1. Developed by Stephen M.PetersCopyright © 2000 by Harcourt, Inc. All rights reserved. Thirteen hapter Human Resource Management

2. Developed by Stephen M.PetersCopyright © 2000 by Harcourt, Inc. All rights reserved. Human Resource Management Goals Activities undertaken to attract, develop, and maintain an effective workforce within an organization. Develop an Effective Workforce Training Development Appraisal Maintain an Effective Workforce Wage and salary Benefits Labor relations Terminations HRM planning Job analysis Forecasting Recruiting Selecting Attract an Effective Workforce

3. Developed by Stephen M.PetersCopyright © 2000 by Harcourt, Inc. All rights reserved. Human Resource Management All managers are resource managers. Employees are viewed as assets. Matching process, integrating the organization’s goals with employees’ needs.

4. Developed by Stephen M.PetersCopyright © 2000 by Harcourt, Inc. All rights reserved. Human Resource Managers Find Recruit Nurture Train Retain

5. Developed by Stephen M.PetersCopyright © 2000 by Harcourt, Inc. All rights reserved. Tight Labor Market Reasons Economic Downsizing Restructuring Social Factors Demographic Reengineering

6. Developed by Stephen M.PetersCopyright © 2000 by Harcourt, Inc. All rights reserved. Human Resource Strategy  Provide the correct mix of employees and skills needed to meet competitive conditions  Cut costs and improve efficiency  Improve quality, productivity, and customer service

7. Developed by Stephen M.PetersCopyright © 2000 by Harcourt, Inc. All rights reserved. Federal Legislation Point of the laws is to stop discriminatory practices To define enforcement agencies for these laws

8. Developed by Stephen M.PetersCopyright © 2000 by Harcourt, Inc. All rights reserved. EEO Legislation  Balance the pay given to men and women  Provide employment opportunities without regard to race, religion, national origin, and sex  Ensure fair treatment for employees of all ages  Avoid discrimination against disabled individuals

9. Developed by Stephen M.PetersCopyright © 2000 by Harcourt, Inc. All rights reserved. New Ways of Working in the 21st Century 21st Century Worker Advent of Teams Telecommuting Outsourcing Interim or contingency workers to save money Lifelong Employability Employer’s obligation to provide opportunity for self-improvement

10. Developed by Stephen M.PetersCopyright © 2000 by Harcourt, Inc. All rights reserved. Human Resource Planning Human resource planning begins with several questions: What new technologies are emerging? What is the volume of the business likely to be? What is the turnover rate? The forecasting of human resource needs and the projected matching of individuals with expected vacancies.

11. Developed by Stephen M.PetersCopyright © 2000 by Harcourt, Inc. All rights reserved. Attracting an Effective Workforce Choose Recruiting Sources Want ads Headhunters State agency referrals HR Planning Retirements Growth Resignations Select the Candidate Application Interview Tests Welcome New Employee Employee Contributions Ability Education Creativity Commitment Expertise Company Inducements Pay and benefits Meaningful work Advancement Training Challenge Match Mode Match with

12. Developed by Stephen M.PetersCopyright © 2000 by Harcourt, Inc. All rights reserved. Recruiting *Internal recruiting or “promote-from-within” *External recruiting is recruiting from outside the organization *Realistic job previews give applicants all pertinent and realistic information-positive and negative-about the job Activities or practices that define the characteristics of applicants to whom selection procedures are ultimately applied

13. Developed by Stephen M.PetersCopyright © 2000 by Harcourt, Inc. All rights reserved. Selection Job description  a listing of duties and desirable qualifications Selection devices  application form  interview  paper-and-pencil test  assessment center Determining the skills, abilities, and other attributes a person needs to perform a particular job

14. Developed by Stephen M.PetersCopyright © 2000 by Harcourt, Inc. All rights reserved. Developing an Effective Workforce Orientation Training Classroom Training Programmed and Computer-Assisted Instruction Conference and Case Discussion Groups

15. Developed by Stephen M.PetersCopyright © 2000 by Harcourt, Inc. All rights reserved. Performance Appraisal HRM professionals concentrate on two things;  The accurate assessment of performance  Training managers to effectively use the performance appraisal interview The steps of observing and assessing employee performance, recording the assessment, and providing feedback to the employee

16. Developed by Stephen M.PetersCopyright © 2000 by Harcourt, Inc. All rights reserved. Assessing Performance Accurately  360-degree feedback: uses multiple raters to appraise employee performance  Halo error: error that occurs when an employee receives the same rating on all dimensions  Homogeneity: rating error that occurs when a rater gives all employees a similar rating  Behaviorally anchored rating scale (BARS): rating technique that relates an employee’s performance to specific job-related incidents

17. Developed by Stephen M.PetersCopyright © 2000 by Harcourt, Inc. All rights reserved. Maintaining an Effective Workforce Compensation Skill-based pay systems Competency-based pay Job-based pay Incentive pay