1. © Prentice Hall, 2007 Excellence in Business, 3eChapter 11 - 1 Managing Human Resources

2. © Prentice Hall, 2007 Excellence in Business, 3eChapter 11 - 2 Human Resource Management (HRM) Motivation Compensation AcquiringAcquiringMaintainingMaintainingDevelopingDeveloping Evaluation Training & Development

3. © Prentice Hall, 2007 Excellence in Business, 3eChapter 11 - 3 Functions of the Human Resources Department Planning for Staffing Needs Recruiting and Hiring Training and Development Appraising and Retaining

4. © Prentice Hall, 2007 Excellence in Business, 3eChapter 11 - 4 Planning for Staffing Needs From Business Plan Estimate Demand for Employees Estimate Demand for Employees Estimate Supply of Employees Estimate Supply of Employees Perform Job Analysis Perform Job Analysis Write Job Descriptions Write Job Descriptions Write Job Specifications Write Job Specifications To Hiring Process To Hiring Process Evaluating Job Requirements Forecasting

5. © Prentice Hall, 2007 Excellence in Business, 3eChapter 11 - 5 Forecasting Demand Predicted salesPredicted sales Expected turnover rateExpected turnover rate Workforce’s skill levelWorkforce’s skill level Impending strategic decisionsImpending strategic decisions Changes in technologyChanges in technology Company’s financial statusCompany’s financial status Status of key employeesStatus of key employees

6. © Prentice Hall, 2007 Excellence in Business, 3eChapter 11 - 6 Forecasting Supply Existing Workers Temporary Workers Outsourcing

7. © Prentice Hall, 2007 Excellence in Business, 3eChapter 11 - 7 Evaluating Job Requirements JobAnalysisJobAnalysisJobDescriptionJobDescriptionJobSpecificationJobSpecification

8. © Prentice Hall, 2007 Excellence in Business, 3eChapter 11 - 8 InternalSearches Newspaper Ads Internet Ads Trade Shows HeadhuntersReferrals EmploymentAgencies Union Halls Colleges Recruiting Employees

9. © Prentice Hall, 2007 Excellence in Business, 3eChapter 11 - 9 How Employers and Job- Seekers Approach the Recruiting Process Networking and Personal References Look Inside the Company Unsolicited Résumés Newspaper or Internet Want Ads Employment Agency or Search Firm Employers Job Seekers

10. © Prentice Hall, 2007 Excellence in Business, 3eChapter 11 - 10 The Hiring Process Select Qualified Candidates Select Qualified Candidates 1 1 Conduct In-Depth Interviews Conduct In-Depth Interviews 3 3 Check References Check References 5 5 Screen the Candidates Screen the Candidates 2 2 Evaluate the Candidates Evaluate the Candidates 4 4 Select the Best Candidate Select the Best Candidate 6 6

11. © Prentice Hall, 2007 Excellence in Business, 3eChapter 11 - 11 Background Checks EducationalCredentials Time Gaps Between Jobs Arrest Records EmploymentVerification ReferenceChecks Credit Histories

12. © Prentice Hall, 2007 Excellence in Business, 3eChapter 11 - 12 Hiring and the Law Equal Employment Opportunity Negligent Hiring Immigration Reform and Control Act

13. © Prentice Hall, 2007 Excellence in Business, 3eChapter 11 - 13 Preemployment Testing Job-SkillsJob-Skills PsychologicalPsychological Drugs and Alcohol

14. © Prentice Hall, 2007 Excellence in Business, 3eChapter 11 - 14 Training and Development Orientation Training Retraining

15. © Prentice Hall, 2007 Excellence in Business, 3eChapter 11 - 15 Appraising Employees Electronic Performance Monitoring Electronic Performance Monitoring 360-Degree Reviews 360-Degree Reviews Regular Written Evaluations Regular Written Evaluations Periodic Performance Appraisals Periodic Performance Appraisals Objectivity Fairness Improvement Standards

16. © Prentice Hall, 2007 Excellence in Business, 3eChapter 11 - 16 Workplace Compensation WagesSalaries BenefitsPay ScaleBenefitsBonuses Hourly Workers Corporate Executives

