Upload
eustacia-doyle
View
224
Download
0
Tags:
Embed Size (px)
Citation preview
4
Lecture 1
• Title and Course Code– HRM 765
• Text Book– DeCenzo, D. A., Robbins, S. P., & Verhulst, S. L. (2010). Fundamentals of Human
Resource Management 10th ed. United States of America: John Wiley & Sons, Inc.– Robbins, S. P., Coulter, M., & Vohra, N. (2013). Management. New Delhi: Dorling
Kindersley.
• Chapters (Course Topics) • What is HRM (managing people/ employees)• The importance of HRM (Important function)
5
Lecture 2
• Introduction to HRM Process and functions – Recruitment and selection– Orientation and Training – Performance management– Compensation and benefits– Career Development
Lecture 3
• Understanding Work World• Understanding Culture Environment• Technology • Work force diversity • How diversity affect HRM• Work Life Balance
6
7
Lecture 4• Labor supply
– Do We Have a Shortage of Skilled Labor? – Why Do Organizations Lay Off During Shortages? – How Do Organizations Balance Labor Supply? – Issues Contingent Workers Create for HRM
• Continuous improvement program– Focus on the customer – Concern for continuous improvement – Improvement in the quality of everything – Accurate measurement– Empowerment of employees
8
Lecture 4• Employee involvement
– Delegation– Work teams– Empower
• Involvement programs can achieve:
– greater productivity– increased employee loyalty and commitment
• A look at ethics– three views of ethics – Utilitarian View – decisions are made on the basis of their outcomes or
consequences– Rights View – decisions are made with concern for respecting and protecting
individual liberties and privileges– Theory of Justice View – decisions are make by enforcing rules fairly and
impartially.– Code of ethics
Lecture 5
Primary Functions of Management
The Strategic Nature of HRM (Partner)
Four basic functions:– Staffing– Training and Development– Motivation– Maintenance
• How External Influences Affect HRM
Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
Lecture 6
• The Motivation Function• Translating HRM Functions into Practice• Does HRM Really Matter?• HRM in an Entrepreneurial Enterprise• HRM in a Global Village• HR and Corporate Ethics
Lecture 7 • What is equal employment opportunity?• Determining Potential Discriminatory Practices
– The 4/5ths Rule– Restricted Policy– Geographical Comparisons– McDonnell-Douglas Test
• Three defenses:– Business necessity– Bona Fide occupations qualifications– Seniority System
• Comparable worth • Glass ceiling
Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
Lecture 8
• Basic rights of employees• Honesty/Drug Tests • Whistle-blowing• Employee Monitoring and Workplace Security
• Theft• Revealing of trade secrets to competitors• Using the customer database for personal gain
• Workplace Romance • The Employment-at-Will Doctrine
Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
Lecture 9• Discipline• Factors to consider when disciplining• The most frequent violations requiring disciplinary action involve
– Attendance– On-the-job behaviors– Dishonesty – Outside activities
Make disciplinary action progressive; i.e. verbal warning, written warning, suspension, dismissal.
Hot-stove rule; i.e. immediate response; ample warning.
Employee Counseling.Why Use an Employee Handbook?
Complaint Procedures
Lecture 10
• What is human resource planning?• Human Resource Inventory• Labour Supply and Demand Issues• Surplus• Shortage• HRIS• Succession planning
14
Lecture 11
• Job analysis process• Steps in job analysis• Job Analysis• Job Analysis Methods • The Nature of Job Analysis• Job Enlargement
– Broadening the scope of a job by expanding the number of different tasks to be performed.
• Job Enrichment– Increasing the depth of a job by adding the responsibility for planning,
organizing , controlling, and evaluating the job.• Job Rotation
– The process of shifting a person from job to job.
Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
Lecture 12
• Recruiting Sources– Internal Searches– Employee Referrals/Recommendations– External Searches– Alternatives
Meeting the Organization
Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
Lecture 13
What is Selection?Selection Process Steps1. initial screening interview2. completion of the application form3. employment tests4. comprehensive interview5. background investigation6. conditional job offer7. medical/physical exam8. permanent job offer
Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
Lecture 13
• Completing the Application Form• Employment Tests • Interviews as a selection tool• Impression management• Structured interviews• Unstructured interviews• Behavioral Interviews • Realistic Job Preview
Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
Lecture 14
• Background Investigation
• Job Offers
• Medical/Physical Examination
• Reliability: The ability of the selection tool to measure an attribute consistently.
Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
Lecture 15
• Validity: The relationship between scores on a selection tool and a relevant criterion, such as job performance.
• Indicates how well a selection tool predicts job performance.– Content– Construct– Criterion-related
• Selection From a Global Perspective• Suggestions for making your interviews as an successful
applicant• Accept Error/ Reject Error
Fundamentals of Human Resource Management 8e, DeCenzo and Robbins