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The Functions of a Business. Human Resources Department Chapter 6. Human Resources Department. Responsible for coordinating all activities involving the company’s employees Studies the local labour market to discover where new employees will come from

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the functions of a business

The Functions of a Business

Human Resources Department

Chapter 6

human resources department
Human Resources Department
  • Responsible for coordinating all activities involving the company’s employees
  • Studies the local labour market to discover where new employees will come from
  • Decides when a new employee is required
  • Determines what skills employees need for each job
duties of hr department continued
Duties of HR Department (continued)
  • Searches for applicants, conducts interviews selects best candidates
  • Sets up training programs
  • Administers payroll
  • Creates programs to support employees
  • Handles employees leaving the company – exit interviews
definitions
Definitions:

Labour Market

  • where employers (the buyers of skills) meet employees (the seller of skills)
  • Employers look at what skills are available, what education and training are provided and what the current economic conditions are.
  • Employees look at where potential employers are located, what skills are in demand and what rate is being paid for each type of work.
definitions con t
Definitions (con’t)

Occupational Forecasts

  • Predictions about what jobs might be popular or needed in the future
  • Based on issues such as: aging populations, new technologies, current economic conditions and changes in hiring practices

Unskilled labour

  • Jobs needing minimal training or have few educational requirements
definitions con t1
Definitions (con’t)

Employee Turnover

  • The rate at which employees leave a firm voluntarily either for another job or to retire
  • Employers try to forecast their firm’s employee turnover given past experiences and industry standards
  • Helps HR managers predict how many employees will need to be hired in a given year
example hr process
Example HR Process:
  • Imagine a local computer company with a staff of 20 people.
  • The business grows rapidly, and it soon needs someone to head its new industrial sales division.
  • One of its programmers knows the needs of the industrial market well , and the company promotes her to head this division.
  • But the new sales division also needs sales people.
  • No other employees can be moved from their current jobs without creating problems so the company decides to hire from outside.
where do hr managers look for a new employee
Where do HR Managers Look for a New Employee?
  • Advertise in newspapers, journals, magazines
  • Recruit on university or college campuses
  • Post job on Job Bank at the federal government’s employment centre
  • Post job on an online recruiting site like workopolis
  • Post on company website
  • Use high-school or university co-op programs
  • Hire an employee search firm or headhunter
  • Use an employee referral program
  • Search HR file of previous job applicants
application process
Application Process

Hopeful applicants submit:

  • Cover letter
  • Resume listing education, experience, interests, goals, abilities
  • Completed application form (depends on job)
  • List of references – usually three
interview process
Interview Process
  • Often 5-10% of applicants can be interviewed, but at times only 2-3 of the top applicants are called for an interview
  • Applicant often meets with a team of people from the firm representing the HR Department, the specific department of the firm where the job is needed and/or someone from the Executive team
  • Applicants are rated by each member of the interviewing team.
  • Often second or third interviews are conducted. Firms hiring more than one person have also been known to conduct group interviews or situational interviews
  • Final step is to conduct a reference check with the selected applicant to verify the applicant’s information and ask further questions about job performance and personality type.
on the job
On the Job

Orientation

  • New employees meet other employees
  • Tour the workplace
  • Introduces business’ policies – work hours, dress code, rules of behaviour, health and safety, etc.
  • Training on equipment or technology to be used
slide12
Perks
  • Some companies try to hold onto employees by offering benefits of working at their company
  • Examples: Daycare services, fitness programs, food services, reading rooms, training programs, health and dental benefits, company car, trips, etc.
departures
Departures
  • Some people leave their jobs voluntarily based on personal, family or professional needs.

Exit Interview:

  • Employers discuss future goals with employee to ensure leaving the business is the best way to accomplish goals. Also ask for feedback about how work environment can be improved.
  • May offer letters of recommendation or agree to act as a future reference.
dismissals
Dismissals
  • Some people leave a job involuntarily
  • If people are not fulfilling their duties as required, employers can fire an employee.

Corrective Interview

  • Employer discusses the problems with the employee’s performance and makes plans for improvement.
  • If not completed by a set period of time, the employee is fired.
slide15
Employee Layoff
  • Companies with a unionized environment usually lay off workers in order of seniority. The most recently hired are let go first.
  • Non-unionized companies let go those who are least essential to the operations of the company.

Severance Packages

  • A final payment given to the employee when laid off.
  • Equal to the amount of time the employee has worked for the company, such as 1 week for every year of service.
retirement
Retirement
  • Often employees leave a company after a certain age – typically 65 years old
  • Some companies offer a pension plan – during an employee’s working time, both the employee and employer pay into a plan that allows a worker to receive an income after retiring from the company.