17. © Prentice Hall, 2007 Excellence in Business, 3eChapter 11 - 17 Fair Labor Standards Act Guidelines for Administering Salaries and Wages Guidelines for Administering Salaries and Wages On-the-Job Responsibilities Overall Level of Pay Exempt Employees Exempt Employees Nonexempt Employees Nonexempt Employees Overtime Pay Overtime Pay

18. © Prentice Hall, 2007 Excellence in Business, 3eChapter 11 - 18 Hot Compensation Issues Lower End of Pay ScaleUpper End of Pay Scale Downward Pressure on Wages Downward Pressure on Wages Downward Pressure on Benefits Downward Pressure on Benefits Compensation Gap Between CEO and Employees Compensation Gap Between CEO and Employees Disparity Between Results and Compensation Disparity Between Results and Compensation

19. © Prentice Hall, 2007 Excellence in Business, 3eChapter 11 - 19 Incentive Programs Bonuses Commissions Profit Sharing

20. © Prentice Hall, 2007 Excellence in Business, 3eChapter 11 - 20 Incentive Programs Gain Sharing Pay for Performance Knowledge-Based Pay

21. © Prentice Hall, 2007 Excellence in Business, 3eChapter 11 - 21 Benefits and Services Insurance Retirement Plans Stock Options Family Benefits

22. © Prentice Hall, 2007 Excellence in Business, 3eChapter 11 - 22 Insurance Benefits Life and Health Dental and Vision Disability Long-Term Care

23. © Prentice Hall, 2007 Excellence in Business, 3eChapter 11 - 23 Insurance Challenges Flat Wages Level Prices Rising Premiums

24. © Prentice Hall, 2007 Excellence in Business, 3eChapter 11 - 24 Creative Approaches to Skyrocketing Health-Care Costs High-Deductible Insurance In-House Clinics Employer-Driven Quality Improvements Employer-Driven Health Savings Accounts Health Insurance Buying Groups Health Insurance Buying Groups Insurance for the Uninsured Sliding Scale Plans Wellness Programs

25. © Prentice Hall, 2007 Excellence in Business, 3eChapter 11 - 25 Retirement Benefits Defined Benefit Plans Retirement age Average salary Years of service Retirement age Average salary Years of service Defined Contribution Plans Employer contributions Employee contributions Accumulated earnings Employer contributions Employee contributions Accumulated earnings Employee Pension Plans

26. © Prentice Hall, 2007 Excellence in Business, 3eChapter 11 - 26 Stock Option Plans Employer Benefits Employee Benefits Cost Effective Long-Term Incentives Profit Potential Vested Interest

27. © Prentice Hall, 2007 Excellence in Business, 3eChapter 11 - 27 Family-Friendly Benefits Elder-CareElder-CareUnpaidLeaveUnpaidLeave DaycareDaycare

28. © Prentice Hall, 2007 Excellence in Business, 3eChapter 11 - 28 Other Employee Benefits Vacations, holidays, and sick leaveVacations, holidays, and sick leave Professional developmentProfessional development Financial or legal counselingFinancial or legal counseling Wellness programsWellness programs Employee Assistance ProgramsEmployee Assistance Programs Corporate perksCorporate perks

29. © Prentice Hall, 2007 Excellence in Business, 3eChapter 11 - 29 Overseeing Changes in Employment Status Promotion Reassignment Termination Retirement

30. © Prentice Hall, 2007 Excellence in Business, 3eChapter 11 - 30 Promoting from Within AdvantagesAdvantagesDisadvantagesDisadvantages Maximizes Workforce Rewards Employees Boosts Morale Individual Competence Potential Turnover Training Costs

31. © Prentice Hall, 2007 Excellence in Business, 3eChapter 11 - 31 Terminating Employees Performance Related Not Performance Related At-Will Employment Wrongful Discharge Rank and Yank Business Downturns Effects on Employees Outplacement Efforts

32. © Prentice Hall, 2007 Excellence in Business, 3eChapter 11 - 32 Retiring Employees Hiring Mature Workers WorkersBalancing The Workforce Balancing