CH.9 ATTRACTING AND RETAINING THE BEST EMPLOYEES I ( (Matching Supply with…
CH.9 ATTRACTING AND RETAINING THE BEST EMPLOYEES I
9.4 Job Analysis
A systematic procedure for studying jobs to determine their various elements and requirements
is a list of the elements that make up a particular job. It includes the duties to be performed, the working conditions, the responsibilities, and the tools and equipment that must be used on the job.
is a list of the qualifications required to perform a particular job, such as certain skills, abilities, education, and experiences.
9.3 Cultures Diversity in Human Resources
Cultural (or workplace) diversity: Differences among people in a workforce owing to race, ethnicity, and gender
Advantages of diversity
-Cost savings from properly managing and integrating diversity into the company
-Attracting the best personnel
-Marketing advantages due to a better understanding of different cultural groups
-Increased organizational flexibility in the placement of personnel
-Fresh viewpoints fro problem solving and decision making
-Bilingual skills bring numerous benefits to the organization
Coping with Diversity Challenges
-Train and educate managers to respect and manage diversity
-Recruit minority employees and train them to be managers
-Train managers to view diversity positively
-Teach English as a second language
-Facilitate support groups for immigrants
-Have strong commitment from upper management to diversity goals for the organization
Matching Supply with Demand
If demand is grater than supply, the firm must recruit and select new employees
If supply is greater than demand, then the firm must prepare plans to reduce the workforce through:
Forecasting Human Resources Supply
Factors affecting HR supplies:
-The firm's present workforce and any internal changes or movements
Supply forecasting techniques:
-Replacement chart: List of key personnel and their possible replacements within the firm
-Skills inventory: Computerized data bank containing information on the skills and experience of all present employees
Factors affecting HR demand:
-The firms overall strategic plan
-The firm's past history of staffing levels
-Industry staffing practices
-Projected economic trends
9.1 Human Resources Management: An Overview
Human resources management (HRM) consists of all activities involved in acquiring, maintaining, and developing an organization's human resources.
Responsibility for HRM
-In small organizations, the owner handles all or most HRM activities.
-In growing organizations owner's hire outside party's for HRM activities.
-In larger firms HRM activities are separated into groups depending on specialization, geographical areas, or departments.
Consists of planning and the various activities that lead to hiring new personnel
-choosing and hiring the most qualified applicants
-acquainting new employees with the firm
-attracting people to apply for positions
-determining the exact nature of the positions
Human resources planning
-determining the firm's future human resources needs
Consists of encouraging employees to remain with the firm and to work effectively by using a variety of HRM programs
-increasing employee satisfaction through satisfaction surveys, employee communication programs, exit interviews, and fair treatment
-rewarding employee effort through monetary payments
-providing rewards to ensure employee well-being
Concerned with improving employee's skills and expanding their capabilities
Training and developing
-teaching employees new skills and new jobs, and more effective ways of performing their present jobs.
-assessing employee's current and potential performance levels