Human Resource Management

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Human Resource Management

What is it? The organizational activities in
your company focused on attracting, developing,
and maintaining an effective and productive
workforce
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Stages in Employee Development

• Recruiting
• Hiring
• Training
• Development

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Recruiting

• Internal
• Job Posting
• Job Bidding
• External
• Web-based
• Networks

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Recruiting

• External
• High Schools and Vocational Schools
• Community Colleges
• Colleges and Universities
• Former Employees
• The Unemployed
• Persons with Disabilities
• Older Individuals
• The Military

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Recruiting Methods

• Advertising
• Newspaper
• Professional and Trade Journals
• Employment Agencies
• Recruiters
• Cyber Recruiters
• Job Fairs
• Internships

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Recruiting Methods

• Executive Search firms
• Professional Associations
• Walk-in Applicants
• Open Houses
• Event Recruiting
• Sign-On Bonuses

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Hiring

• Selection
• Checks for Discrimination
• Immigrants
• Probationary Period
• Interviews
• In Person
• Telephone
• Videotaped
• Virtual On-line
• Targeted Selection

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High Yield Hiring

• Key Success Factors for Finding the Right People
• Create a job description
• Develop job key criteria checklist
• Recruit the right people
• Find, interview, selection, offer processes
• Manage the total process and succession planning

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Training

• Job Security
• Career Security
• Need for Top Management Support
• Commitment from Specialists and Generalists
• Learning Styles
• Just-in-Time

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Development

• Mentoring
• Coaching
• Case Study
• Online Distance Learning
• Role Playing
• Apprenticeships
• Simulations
• Business Games

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Performance Management

• Ensuring that goals and objectives are met
  consistently, effectively, and efficiently
• Elements
• VMOST
• Organizational linkages and culture
• Employee roles and responsibilities
• Development and growth
• Expectations, rewards and consequences

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Appendix

• Additional HRM charts and information

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HR Planning

• Goal attract and retain qualified human
  resources
• Job Analysis leads to job description (duties,
  responsibilities, work conditions, tools, etc,
  required) and to job specification(skills,
  abilities, credentials, qualifications, etc, to
  perform the job)

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HR Planning Process

• Conduct job analysis
• Forecast demand for labor
• Forecast internal supply of labor (use of skills
  inventory bank employee info system succession
  planning charts
• Forecast external supply of labor
• Develop plan to match demand with supply

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Staffing the Organization

• Recruiting resources (internal and external)
• Selecting resources (application forms, testing,
  interviews

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Developing the Workforce

• Training (OJT, off the job tng)
• Performance appraisal process
• Development and Education (current job/current
  skill---future job/future skill)

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Compensation System

• Wages / Salaries / benefits
• Incentive programs
• Individual incentives (merit systems variable
  pay - pay for performance bonus)
• Companywide incentives (profit sharing pay for
  knowledge)

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Benefit Programs

• Workers compensation insurance
• Retirement plans / Pension plans (company
  sponsored)
• Cafeteria benefits plan (health, life, disability
  insurances ed. Benefits)

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Legal Context of HRM

• USA EEO to prevent discrimination practices
• Protected class (race, color, religion, gender,
  age, national origin, disability status, military
  veteran)
• EEO commission enforces affirmative action plan
  by companies
• Office of Federal Contract Compliance Programs -
  doing business w/ govt
• Equal Pay act and Americans with disabilities Act
  as part of the 1964 civil rights act
• Legal issues in compensation (fair labor
  standards Act 1938 for min wage) ERISA employee
  retirement income security act 1974 for standards
  by companies to manage pension funds)

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Contemporary Legal Issues in HRM(USA)

• OSHA 1970 Occupational Safety Health Act
  environment free from hazards
• Americans with Disabilities Act 1990 AIDS in
  the workplace
• Sexual harassment reverse discrimination
  hostile work environment employment at will

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New Challenges in the Workplace

• Managing workforce diversity (incl attitudes,
  beliefs, values, behaviors)
• Managing knowledge workers (issues and
  challenges)
• Contingent (other than a permanent or full time),
  temporary, and contractor workers

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Dealing with Organized Labor(USA)

• 12.5 of workers today, from 15 in 1995
• Collective bargaining negotiate common terms
  and conditions of employment
• Contract issues COLA, compensation, benefits,
  job security, mgt rights, productivity, work
  conditions, job specialization /categories
• Union tactics Strikes (economic, sympathy,
  wildcat) picketing boycotts work slowdown.
• Mgt tactics Lockouts temp workers-strikebreaker
  s mediation by neutral 3d party
  binding/compulsory arbitration thats legally
  required (firefighters, police), voluntary
  arbitration

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Activities

• Role Playing activities include
• Conducting a one-on-one job interview
• Using the Targeted Selection Interview technique
• Practicing performance coaching techniques
• Practicing mentoring techniques