Human Resource Management

1
Human Resource Management

• Lecture-43

2
Staffing
Human Resource Development
Employee Labor Relations
HRM FUNCTIONS
Safety Health
Compensation Benefits
3
Job Evaluation
4

• Process for ensuring internal equity (jobs of
  comparable worth receive comparable wages)

5
So..

• The comparison results in a wage or salary
  hierarchy

6
Choosing a Job Evaluation Method
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• There are four general job evaluation methods.
• Ranking
• Classification
• Factor comparison
• Point factor

8
Job Pricing
9
Job Analysis
Pay Surveys
Job Evaluation
Pay Policies
Pay Structure
Performance Appraisal
Individual Pay
Implementation, Communication, Monitoring
10
Compensation system

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Compensation of Employees
Extrinsic Rewards
Hourly Wages Salary Monetary Bonuses Rewards
Commissions Pay Incentives
Insurance Retirement Paid
Vacations Benefits Food Services Credit
Union Recreation
Recognition Intrinsic Promotion
Opportunities Rewards Working
Conditions Interesting Work
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Strategic Role of Benefits
13

• Benefits absorb social costs for health care and
  retirement.
• Benefits influence employee decisions about
  employers (e.g., recruitment and retirement).

14

• Benefits are increasingly seen as entitlements.
• Benefit costs are about 40 of total payroll
  costs.

15
Types of Benefits Services
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• Insurance Benefits
• Medical Insurance
• Vision Insurance
• Dental Insurance
• Mental Health Insurance
• Life Insurance
• Disability Insurance

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• Employee Security Benefits
• Employment Income Security
• Retirement Security
• Time-Off Benefits
• On-the-job Breaks
• Sick Days Pay
• Holidays Vacations
• Leaves of Absence

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• Work Scheduling Benefits
• Shorter Work Times
• Flextime
• Job Sharing
• Employee Services
• Educational Assistance
• Financial Services
• Social Services

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• Family Oriented
• Child Care
• Elder Care
• Relocation Programs

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Other Benefits
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Purchase Discounts Stock Investment
Relocation Expenses
Family-Care Benefits
Benefits
Family-Oriented Benefits
Life, Disability, Legal Insurances
Social and Recreational
Educational Assistance
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Other Employee Benefits and Services
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Awards
Food Services
Recreational and Social
On-Site Health Services
Credit
Legal Services
Purchasing Assistance
Financial Planning
Transportation Pooling
Housing and Moving
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Pay-for-Performance
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• A compensation philosophy of higher pay for
  higher contributions
• Performance will be calculated on - corporate
  performance and personal performance .

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Types of Pay-for-Performance Plans
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• Individual-Based plans
• Merit Pay
• Bonus program or lump-sum payment
• Award
• Team-Based plans

28

• Plant-wide plans (gain sharing)
• Corporate-wide plans (profit sharing)

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The Role of Money
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• When someone
• says, Its not the
• money, its the principle,
• its the money!
• -- Anonymous

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Money as a Motivator
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Rewards and other Employee Behaviors
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Turnover
Absenteeism
Rewards
Attendance
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Staffing
Human Resource Development
Employee Labor Relations
HRM FUNCTIONS
Safety Health
Compensation Benefits
35
Health Safety
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• Occupational health safety refers to the
  physiological-physical and psychological
  conditions of a workforce that result from the
  work environment provided by the organization.

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Elements of Workplace Safety and Health
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• Physical Conditions
• Conditions resulting from the workplace
  environment that include occupational diseases
  and accidents, such as
• Repetitive motion injuries
• Back pain
• Cancer
• Etc.

39

• Occupational diseases accidents
• Loss of life
• Loss of limb
• Back pain
• Cardiovascular disease
• Various forms of cancer

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• Psychological Conditions
• Conditions resulting from the workplace
  environment that result from organizational
  stress and low quality of working life. These
  include
• Dissatisfaction, withdrawal
• Mistrust in others, irritability

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Causes of Accidents
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• Unsafe conditions
• Physical conditions
• defective equipment
• inadequate machine guards
• lack of protective equipment
• Environmental conditions
• Noise
• dust, fumes
• stress
• Unsafe behaviors

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Causes of Accidents

• Human
• Overwhelming majority
• Carelessness
• Intoxication
• Daydreaming
• Inability to do the job
• Other human deficiency

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Steps to Take to Reduce Workplace Accidents
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• Reduce unsafe conditions.
• Reduce unsafe acts.
• Use posters and other propaganda.
• Provide safety training.

46

• Use positive reinforcement.
• Emphasize safety.
• Establish a safety policy.

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• Set specific loss control goals.
• Conduct safety and health inspections regularly.
• Monitor work overload and stress.
• Safety committees.

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Violence Prevention Suggestions

• Develop a plan
• Review policies
• Treat with respect and dignity
• Problems occur
• Disciplined too harshly
• Laid off without reason

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What is Stress?
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Stress is an adaptive response, moderated by
individual differences, that is a consequence of
any action, situation, or event that places
special demands on a person.
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A Model of Stress
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Consequences
Potential Sources
Individual Differences
Psychological Symptoms
Environmental Factors
Physiological Symptoms
Organizational Factors
Experienced Stress
Individual Factors
Behavioral Symptoms
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• Is stress good or bad?

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(No Transcript)
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Stress Management and Prevention
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Stress Management Programs

• Training
• Time management
• Coping skills
• Wellness
• Assessment
• Self-help materials
• Group programs
• Relaxation

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Staffing
Human Resource Development
Employee Labor Relations
HRM FUNCTIONS
Safety Health
Compensation Benefits
58

• Communication in organization

59
Employee Handbook
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• Understanding Unions and their Impact on HRM

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Functions of Union
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• Bargain for improved wages, hours, working
  conditions and benefits for members
• Protect members for arbitrary management actions
• Provide services and assistance to members
• Present the social aspirations and political
  ideology of members to the public.

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Union Benefits

• Higher wages and benefits
• Influence work rules
• Greater job security
• Dealing with management

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Collective Bargaining
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Collective Bargaining Objectives
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• Contract agreement
• Acceptable to both parties
• Common issues
• Wages
• Hours
• Terms and conditions of employment
• Grievance procedure

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Grievance
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Grievance Procedure Steps
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• Start at lowest level
• Supervisor
• Manager, specialist
• Grievance rights arbitration