Chapter 15 Human Resources Management pp. 255-267
Dec 30, 2015
Ch15 - Human Resources Management Slide 2
Learning ObjectivesLearning Objectives1.1. Describe how a company attracts and Describe how a company attracts and
rewards good employeesrewards good employees.2.2. Explain what a human resources manager Explain what a human resources manager
should consider about a job applicantshould consider about a job applicant.3.3. Define human resources managementDefine human resources management.
Why It’s ImportantWhy It’s ImportantTo get the most out of its workforce, a business has to find the right employees, properly train them, and evaluate their performances.
Ch15 - Human Resources Management Slide 3
HUMAN RESOURCE MGMTHUMAN RESOURCE MGMT
• Human resources management - the process of finding, selecting, training, and evaluating employees
•A business’s human resource is the people who work for it
• Employees provide the skills, knowledge, labor, and experience to make business productive
Ch15 - Human Resources Management Slide 4
Job Description Job Description
• detailed outline of the duties, qualifications, and conditions required to do a specific job
• Compensation is how much the job pays and the benefits offered
Ch15 - Human Resources Management Slide 5
This job description lists the duties and
responsibilities of a records
assistant.
What qualifications must a person have for this
position?
Ch15 - Human Resources Management Slide 6
Employee Benefits Employee Benefits • Pay attention to the health care, retirement benefits, and specific needs of your family
3 main types of retirement plans are:Pension: employer funds part of retirementProfit-sharing: employer contributes to your plan401k: part of your check set aside for retirement employers often MATCH % of your plan
Ch15 - Human Resources Management Slide 7
Job Recruitment Job Recruitment
Recruitment - actively looking for qualified people to fill a job
Place ads in newspapers, magazines, at schools, or on the Internet
Employment agencies, employees’ recommendations, or conventions are also ways to find qualified people
Ch15 - Human Resources Management Slide 9
The Selection Process The Selection Process 4 four steps to selecting the right candidate(Job application, Interview, Testing, References)
- Your task to convince an employer that you can do everything in the job description well
- Human resources managers want employees who can communicate well both in writing and verbally
Ch15 - Human Resources Management Slide 10
The Selection Process The Selection Process Most companies will give little tests
throughout their interview with applicants
- A company will run a background check to verify certain information about you
- A reference is someone who comments on a job applicant’s character and qualification for a job
Ch15 - Human Resources Management Slide 11
The Selection Process The Selection Process - Employees must know how to do
business in other countries
- You may find knowledge you have about other countries to be a selling point for you someday (2nd language, experiences)
Ch15 - Human Resources Management Slide 13
Learning ObjectivesLearning Objectives1.1. Name Name ways employees are oriented,
trained, and evaluated.2.2. ListList the ways an employee’s status might
be changed.
Why It’s ImportantWhy It’s ImportantTo get the most out of its workforce, a business has to find the right employees, properly train them, and evaluate their performances.
Ch15 - Human Resources Management Slide 14
Graphic OrganizerThe Staffing ProcessThe Staffing ProcessJob AnalysisJob Analysis
ForecastingForecasting
RecruitmentRecruitment
ScreeningScreening
SelectionSelection
OrientationOrientation
Ch15 - Human Resources Management Slide 15
HUMAN RESOURCES MGMT HUMAN RESOURCES MGMT To develop employees: need to be oriented, trained, and evaluated
Orientation - process of helping new employees adjust to a company
Includes:Meeting other employees, Group orientation session, Receiving employee manual, Reading company’s code of ethics
Ch15 - Human Resources Management Slide 16
Training and EvaluatingTraining and Evaluating
On-the-job (OTB) training - learning a new job by actually doing it; under guidance of supervisor
Group training - learning a new task/skill with group of other employees
Performance appraisal - evaluation of how well an employee is performing
- used to determine if an employee should get a raise, promotion, or new training
Ch15 - Human Resources Management Slide 17
PromotionPromotion• move to a higher-level job with more authority, responsibility, and pay
• important to consider how employee will adapt to a new job
The Peter Principle - it’s possible for employees to be promoted until they reach a level at which they can no longer perform
Ch15 - Human Resources Management Slide 18
TransferTransfer• A transfer is a move to another job within a company at the same level and pay
• usually transferred because the company moves or opens a new office
Ch15 - Human Resources Management Slide 19
SeparationSeparation• leaving a company for any reason• Voluntary separation - when employee resigns• Involuntary separations – layoff & terminations
• A company that is losing $$ may need to downsize reduce the number of employees
Layoffs are often temporary and an employee may be brought back if conditions improve
Ch15 - Human Resources Management Slide 20
SeparationSeparation• If a layoff is permanent, a company might help employees find new jobs
An employee can be fired, or terminated, for: - being late all the time, - doing a poor job, or - breaking company rules• When training, counseling, and disciplinary action fail, termination is necessary• Termination wastes company resources & the time invested in hiring and training an individual
Ch15 - Human Resources Management Slide 22
1. Would you try to hire a woman because women were discriminated against until fairly recently?
A: It is ILLEGAL to discriminate or make a hiring decision on the basis of many factors including gender, race, sexual orientation (gay or straight) and age
Making an Ethical Decision
Ch15 - Human Resources Management Slide 23
2. Would you try to hire a man at a law firm because today fewer men are being trained as lawyers?
A: (same as #1) It is ILLEGAL to discriminate or make a
hiring decision on the basis of many factors including gender, race, sexual orientation (gay or straight) and age
Making an Ethical Decision
Ch15 - Human Resources Management Slide 24
3. Would you ignore gender as an issue in hiring?
A: To uphold the law, hire the person BEST QUALIFIED for the position.
Making an Ethical Decision