human resource management l.
Skip this Video
Loading SlideShow in 5 Seconds..
Human Resource Management PowerPoint Presentation
Download Presentation
Human Resource Management

Loading in 2 Seconds...

play fullscreen
1 / 34

Human Resource Management - PowerPoint PPT Presentation

  • Uploaded on

Human Resource Management. Small Business Considerations. Learning Objectives. LO1 Explore the decision to hire full-time or part-time help LO2 Understand how to recruit good employees on your budget LO3 Know how to match the right person to the job

I am the owner, or an agent authorized to act on behalf of the owner, of the copyrighted work described.
Download Presentation

Human Resource 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 management

Human Resource Management

Small Business Considerations

learning objectives
Learning Objectives

LO1 Explore the decision to hire full-time or part-time help

LO2 Understand how to recruit good employees on your budget

LO3 Know how to match the right person to the job

LO4 Learn about employee training methods and resources

learning objectives3
Learning Objectives

LO5 Gain insight in meeting employees’ needs and expectations

LO6 Learn how to develop a fair compensation and benefit plan

LO7 Understand the complexities of managing family within your business

hiring employees
Hiring Employees
  • No decision is as important or complex as the decision to hire an employee
  • Of the 25.4 million businesses in the United States in 2004, over 19.5 million had no employees
  • Adding employees increase amount of work that can be done – serving more customers, staying open longer

The match between the needs, expectations, and culture of the small business with the expectations and the skills of the individual employee is called the ___________.

  • Screening test
  • Probationary period
  • Individual match
  • Employee fit
hiring employees6
Hiring Employees
  • Employee fit
    • the match between the needs, expectations, and culture of the small business with the expectations and the skills of the individual employee
hiring employees7
Hiring Employees
  • Probationary period
    • trial period in which an employee has temporary status before a formal offer to work full time is presented
attracting employees
Attracting Employees
  • Internet recruiting
    • Method of recruiting that allows you to search a résumé database or post a job description to the Web;
    • a small business owner who knows exactly what he or she wants can use filters to search vast numbers of résumés with pinpoint accuracy.
attracting employees12
Attracting Employees
  • Employee referral
    • An underused, low-cost method for finding workers that rewards your employees for recommending potential candidates that would be a great employee fit.
attracting employees13
Attracting Employees
  • Virtual employees
    • Independent contractors who provide specialized business services or support from a distance, through the Internet, telephone, fax, or another method of communication.
attracting employees sources
Attracting Employees - Sources
  • Networking
  • Internet recruiting
  • Employee referral
  • Company websites
  • Career service offices
  • Professional groups
  • Outsourcing
  • Local churches and pastors
  • Local high school for entry-level jobs
  • State unemployment offices
matching the worker to the work
Matching the Worker to the Work
  • Job description
    • Defines and discusses all the essential knowledge, skills, and abilities that are needed to fill a position.
writing a job description
Writing a Job Description
  • Start with a title
  • Give a job overview
  • Define the duties and responsibilities
  • Knowledge, skills, and abilities
  • Credentials and experience
  • Special requirements
writing a job description17
Writing a Job Description

Job analysis should include:

  • The reason the job exists
  • The mental or physical tasks involved
  • How the job will be done
  • The qualifications needed
evaluating job prospects
Evaluating Job Prospects
  • Create same specific questions you will ask of all candidates
  • Ask that person to demonstrate their skills
  • Consider involving one or two other interviewers
  • Never hire a moderately qualified just because you need someone now
training your employees
Training Your Employees
  • Where is training needed?
  • What key areas need the most attention?
  • What specifically must an employee learn in order to be more productive?
  • Who needs to be trained?
initial and ongoing training methods
Initial and Ongoing Training Methods
  • On-the-job training
    • Delivered to employees while they perform their regular jobs
    • Techniques include orientations, job instruction training, apprenticeships, internships and assistantships, job rotation, and coaching.
initial and ongoing training methods22
Initial and Ongoing Training Methods
  • Off-the-job
    • Includes lectures, special study, videos, television conferences, case studies, role-playing, simulation, programmed instruction, and laboratory training
three guidelines for training
Three Guidelines for Training
  • Give your employees opportunities to use their new skills
  • Make training an ongoing process
  • Think of training as an investment as opposed to an expense
rewarding employees
Rewarding Employees
  • Psychological contract
    • Refers to employees’ beliefs about the promises between the employee and the firm
    • Beliefs are based on the perception that promises have been made in exchange for certain employee obligations
rewarding employees26
Rewarding Employees
  • Open-book policy
    • Concept that key employees should be able to see and understand a firm’s financials
    • should have a part in moving the numbers in the right direction
    • should have a direct stake in the strategy and success of the firm.
compensation benefits and perks
Compensation, Benefits, and Perks
  • Living wage
    • The amount needed for a person (or family of a particular size) to meet the basic necessities of life from a single job.
compensation benefits and perks29
Compensation, Benefits, and Perks
  • Bonuses and Long-Term Incentives
  • Health Insurance
  • Retirement Plans
  • Perks
entrepreneurial leadership
Entrepreneurial Leadership
  • Entrepreneurial Leadership: leadership really means administration
    • Two key factors: Task and Person
  • Looks at how you operate as chief executive - 3 components:
    • Innovation
    • Operation
    • Inspiration

A management philosophy of selecting and promoting people based on family ties is called __________.

  • Family bias
  • Favoritism
  • Nepotism
  • Meritocracy
human resource issues in the family business
Human Resource Issuesin the Family Business
  • Nepotism
    • A management philosophy of selecting and promoting people based on family ties.
  • Meritocracy
    • A management philosophy of selecting and promoting people based solely on their being the most capable person for the job.
good human resource practices for all businesses
Good Human Resource Practices for All Businesses
  • Transparent procedures with consistent application
  • Job basics
  • Job metrics
  • Task repair
  • Lines of communication
  • Clear termination rules
  • Line of appeal
dividing up ownership and dividends
Dividing Up Ownership and Dividends
  • Owners of corporations often receive the base of their compensation as a salary
  • Family members receive similar packages
    • Higher than non-family members
    • Create profit sharing plans or bonus system for non-family members