1. Human Resource Management

2. Functions Staffing Determining needs Recruiting Hiring Training and development Orientations Management development

3. Functions Appraising Compensating Scheduling Benefits Moving employees Promoting, Terminating, Retiring Laws Safety and other issues

4. HR Function of all management – not just HR

5. HR Issues Abundance of unskilled workers Shift in age composition of work force Complex set of laws Increase number of single parent and two- income families Continued downsizing

6. HR Issues Competition from overseas labor pools Increased demand for benefits tailored to individual Growing concern over health issues, elder and child care Decreased sense of employee loyalty

7. Staffing Determine future employment needs Prepare job analysis Job descriptions, specifications (qualifications) Assessing future supply and demand of work force Recruiting Diverse population

8. Issues with staffing People with skills not available and must be hired and trained Employees must be able to fit into corporate culture Some organizations operate with union regulations, unattractive workplaces or offer low wages.

9. Where to hire? Internally Less expensive Backfill External

10. Process Post job opening Obtain resumes/applications Select candidates Interview (1-3 times) Drug and other employment tests? Select best candidate Job offering

11. Alternatives Outsourcing Contingent workers/temporary workers

12. Training and development Assess needs Design training activities Evaluate effectiveness

13. Deliverables Employee orientations OJT/Mentors Apprentice Off-the-job training Online Vestibule training (similar equipment) Job simulation (duplicates job conditions – pilot)

14. Management Development On-the-job-coaching Understudy positions Job rotation Off-the-job courses

15. Performance Appraisals 1. Establish standards 2. Communicate standards 3. Evaluate performance 4. Discuss results 5. Take corrective action 6. Use results to make decisions

16. Compensating Control employee costs Most expensive part of a business Some firms have asked for a reduction in wages Considerations: Productivity Keeping good people

17. Hay System Job tiers each of which ahs a strict pay range Most popular method used

18. Other pay structures Team pay – complex Individual based – erodes team cohesiveness Skill-based – related to growth of the individual and team Fringe benefits – sick leave, vacation, pension, health plans Cafeteria style fringe benefits

19. Scheduling plans Flextime Core time Compressed work week (4-10’s) Work from home Job sharing

20. Employee movement Promotions (boost morale, save $ recruiting) Terminating (expensive) “Employment at will” (“At will” doctrine) “Golden Handshake” (early retirement) Employee’s decision Exit interviews

21. Laws Civil Rights Act of 1964 Title VII prohibits discrimination in hiring, firing, compensation, apprenticeships, training, terms, conditions, or privileges of employment based on race, religion, creed, sex, or national origin (age added later)

22. Laws Equal Employment Opportunity Act (EEOA) – 1972 Affirmative action Civil Rights Act of 1991 – expanded the remedies available to victims of discrimination Vocational Rehabilitation Act – prevents decimation against people with disabilities

23. Laws ADA – Americans with Disabilities Act of 1990 Reasonable accommodations Age Discrimination in Employment Act Outlawed mandatory retirement before age 70

24. Additional Assistance with issues Harassment Unfair practices Ensuring safety OSHA