Upload
api-26100966
View
110
Download
2
Tags:
Embed Size (px)
Citation preview
MODULE 15
HUMAN RESOURCE MANAGEMENT
“Nurturing turns potential into performance”
• What is the purpose and legal context of human resource management?
• What are the essential human resource management practices?
HUMAN RESOURCE MANAGEMENT
Purpose of Human Resource Management
MODULE GUIDE 15.1
Human resource management attracts, develops, and maintains a talented workforce.
Government legislation protects workers against
employment discrimination. Employee rights and other issues complicate
the legal environment of work. Labor relations and collective bargaining are
closely governed by law.
HUMAN RESOURCE MANAGEMENT
Purpose of Human Resource Management
Human Resource Management involves attracting, developing, and
maintaining a quality workforce.
Basic Responsibilities of Human Resource Management
1. Attract a quality workforce—human resource planning, recruitment, and selection.
2. Develop a quality workforce—employee orientation, training, performance appraisal.
3. Maintain a quality workforce—retention and career development.
PURPOSE OF HUMAN RESOURCE MANAGEMENT
Legal Aspects Of HRM
Discrimination When someone is denied a job or position for non job related reasons
Equal Employment Opportunity The right to employment and advancement without regard to race,
religion, sex, color or national origin Affirmative Action
An effort to give preference in employment to women or other minorities Employment criteria justified by capacity to perform a job
Comparable Worth Persons performing jobs of similar worth should receive comparable pay
Bona-fide Occupational Qualifications Employment criteria justified by capacity to perform a job
PURPOSE OF HUMAN RESOURCE MANAGEMENT
Legal Aspects Of HRM
PURPOSE OF HUMAN RESOURCE MANAGEMENT
Labor Relations & Collective Bargaining
Workplace Privacy The right to privacy while at work
Independent Contractors Hired on temporary contracts and are not part of the organization’s permanent
work force Labor Union
An organization that deals with employers on the workers collective behalf Labor Contract
A formal agreement between a union and employer about the terms of work for union members
U.S. labor union facts: • U.S. union membership was 12.5% in 2004, down from 20.1% in 1983. • 8% of private sector workers belong to unions, and 36% of government workers. • Many of the fastest growing unions represent white-collar workers. • 75% of U.S. adults believe unions improve wages and working conditions; • 67% believe unions are too involved in politics.
PURPOSE OF HUMAN RESOURCE MANAGEMENT
Legal Aspects Of HRM
HUMAN RESOURCE MANAGEMENT
Human Resource Practices
MODULE GUIDE 15.2
Human resource planning matches staffing with organizational needs.
Recruitment and selection attract and hire qualified job applicants.
Socialization and orientation integrate new employees into the organization.
Training continually improves employee skills and capabilities.
Performance management techniques appraise individual accomplishments.
Retention and career development provide career paths and options.
HUMAN RESOURCE MANAGEMENT
Human Resource Practices Human resource planning is the process of analyzing
staffing needs and identifying actions that should be taken to satisfy them over time.
HUMAN RESOURCE PRACTICES
Recruitment And Training
Recruitment the process of attracting qualified job candidates to fill vacant
positions; realistic job previews try to provide candidates with accurate information on the job and organization.
Selection Choosing whom to hire from a field of qualified applicants
Realistic Job Previews Provide job candidates with pertinent information regarding a job and
organization Reliability
means a selection device gives consistent results over repeated measures Validity
Means scores on a selection device have links to future performance Assessment Centers
Examine how job candidates handle simulated job situations
HUMAN RESOURCE PRACTICES
Orientation And Training
Orientation the process of formally introducing new employees to their
jobs and socializing them with performance expectations.
Training keeping workers’ skills up to date and job relevant; important
training approaches include coaching and mentoring. Coaching
An experienced person offers performance advice to a less experienced person
Mentoring Assigns early career employees as protégés to more senior ones
MANAGEMENT TIPS
How to succeed in a telephone interview
• Prepare ahead—study the organization; list your relevant strengths and capabilities.
• Minimize Distractions—be in a quiet room, with privacy, without interruptions.
• Dress professionally—this increases confidence, sets your interview tone.
• Practice your verbal skills—what you say and how you sound affects your first impression.
• Have materials handy—have all supporting documents within easy reach.
• Have questions ready—be ready; don’t hesitate; ask questions during interview.
• Ask what happens next—ask how to follow up, what information you can interview, formal application, in-depth interviews, employment testing, and reference checks.
HUMAN RESOURCE PRACTICES
Performance Appraisals
Performance AppraisalThe process of formally evaluating
performance and feedback to an employee
Two Purposes of Performance Appraisal 1. Evaluation—document and let people know how well they are doing; judgmental role. 2. Development—identify how training and support can improve performance; counseling role.
HUMAN RESOURCE PRACTICES
Performance Appraisals
Critical Incident Technique Keeps a log of a person’s effective and ineffective
job behavior 360 Degree feedback
Includes superiors, subordinates, peers and even customers in the appraisal process
Multi-person Comparison Rates employees against each other
Graphic Rating Scale Uses a checklist of characteristics or traits to
evaluate performance
HUMAN RESOURCE PRACTICES
Performance Appraisals Behaviorally Anchored Rating Scale
Uses specific descriptions of actual behaviors to rate various levels of actual performance
HUMAN RESOURCE PRACTICES
Retention And Career Development
Career DevelopmentManages how a person grows and progresses
in their careerCareer Planning
The process of managing career goals and individual capabilities with opportunities for their fulfillment