1. Human Resource Management
The purpose of this chapter is to thoroughly familiarize you with the human resource management process and the role of the manager in this process.
We will look at the essential elements of human resources management and identify what is needed to attract, develop, and maintain a quality workforce.

2. Human Resource Management
A term used to describe the wide variety of activities involved in attracting, developing and maintaining a talented and energetic workforce.

3. Human Resource Management
It involves managerial responsibility not only for staffing organizations with capable workers, but also for ensuring that their performance potential is fully realized.

4. Human Resources Management
Attracting a quality workforce
HR Planning - Recruitment - Selection
Developing a quality workforce
Orientation - Training and Development -
Career Planning and Development

5. Human Resources Management
Maintaining a quality workforce
Managing Retention and Turnover -
Performance Appraisal
Compensation and Benefits
Labor Management Relations

6. Influences of the Legal Environment
HR management must be accomplished within the framework of government laws and regulations, which cover activities related to:
Pay - Employee Rights - Retirement -
Occupational Health and Safety - Privacy
Vocational Rehabilitation
Employment Discrimination
Labor Relations

7. Employment Discrimination
"Employment-at-Will" Doctrine
Railway Labor Act
Wagner Act (NLRA)
Equal Pay Act
Civil Rights
EEO Act (Affirmative Action / EEOC)
Age Discrimination Act
Americans With Disabilities Act

8. Human Resource Planning
The process of analyzing staffing needs and identifying actions to satisfy these needs over time.
It must support the implementation of strategies and advance the accomplishment of key objectives.

9. Human Resource Planning
It is having the right people available to do the required work essential to the success of any strategy, and
It is the responsibility of all managers to ensure that all jobs in their work units are filled with people who can best perform the required tasks.

10. Steps in the HR Planning Process
Review organizational strategies and objectives.
Establish and refine HR objectives and policies to compliment the strategic plans.
Establish HR needs……..via
Job Analysis
Job Description
Job Specifications.

11. Steps in the HR Planning Process
Forecast....Project future staffing requirements and anticipate internal and external supply.
HR Audit
Replacement Charts
Succession Tables
Take action…recruit - terminate - transfer - promote - whatever….

12. Attracting A Quality Workforce
The Recruiting Process
Advertising of job vacancy.
Preliminary contact with potential job candidate.
Initial screening to create a pool of candidates.

13. Attracting A Quality Workforce
Recruiting Practices
External
Internal
Traditional
Realistic

14. Attracting A Quality Workforce
Making Selection Decisions
Application Forms
Interview or Site Visit
Employment Tests (Validity and Reliability)
Reference Checks
Physical Examinations
Analysis and Decision

15. Developing A Quality Workforce
SOCIALIZATION
A process of systematically changing the expectations, behavior, and attitudes of a new employee in a manner considered desirable by the organization.

16. Developing A Quality Workforce
SOCIALIZATION
It begins with the initial Employee Orientation and continues during later training and development activities as well as day-to-day supervisor-subordinate relations.

17. Developing A Quality Workforce
Training and Development
A set of activities that provides learning opportunities through which people acquire and improve job related skills.

18. Developing A Quality Workforce
Types of Training
On-the-Job
Job Rotation - Coaching - Apprenticeship Modeling - Mentoring
Off-the-Job
Management Development
Management Simulation Games

19. Developing A Quality Workforce
The Role of Performance Appraisal
The process of formally assessing someone's work and providing feedback on performance.

20. Developing A Quality Workforce
Purposes of Performance Appraisal
Evaluation: Letting people know where they stand relative to objectives and standards.
Development: Assisting in the training and continued personal development of people.

21. Developing A Quality Workforce
Performance Appraisal Methods
Graphic Rating Scales
Narrative Technique
Behaviorally Anchored Rating Scales
Critical-Incident Techniques
Multiperson Comparisons

22. Maintaining A Quality Workforce
Career Development
A Career is a sequence of jobs and work pursuits constituting what a person does for a living.
A Career Path
A sequence of jobs held over time during a career.

23. Maintaining A Quality Workforce
Career Planning
Is the process of systematically matching career goals and individual capabilities with opportunities for their fulfillment.

24. Maintaining A Quality Workforce
Career Stages
The Move to Early Adulthood
Mid-life Transition
Middle and Later Adulthood
A Career Plateau

25. Maintaining A Quality Workforce
Retention and Turnover
Promotions
Transfers
Layoffs
Retirements
Early Retirements
Firings

26. Maintaining A Quality Workforce
Managing Compensation and Benefits
Base Compensation
Fringe Benefits
Competitive Structures
Flexible Programs

27. Maintaining A Quality Workforce
Labor-Management Relations
Labor unions are organizations to which workers belong and which collectively deal with employers on their behalf.
Typical Provisions of a Union Contract
Job Specification and Work Rules
Seniority Provisions
Compensation
Grievance Mechanisms

28. Legislation Governing Labor-Management Relations
The National Labor Relations Act (Wagner Act) 1935
The Labor Management Relations Act (Taft-Hartly) 1947
The Labor Management Reporting and Disclosure Act (Landrum- Griffith) 1959

29. Bargaining Strategies
Unions Use
Strike
Boycott
Picket
Slowdown
Companies Use
Lockout
Strike Breakers
Injunctions

30. Bargaining Strategies
The Traditional Adversarial View
"Win-Lose”
The New and Emerging View
"Win-Win"