Human resource staffing and performance management
This presentation is the property of its rightful owner.
Sponsored Links
1 / 18

Human Resource Staffing and Performance Management PowerPoint PPT Presentation


  • 156 Views
  • Uploaded on
  • Presentation posted in: General

Human Resource Staffing and Performance Management . MANA 4328 Dr. George Benson [email protected] HR Staffing. Legal Compliance Determining HR needs Projecting staffing levels Job analyses Managing competencies Identifying and recruiting employees Evaluating candidates Selection tests

Download Presentation

Human Resource Staffing and Performance Management

An Image/Link below is provided (as is) to download presentation

Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author.While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server.


- - - - - - - - - - - - - - - - - - - - - - - - - - E N D - - - - - - - - - - - - - - - - - - - - - - - - - -

Presentation Transcript


Human resource staffing and performance management

Human Resource Staffing and Performance Management

MANA 4328

Dr. George Benson

[email protected]


Hr staffing

HR Staffing

  • Legal Compliance

  • Determining HR needs

    • Projecting staffing levels

    • Job analyses

    • Managing competencies

  • Identifying and recruiting employees

  • Evaluating candidates

    • Selection tests

    • Interviewing

  • Managing retention


Performance management

Performance Management

  • Performance management systems

    • Timing, forms, and outcomes

    • Managing for employee motivation

  • Goal setting

  • Pay for performance

  • Providing performance feedback


Staffing and performance

Staffing and Performance

  • Labor is the single most significant cost of doing business: payroll and replacement costs.

  • Business strategies require specific skills and behaviors to be successful.

    • Employees provide customer service, create value, and execute strategy.

    • HR practices can be crafted to support certain types of skills and encourage behaviors.

  • “How do we hire the right people?”


  • How do we hire the right people

    “How do we hire the right people?”

    Traditionally staffing has focused on the match between an applicants skills and experience and the job requirements.

    Job

    Requirements

    Rewards

    Match

    Person

    KSA’s

    Motivation


    Human resource staffing and performance management

    Person/Job Match

    Job

    Requirements

    Rewards

    HR Outcomes

    Performance

    Extra Effort

    Retention

    Satisfaction

    Commitment

    Match

    Impact

    Person

    KSA’s

    Motivation


    Human resource staffing and performance management

    Job

    Requirements

    Rewards

    Person/Organization Match

    Organization

    Task Flexibility

    Values/Culture

    HR Outcomes

    Performance

    Extra Effort

    Retention

    Satisfaction

    Commitment

    Career Progression

    Match

    Impact

    Person

    KSA’s

    Motivation

    ATTITUDE


    Southwest airlines

    Southwest Airlines

    Recruiters speak in the same near-spiritual terms. What's he looking for in a candidate? "An attitude -- a genuineness -- a sense of what it takes to be one of us."

    “It takes a special individual to become a Customer Service Agent, and we look for folks who are eager, who are “quick on their feet” with “outside the box” thinking and who have caring, friendly natures. Because we operate almost around the clock (including holidays), Customer Service Agents work unusual hours and are on their feet eight hours a day. Yet, almost all of these Employees will tell you how much they LUV their jobs.”

    Colleen Barrett President and Chief Operating Officer


    Wanted customer service agent

    Wanted: Customer Service Agent

    • Submit a resume.

    • Attend a Group Information/Screening Session.

    • Attend a one-on-one interview & complete an application.

    • Background check.

    • Drug screening.

    • Job offer - Start date determined - Training scheduled.


    Coat of arms

    “Coat of Arms”

    Applicants fill out and read aloud a questionnaire in which applicants complete statements such as:

    • One time my sense of humor helped me was…..

    • A time I reached my peak performance was…….

    • My personal motto is……


    Fallout shelter

    “Fallout Shelter”

    Applicants are told to imagine they are a committee charged with rebuilding civilization after a just-declared nuclear war.

    They're given a list of 15 people from different occupations: nurse, teacher, all-sport athlete, biochemist, pop singer. They have 10 minutes to make a unanimous decision about which 7 can remain in the only available fallout shelter.


    Fallout shelter1

    “Fallout Shelter”

    The answers don’t matter....

    The test is about the interaction...

    As the candidates debate, evaluators watch from across the room and grade each person on a scale from "passive" to "active" to "leader."


    Become a swa customer service agent

    Become a SWA Customer Service Agent?

    All SWA Employees and their eligible family members have FREE UNLIMITED space available travel anywhere Southwest Airlines flies!

    As a SWA Employee you will receive Profit Sharing . . . and Southwest Airlines has had 31 consecutive years of profit!

    FABULOUS Medical, Dental and Vision plans for all Employees! Dollar for dollar match in 401K - up to 7.3% of employee investment!

    Casual uniform environment, which means you can wear tennis shoes!

    The Southwest Airlines University offers Career Development classes!

    Chili Cookoffs, Holiday Celebrations, Deck Parties, Golf Tournaments and more for all SWA Employees and their family members.


    Entry level jobs at swa

    Entry Level Jobs at SWA

    Customer Service Agents

    First Year$9.00/hr

    Second Year$10.00/hr

    Flight Attendants

    1st 6 Months - $14.67/Trip*

    2nd 6 Months - $14.90/Trip*

    2nd Year - $17.34/Trip*

    *one trip = 243 miles


    Support business strategy

    Support Business Strategy

    Southwest’s reputation for service and “Fun Place to Work”

    • More than 34,000 total Employees

    • Received 202,357 resumes in 2003

    • Hired 908 employees in 2003

    • Hires about .5% of applicants (4.4 per 1000)


    Southwest s hrm practices

    Selectivity in Recruiting

    Employment Security

    Incentive pay

    Employee Ownership

    Information Sharing

    Participation & Ownership

    Self-Managed Teams

    Training & Development

    Cross-Utilization & Cross-Training

    Symbolic Egalitarianism

    Wage Compression

    Promotion From Within

    Taking the Long View

    Measurement of Practice

    Southwest’s HRM Practices


    Results

    Results

    • 31 consecutive profitable years.

    • Southwest has ranked number one in fewest Customer complaints for the last 13 consecutive years as published in the DoT’s Air Travel Consumer Report.

    • Among all industries in 2003, FORTUNE has listed Southwest Airlines as number two among America’s Top Ten most admired corporations.

    • According to the April 2003 issue of FORTUNE, Southwest is an employer of choice among college students.


  • Login