orientation Orientation includes: Meeting other employees
Group orientation session
Receiving an employee manual
Reading the company’s code of ethics

20. Training
On-the-job training involves learning a new job by actually doing it.
On-the-job-training is usually done under the guidance of a supervisor.

21. Training
Group training involves learning a new task or skill with a group of other employees like a class.

22. Evaluating Employees
A performance appraisal is an evaluation of how well an employee is performing.

23. Evaluating Employees
The performance appraisal is used to determine whether an employee should get a raise, a promotion, or new training.

24. Promotion
A promotion is a move to a higher-level job with more authority, responsibility, and pay.

25. Promotion
In promotions, it’s important to consider not only how an employee performs in the current job, but also how he or she will adapt to a new one.

26. Promotion
The Peter Principle states that it is possible for employees to be promoted until they reach a level at which they can no longer perform.

27. Transfer
A transfer is a move to another job within a company at the same level and pay.
An employee is usually transferred because the company moves or opens a new office.

28. Separation
Separation means leaving a company for any reason.

29. Separation A voluntary separation occurs when an employee resigns.
Involuntary separations include layoffs and terminations.

30. Separation
A company that is losing money may need to downsize, or reduce the number of employees.

31. Separation
Layoffs are often temporary and an employees may be brought back if conditions improve.
If a layoff is permanent, a company might help employees find new jobs.

32. Separation
An employee can be fired, or terminated, for being late all the time, doing a poor job, or breaking company rules.

33. Separation
When training, counseling, and disciplinary action fail, termination is necessary.

34. Separation
Termination wastes company resources and the time invested in hiring and training an individual.