1 9. Human Resource Management & Motivation And Labor-Management Relations

2 Responsibilities of HR Managers Planning for staffing –Forecasting Estimate demand Estimate supply Accommodate changing conditions –Job analysis –Job description Statement of tasks Statement of conditions (work environment) –Job specification

3 Responsibilities of HR Managers (Cont.) Recruiting & selecting –Initial contact –Application –Employment tests (optional) –Interview (HR) –Interview (Supervisor) –Reference check –Medical examination –Evaluation & selection –Notification & employment

4 Responsibilities of HR Managers (Cont.) Orienting –Orientation programs Company background Benefit programs Employment policies Job duties Standards of conduct Employee manuals Training –On-the-job– Apprenticeship –Off-the-job– Mgmt. development

5 Responsibilities of HR Managers (Cont.) Evaluating performance –Performance appraisal Written standards and evaluation Multiple evaluators (e.g., 360º review) Measurability of productivity Compensation –Wages/salaries –Incentives Bonuses Commissions Gain sharing Profit sharing Production sharing Pay-for- knowledge

6 Responsibilities of HR Managers (Cont.) Benefits –Perquisites –Flexible benefit (“Cafeteria”) plans –Flexible work plans Terminations –Layoff & firing Employment at will policies Restructuring—reorganization of firm Downsizing—reducing size of workforce –Outsourcing

7 Unions: Terms to Know Labor union Collective bargaining Closed shop Bargaining zone Union shop Grievance Agency shop Strike Open shop Picketing Featherbedding Lockout Boycott

8 Important Legislation Norris-LaGuardia Act (1932) –Reduced management’s ability to obtain court orders to halt union activity Wagner Act (1935) –AKA National Labor Relations Act –Legalized collective bargaining & established unionization procedures –Established National Labor Relations Board (NLRB) Oversees union elections Investigates management-labor-related complaints

9 Important Legislation (Cont.) Fair Labor Standards Act (1938) –Federal government sets minimum wage –Overtime pay required for >40 hours/week –Child labor prohibited Taft-Hartley Act (1947) –AKA Labor-Management Relations Act –Prohibits unfair union practices –Gives management more rights during union organizing efforts –Gives President power to obtain injunctions against unions –Authorizes right-to-work laws

10 Important Legislation (Cont.) Landrum-Griffin Act (1959) –Regulates internal functioning of unions –Requires unions to file annual reports with Dept. of Labor

11 The Unionization Process People join unions for variety of reasons –Combat alienation –Perception of increased job security –Dissatisfaction with job Steps in forming a union –Organizing campaign 30+ % employees must sign authorization cards –Formal election –Union obtains majority  becomes official bargaining representative  NLRB certification takes place –Union voted down  no other election for 1 year

12 Role of NLRB Oversees organizing campaign –Ensures no underhanded techniques or distortion of truth Conducts election if warranted –Within 45 days after submittal of authorization cards Certifies election results –Counts votes –Considers any challenges