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Human Resource Management HRM (HR Challenges (Attitudes Toward Work (+ or …
Human Resource Management HRM
Definition
Process Of
Developing
Motivating
Selecting
Evaluating
Recruiting
Compensating
Determining
HR Needs (Demand & Supply)
Scheduling
Employees to achieve org, goals
Developing Ultimate Resource
Receiving Inc. attention
Due to Shift
To
high-tech
manufacturing industries
require high skills
Workers must be
retrained
From
traditional
manufacturing industries
HRM The most Critical Function
Deal with all aspects of the business's Human Resource
(People)
Employees may be Called
Human Resource
Ultimate Resouce
Function of all Managers
Shared between
HR Managers
Other Managers
HR Challenges
Attitudes Toward Work (+ or -)
Downsizing
Laws & Regulations
Overseas Labor Pools
Shortage of skilled workers
Benefits
Under-educated Workers
Decreased Loyality
Determining HR Needs
1.Prepare HR Inventory
Age
Education
Name
Capabilities
Training
Skills
2.Prepare Job Analysis
Job Description
Responsibilities & Duties
Working Conditions
Type of Work
Relationships to other functions
Objective of Job
Job Specification
Min qualifications required of workers to do a particular job
3.Assess HR Demand
Anticipate HR Requirements
To make sure that trained employees are available when needed
4.Assess HR Supply
5.Establish Strategic Plan
Training
Developing
Selecting
Appraising
Recruiting
Compensating
Scheduling
Human Resources
Hiring Process
1.Recruitment
External Source
Employment Agencies
Personal Application
Job Fairs
Newspaper Ads
Set of Activities used to obtain a
sufficient number
of the right people at the right time
Internal Source
Transfers
Promotions
Employee Recommendations
Retrained Employees
2.Selection
Definition
Gathering Information
Deciding who should be hired
Steps (Selection Process)
Conduct Interview
Give Employment Test
Completing App Form
Conduct Background Investigation
Conduct Medical Examinations
Give Trial or Probation Period
3.Training
On-The-Job
Training
Tasks
Learns by
Doing
Watch others
Imitate them
At
Workplace
Apprenticeship
Works alongside an expert
Master the skills
Procedures of a craft
Employee Orientation
Introduce New Employee
Immediate Supervisors
Polices
Fellow Employees
Practices
Organization
Objectives of firm
Off-The-Job
Internal-Program
Away From Workplace
External-Program
Online
Via
Internet
Vestibule
Near
the job training
Job Simulation
Management Development
Understudy Positions
Assistants
Higher-level Managers
Participate
Planning
Other managerial functions
Job Rotation
Different
Functions
(Managers)
On-The-Job Coaching by a Senior Manager
Off the Job Courses & Training
Attending
Courses
in Universities
(Managers)
Steps of Performing Appraisal
Evaluate Performance
Discuss Results
Communicate Standards
Take Corrective Action
Establish Standards
Use Result to make Decision
Employee Retention
Fringe Benefits
Vacation Pay
Pension Plans
Sick-leave pay
Health Plans
Job Sharing Plans
Two-Part-Time Employees
Compensation
Individual
Team
Flextime Plans
Freedom to choose when to work (Employees)
Compensation & Benefits Program Objectives
Retain valued employees
Maintain Competitiveness
Employee incentives
Financial Security for employees
Attracting the right people
Pay Systems
Hourly Wage & Daywork
Piecework System
Salary
Commission Plans
Benefits Of Job Sharing
Reduced absenteeism & tardiness
Ability to schedule in peak demand period
High level of enthusiasm & productivity
Retention of experienced workers
Opportunities for wanting to work only part-time
Why is Retention Important
The average company loses $1 million with loss of every ten managerial employees
Turnover costs are 50%-100% of the ex-employees' annual salary
Employee turnover could cost up to 40% of a company's annual profits
Employee Movement
Termination
Retirement
Promotion
Resignation
Definition