Presentation on theme: "Hiring, Training & Evaluating Employees"— Presentation transcript:
1 Hiring, Training & Evaluating Employees Chapter 11Hiring, Training & Evaluating Employees
2 Learning Objectives Explain human resource planning by firms. Differentiate among the types of compensation that firms offer to employees.Describe the skills of employees that firms develop.Explain how performance of employees can be evaluated.
3 The Key to a Firm’s Performance Human Resources Selecting the best people for the job.HiringDeveloping the necessary skills of employees to do the job.TrainingForm a team of employees with the right background, training and guidance.Firm's ValueEstablishing a formal process to recognize (and ultimately reward) those employees who performed well, while offering suggested improvements for other employees.Evaluation
4 Human Resource Planning The act of planning to satisfy a firm’s needs for employment.Three tasks:Forecasting staffing needs.Job analysis.Recruiting.The act of HR planning involves these three interrelated tasks. As you can see on the following slide, these three pieces collectively make up HR planning, and ultimately the hiring of future employees.
5 Human Resource Planning Forecasting Staffing NeedsJob AnalysisRecruitmentSelection
6 Forecasting Staffing Needs Determine the right number of qualified people and where they are needed.Three events which require forecasting:Firm expansion.Retirement.Temporary increase in production.
7 Job AnalysisThe analysis used to determine the tasks and the necessary credentials for a particular position.The results of Job Analysis are:Job specificationIdentifies the necessary skills, traits or attributes for successful performance in a particular job.Job descriptionStates tasks and responsibilities of the job position.
8 RecruitmentInvolves seeking and attracting individuals from which a qualified candidate(s) can be selected.Internal vs external recruiting:InternalRecruit people within the firm.ExternalRecruit people outside the firm.
9 Recruitment Screening Process Screening applicantsAssess each application to screen out unqualified applicants.Interview applicants to assess personality characteristics, punctuality, communication skills, and attitude.Contact applicants’ references.Use employment tests to assess candidates’ abilities.Make the hiring decision.
10 Steps for Screening Job Applicants Exhibit 11.3
11 Business Online: Test Samples Employment TestingOne of the most controversial areas in Human Resource Management.General Categories:AptitudePsychomotorJob KnowledgeProficiencyInterestPsychologicalPolygraphDrugBusiness Online: Test SamplesWhat’s next?
12 Six Important Laws Providing Equal Opportunity Equal Pay Act of 1963.Civil Rights Act of 1964.Age Discrimination in Employment Act of 1967.Employee Polygraph Protection Act of 1988.Americans with Disabilities Act of 1990.Civil Rights Act of 1991.
13 Seven Methods of Compensation Salaries and wagesStock optionsCommissionsBonusesProfit sharingEmployee benefitsPerquisitesWhich one is right for your firm?
14 Skills Development Technical Decision Making Customer Service Safety Human Relations
15 Employee Evaluations Should Be segmented by the relevant criteria for each job position.Provide feedback.Provide direction.Indicate strengths and weaknesses.Determine a raise or promotion.Consider objective versus subjective criteria.