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HUMAN RESOURCE MANAGEMENT. February 22, 2010. Human Resource Management. Activities necessary for staffing the organization and sustaining high employee performance. HR Functions. Staffing HR Planning Recruitment Selection Performance Management Orientation and Training Appraisal

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human resource management

HUMAN RESOURCE MANAGEMENT

February 22, 2010

human resource management2
Human Resource Management
  • Activities necessary for staffing the organization and sustaining high employee performance.
hr functions
HR Functions
  • Staffing
    • HR Planning
    • Recruitment
    • Selection
  • Performance Management
    • Orientation and Training
    • Appraisal
    • Compensation
hr planning
HR Planning
  • Process by which management ensures it has the right personnel to complete the organization’s tasks.
  • Why?
  • How?
steps in hr planning
Steps in HR Planning
  • Collect Information
    • Job analysis
    • Description
    • Human resource inventory
  • Forecast HR demand
    • Business Demand
    • Productivity ratios
    • Adjust for changes
  • Forecast HR supply
  • Reconcile demand and supply
legal environment of human resource management
Legal Environment of Human Resource Management

Labor Relations

Wagner Act (1935)--NLRB

Compensation & Benefits

Fair Labor Standards Act (1938)

federal minimum wage, hours, child labor

Health and Safety

OSHA (1970)

Equal Employment Opportunity

major eeo laws
Major EEO Laws
  • Title VII, CRA
  • ADEA (1967/1986)
  • ADA (1990)
  • Executive Order 11246
title vii cra 1991
Title VII CRA (1991)

Prohibits discrimination in any employment-related decision on the basis of race, color, religion, sex, or national origin.

equal employment opportunity
Equal Employment Opportunity

Sexual harassment

consists of unwanted sexual attention that creates an adverse work environment

Quid pro quo – tangible economic injury

Hostile environment – offensive work environment

types of discrimination
Types of Discrimination
  • Disparate Treatment
    • Individuals are treated differently because of their membership in a protected class.
  • Disparate Impact
    • Equal application of an employment standard has an unequal effect.
    • 4/5th rule
four fifths rule
Four-Fifths Rule
  • A practice has adverse impact if the hiring rate of a protected class is less than four-fifths of the hiring rate of the group with the highest rate.
to determine compliance
To determine compliance:
  • Calculate majority group hiring rate
    • # majority hired/# majority applied
  • Calculate minority group hiring rate
    • #minority hired/#minority applied
  • Divide step 2 by step 1
  • If < .80, then Disparate Impact
eeo implications
EEO Implications
  • Costs
  • Job-relatedness
  • Interview Carefully
  • Document Decisions
recruiting
Recruiting
  • Goal?
  • Issues
    • Who? (internal vs. external)
    • How? (methods)
    • What?
recruiting methods
Recruiting Methods
  • Referrals from current employees
  • Former employees
  • Customers
  • Internet/e-recruitment
  • Advertisement
    • Newspaper/Television
    • Trade or professional publications
    • Billboards
  • Employment Agencies
  • Executive Recruiting Firms
  • College Recruiting
recruitment
Recruitment

Realistic job preview

gives a candidate a picture of both the positive and negative features of the job and the organization before he is hired

People tend to quit less frequently and be more satisfied

selection
Selection

Selection process

Initial screening of job applicants

Background information, application forms, résumés, reference checks

Evaluation of remaining candidates

Interviews

Employment Tests

selection validity
Selection: Validity
  • Primary method of demonstrating job-relatedness
  • Represented by the correlation coefficient
    • Strength of the relationship between scores on the predictor and job performance
    • Symbolized as "r"; e.g., r=.30
    • Higher numbers indicate stronger relationship
selection tool validities
Selection Tool Validities

PREDICTOR

Amount of Education

Job Tryout

Biographical Inventory

References

Cognitive Ability Tests (IQ)

GPA

Interview

selection26
Selection

Unstructured interview

no fixed set of questions and no systematic scoring procedure

selection27
Selection

Structured interview

involves asking each applicant the same questions and comparing their responses to a standardized set of answers

Situational – focuses on hypothetical situations

Behavioral – explore what applicants have actually done in the past

orientation training development
Orientation, Training, & Development

Orientation

helping the newcomer fit smoothly into the job and the organization

designed to give employees the information they need to be successful

training development
Training & Development
  • Training: Teaching operational or technical employees how to do the job for which they were hired.
  • Development: Teaching employees the KSAs needed to do their job in the future.
example e learning
Example: E-Learning

Millions of people are taking short-term, practical courses related to their careers

Advantages

no transportation is needed

You can follow a flexible schedule

You can work at your own pace

Drawbacks?

appraisal tools check text description
Appraisal Tools--***CHECK TEXT DESCRIPTION***
  • Subjective appraisal of
    • Employees traits
    • Employee behaviors
    • BARS
  • Objective appraisal-(MBO)
    • based on results
    • harder to challenge legally
  • Forced ranking (Curve)
common rater problems
Common Rater Problems
  • Stereotyping
  • Central Tendency
  • Halo Effect
  • First Impression
  • Similar to Me
  • Dissimilar to Me
  • Contrast Effect
performance management
PERFORMANCE MANAGEMENT

Goal

Setting

Formal

Feedback

Session

Coaching

And feedback

Rate and

Evaluate

managing promotions transfers disciplining dismissals
Managing Promotions, Transfers, Disciplining, & Dismissals

Promotion

moving upward

Transfer

moving sideways

Disciplining & Demotion

moving downward

Dismissal

moving out of the organization

concerns
Concerns
  • Nondiscrimination
    • Legality
  • Procedural Fairness
    • Decision Rule, Consistency, Explanations
  • Interpersonal Fairness
    • Communication, respect, notice
  • Others’ resentments