Managing human resources and labor relations

The Foundations of Human Resource Management

Staffing the Organization Developing the Workforce Compensation and Benefits The Legal Context of HR

Management New Challenges in the Changing

Workplace Dealing With Organized Labor Collective Bargaining

Set of organizational activities directed at

attracting, developing and maintaining an effective

workforce

The importance of HR stems from: Increased legal complexities Recognition of human

resources as a valuable means for improving productivity

Awareness of costs associatedwith poor human resourcemanagement

Job analysis is a systematic analysis of jobs within an organization. The results: Job description is an outline of the

duties of a job, working conditions and the tools, materials, and equipment used to perform it

Job specification is a description of the skills, abilities and other credentials required by a job

Forecasting the supply of laboris two tasks: Forecasting internal supply—the

number and type of employees who will be in the firm at some future date

Forecasting external supply—the number and type of people who will be available for hiring from the labor market at large

Replacement chart

is a list of each management position, who occupies it, how long that person will likely stay in the job and who is qualified as a replacement

Employee information system (or Skills inventory)

is a computerized system containing information on each employee's education, skills, work experience and career aspirations

Recruiting is the process of attracting qualified persons to apply for the jobs that are open. Process of acquiring staff: Internal recruiting means considering

present employees as candidatesfor openings

External recruiting involves attractingpeople outside the organization to apply for jobs

Validationis the process of determining the predictive value of a selection technique. Techniques include: Application Forms Tests Interviews Other Techniques

Training On-the-jobtraining occurs while the employee is at work Off-the-job training takes place at locations away from the work site Vestibule training

is off-the-job training conducted in a simulated environment

Performance appraisals are designed to show how well workers are doing their jobs

Set of rewards that organizations provide

to individuals in return for their

willingness to perform various jobs and tasks

within the organization

Wages are paid for time worked

Salary is paid for discharging the responsibilities of a job

Special pay programs designed to motivate high

performance

Bonuses are special payments above their salaries

Merit salary systems link raises to performance levels in non-

sales jobs Pay for performance (Variable pay)rewards a manager for especially

productive output

Profit-sharing plans distribute bonuses to employees when company profits rise above a certain level

Gainsharing plans distribute bonuses to employees when a company’s costs are reduced through greater work efficiency

Pay-for-knowledge plans encourage workers to learn new skills or become proficient at different jobs

Compensation other than wages and

salaries offered by a firm to its workers

Workers’ compensation insurance

is legally required insurance for compensating workers injured on the job

Retirement plan

is set up to pay pensions to workers when they retire

Cafeteria benefits plan sets limits on benefits per employee, each of whom may choose from a variety of alternative benefits

Legally mandated nondiscrimination in

employment on the basis of race, creed, sex or

national origin

Set of individuals who by nature of one or more common characteristics are

protected under the law from discrimination on the basis of that

characteristic

AIDS in the Workplace Sexual harassment is the practice

or instance of making unwelcome sexual advances in the workplace quid pro quo harassment hostile work environment

Employment-at-will is the principle that organizations should be able to retain or dismiss employees at their discretion

Range of workers’ attitudes, values,

beliefs and behaviors that

differ by gender, race and ethnicity

Employees who are of value

because of the knowledge they

possess

Employee hired on something other than a full-time basis to supplement an organization’s

permanent workforce

Labor union is a group of individuals working

together to achieve shared job-related goals

Labor relations is the process of dealing with employees who are represented by a union

Collective bargaining is the process by which labor and

management negotiate conditions of employment for union-represented workers

CompensationCost-of-Living

Adjustment (COLA)Wage Reopener

Clauses Benefits Job Security Other Union Issues Management Rights

Strike occurs when employees temporarily walk off the job and refuse to work Economic Strikes Sympathy Strikes (or

Secondary Strikes) Wildcat strikes

Other Labor Actions Picketing Boycott Slowdown

Lockouts occur when employers deny

employees access to the workplace

Strikebreakers are workers hired as permanent or temporary replacements for striking employees

Mediation is a method in which a third

party (a mediator) suggests, but does not impose, a settlement

Voluntary arbitration

is a method in which both parties agree to submit to the judgment of a neutral party (an arbitrator)

Compulsory arbitration

is a method in which both parties are legally required to accept the judgment of a neutral party