Managing Human Resource http://www.slideshare.net/Subjectmaterial

Chapter 8

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Quiz And All the MoMs you can eat P-206 1,4,5,6,

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FINAL PROJECT GENERATE REVENUE

REQUIRED SUBMIT GROUP NAMES DATE OF IDEA SUBMISSION

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Marks Distribution50 Terminal Examination20 Mid Term Examination15 Quizzes15 Final Assignment

1. THE FOUNDATION OF HRM The Strategic importance of HRM Human Resource Planning

2. STAFFING THE ORGANIZATION Selecting Human Resource

3. DEVELOPING HUMAN RESOURCES Orientation Training & Development Techniques and methods

4. EVALUATING EMPLOYEE PERFORMANCE5. PROVIDING COMPENSATION AND BENEFITS

Compensation Indirect compensation and benefits

6. THE LEGAL CONTEXT OF HRM Equal employment opportunity Contemporary legal issues in HRM

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7. NEW CHALLENGES IN THE CHANGING WORKPLACE

Managing workforce diversity Managing knowledge workers Contingent and temporary workers

Reference: Teacher tools

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THE FOUNDATIONS OF HRM HRM:

Attracting, developing, and maintaining an effective workforce

Human Resource Planning Process

Conduct analysis

Forecast demand for

labor

Forecast internal supply of labor

Forecast external supply of

laborDevelop plan to match demand

with supply

Job Analysis“systematic analysis of Jobs Within an organization”

Job Description: Systematic evaluation of the duties,

working conditions, tools, materials, and equipment related to the performance of a job

Job Specification: Description of the skills, abilities, and

other credentials required by a job

Forecasting Labor SupplyInternal Forecasting:The number and type of employees who will be in the organization in some future date

Replacement Charts Listing of each managerial position, who occupies it,

how long that person will likely stay in the job, and who is qualified as a replacement

Skills Inventories (Emp Information Sys) Computerized system containing info on each

employee’s education, skills, work experiences, and career aspirations

Forecasting Labor SupplyExternal Forecasting

The number and type of people who will be available for hiring from the labor market at large.

State Employment Commissions Government Reports College Information Availability of temporary workers

Matching HR Supply and DemandDealing with predicted shortfallFind out through comparing future demand and

internal supply Hire new employees Consider hiring temporary workers Retrain and transfer current employees into

understaffed areas Productivity enhancing systems Convince older workers not to retire

Dealing with overstaffing: Transfer the extra employees to other teams Not providing replacements Encourage early retirement Lay offs

External RecruitingAttracting outside candidates to apply for jobs

STAFFINGProcess of attracting qualified candidates to apply for a job

Internal RecruitingConsidering current employees for new positions

What are the strengths and weaknesses

of each approach?

Selecting Human Resources Objective:

To gather information that will predict their job success and then to hire the candidates likely to be most successful

Process Application Forms Tests Interviews

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DEVELOPING HUMAN RESOURCES Orientation:

Process of introducing new employees to the organization so that they can quickly become effective contributors

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Training & Dev techniques & Methods

Work based programs1. On the Job Training:

Work based training, which is conducted while an employee is in an actual work situation

2. Vestibule Training Work based training conducted in a simulated

environment away from the work site3. Systematic job rotation and transfer

Work based training in which employees are systematically moved from one job to another so that they can learn a wider array of tasks and abilities

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Training & Dev techniques & Methods

Instructional based program Training designed to impart new knowledge

and information1. Lecture or discussion

Instructional based training in which knowledge and information are descriptively presented

2. Computer assisted instruction Instruction based training in which knowledge

and information are presented via computer

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Training & Dev techniques & Methods

Training Technology Video Teleconferencing Interactive Video

Team building and Group based Training

Cooperation and group learning Outdoor programs Leadership programs Physical activities

EVALUATING EMPLOYEE PERFORMANCE

Performance AppraisalFormal evaluation of an employee’s job performance in order to determine the degree to which the employee is performing effectively

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PROVIDING COMPENSATION AND BENEFITS Compensation:

Set of rewards that organizations provide to individuals in-return, for their willingness to perform various jobs and tasks.

Elements of Compensation Base salary Incentives Bonuses Benefits Other rewards

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Compensation Wages:

Compensation in the form of money paid for time worked

Salary Compensation in the form of money paid

for performing the responsibilities of a job Merit pay plan

Performance based pay plan which are formally based on at least some meaningful portion of compensation on merit

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Indirect Compensation & Benefits

Benefits: Compensation other than wages and salaries

like rewards, incentives and other things of value

Mandated protection plans Unemployment insurance Social security; pension plans, provident fund

Optional protection plans Health insurance (dentals, maternity, death

coverage etc) Private pension plans

Paid time off; paid vacations, sick and annual leaves

Other types of Benefits Wellness programs Counseling services Childcare benefits Cafeteria benefits; set limit on benefits per

employee, giving employee to choose from a variety of alternative benefits

Fitness centers, sports, pick n drop, educational assistance

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THE LEGAL CONTEXT OF HR MANAGEMENT

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Equal Employment opportunity

Equal employment opportunity: Legally mandated nondiscrimination in

employment on the basis of race, religion, gender or national origin

Illegal discrimination Discrimination against protected classes

that cause them to be unfairly differentiated from others

Protected Class: Like women, black, disabled

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Contemporary issues in HR management Employee safety and health Sexual Harrasment Employment at will

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NEW CHALLENGES IN THE WORKPLACE Managing workforce diversity Managing knowledge workers Contingent and temporary workers