Personnel Strategy 45-971. Professor Robert A. Miller Mini 4, 2014. Course objectives. This course will help you to better understand: How workers respond to opportunities for advancement and incentives that affect their working conditions and financial compensation.
Professor Robert A. Miller
Mini 4, 2014
The course website is:
At the website you can find:
the course syllabus
power points slide lecture notes
background reading material
games you can download
material for the assignments
To motivate why personnel management in the U.S. is an important topic for business analysis, we begin with a brief overview of demographics in the U.S. and the its labor market. Then we provide evidence showing that incentives to align the workers goals with the firms are an important tool in personnel management. This motivates the course title “Personnel Strategy”, recognizing that players with different life goals impact on each other in the workplace. Finally we conduct classroom experiments to illustrate how employers with different infrastructure compete for workers of different quality.
Source: U.S. Bureau of Labor Statistics, www.bls.gov (2010)
Sources: STEM Education, Preparing for the Jobs of the Future. A Report by the Joint Economic Committee Chairman’s Staff Senator Bob Casey, Chairman, April 2012.
Source: “International Comparisons of Annual Labor Force Statistics, 1970-2012”, International Labor Comparisons, June 2013. http://www.bls.gov/fls/flscomparelf/lfcompendium.pdf
Source: “International Unemployment Rates and Employment Indexes, Seasonally Adjusted, 2009-2013”, Bureau of Labor Statistics, August 2013. http://www.bls.gov/fls/intl_unemployment_rates_monthly.pdf
The Behavior of Navy Recruiters (Asch 1990).
INCIDENCE OF DELAYED TERMINATION BY EMPLOYMENT PERFORMANCE OUTCOME
EMPLOYMENT RATE AT TERMINATION IN PROGRAM YEAR 1988
AND TERMINATION COUNTS
Courty and Marschke (1997)
Response of Telephone Operators to Team-Based Compensation (Hansen 1997).
Profit Sharing and Productivity (Kruse 1993).
. . . . . that benefit the firm.
The rationale for analyzing personnel management within the U.S. economy is that on a global scale, the U.S. labor market is educated, big, and growing.
One of the most important ways of managing employees in the free modern world is to incentivize them .
There is abundant evidence that employees rationally respond to incentives they face.
Personnel strategy brings the tools of strategy to personnel management.
We conducted experiments to explore how job matches are made and incentives are created to achieve equlibrium in the labor market.