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Human Resource Management (Evaluating Performance: Who, What, and How (Pay…
Human Resource Management
Mission of Human Resource Management
Coordinate people within an organization to achieve the organization's goals
People As a Resource
Functions
• Aligning human resources and business goals
• Re-engineering organization processes
• Listening and responding to employees
• Managing transformation and change
Human Resource Planning
Identifies the competencies an organization needs to fulfill its goals and then acquires the appropriate people
Planning Process
Competencies
Planning to Develop Competencies
Evaluation and Improvement
Legislation Protecting Against Discrimination
Discrimination, the practice of treating groups of people unequally, is prohibited in several pieces of legislation
The Civil Rights Act of 1964
Title VII
Title VIII
The Violence Against Women Act
The Equal Pay Act
Labor Laws
Categories
Collective labor law
Individual labor law
Employment Standards
Laws Shaped by Different Interests
The Employment Contract
Key Pieces of Legislation
• The Fair Labor Standards Act of 1938
• The National Labor Relations Act
• The Age Discrimination in Employment Act of 1967
• Title VII of the Civil Rights Act
• The Civil Rights Act of 1991
Unionization
Process of workers forming into a union
Process of Formation
Function
Bargains with the employer on behalf of union members and negotiates labor contracts with employers. The most common purpose is to defend conditions of employment which benefit the members or negotiate for better ones
Activities
• Provision of benefits to members
• Industrial action
• Political activity
Collective Bargaining
Negotiation between unions and employers to come to an agreement on the conditions of employment
Negotiations attempt to establish:
• wages
• working hours
• training
• health and safety
• overtime
• grievance mechanisms
• rights to participate in workplace or company affairs
Collective Agreement
Legislation Regulating Collective Bargaining
National Labor Relations Act of 1953
Compensation and Benefits
Sub-discipline of Human Resources that deals with employees' remuneration
Parts
Guaranteed pay
Variable pay
Benefits
Equity-based compensation
Affecting Factors
• business objectives
• labor unions
• internal equity
• organizational culture and organizational structure.
• state of the economy
• inflation
• unemployment rate
• the relevant labor market
• labor law
• tax law
• the relevant industry habits and trend
Health and Safety
Occupational Safety and Health is concerned with protecting people in the workplace
Interdisciplinary Connections
• occupational medicine
• occupational hygiene
• public health
• safety engineering
• industrial engineering
• chemistry
• health physics
• ergonomics
• occupational health psychology
Recruitment
Process of attracting, evaluating, and hiring employees for an organization
The different stages of recruitment are:
Job analysis
Sourcing
Screening and selection
Onboarding
Selection
Process of selecting a qualified job candidate for a job who can successfully do it
Selection Requirements
Tests (cognitive, physical, or psychomotor)
Knowledge tests
Personality tests
Structured interviews
Systematic collection of biographical data
Work samples
Metrics
Predictor cutoff
Selection ratio
Orientation
Provide new employees enough information to adjust, resulting in satisfaction and effectiveness in their role
Organization Socialization Model
• New Employee Characteristics
• New Employee Tactics
• Organizational Tactics
• Adjustment
• Outcomes
Development
Human resource development consists of training, organization, and career development efforts to improve individual, group, and organizational effectiveness
Training and Development
Talent Development
Performance Evaluation
Process of assessing an employee’s job performance and productivity, usually for a specified period of time
Objective production
Personnel
• Graphic Rating Scale
• Employee-Comparison Methods
• Behavioral Checklists and Scales
Peer and Self Assessments
• Peer Assessments
• Self-Assessments
• 360-Degree Feedback
Career Path Management
Requires HRM to plan and then actively manage employee skills in the pursuit of successful professional careers
Development of overall goals and objectives
• Development of a strategy
• Development of the specific means to implement the strategy
• Systematic evaluation of the progress toward achievement of the selected goals and objectives to modify the strategy
Human Resource Development
Training and development
Organizational development
Some Dimensions of Career Management
Short-term goals
Intermediate goals
Longterm goals
Evaluating Performance: Who, What, and How
Organized process of evaluating the job performance of employees according to organizational standards
Benefits of the PA
Increased employee effectiveness
Higher likelihood of improved employee performance
Prompting of feedback
Enhanced communication between employers and employees
Fostering of trust
Promotion of goal setting
Assessment of training needs
Collecting Performance Appraisal Data
Judgmental evaluation
Objective production
Personnel measures
Structuring Feedback
Specific steps a manager must take as he or she assesses the necessary content of employee feedback
Process of Structuring Feedback
Focus on performance and eschew assessments of personality
Specific examples of employee performance
Behavior rather than general statements
Pay Decisions
Methods of Calculating Pay Decisions
Making their pay decisions
Benchmarking
Labor market comparisons
Product market
Salary Surveys
Internal Measures
Pay Grade System
Pay for Performance Systems
Incentive Systems
Structured motivation system used for the promotion of specific sought-after behaviors
Types of Incentive Systems
Many incentive programs are points-based
A sales incentive system
Benefit Management
Employee benefits, in short, are non-wage compensations designed to provide employees with critical economic securities
Promotions
Advancement of an employee within an organization as to rank, salary, job activities and/or designation
Transfers
Result of strategy, necessity, talent, or just general employee wishes
HR evaluates and executes transfers
Strategic transfer
Necessity transfer
Talent/management transfer
Discipline
Organizations must create strong, clear disciplinary policies
All disciplinary actions should be welldocumented and fairly applied
Types of Discipline
Corrective discipline
Progressive discipline
Documentation of Discipline
Methods of Discipline
Verbal counseling
Written warning
Suspension
Termination
Dismissal
Involuntary termination of an employee
Growing Importance of Work-Life Balance
People who aren't able to create a work-life balance can suffer from stress, burnout, and physical ailments
Spends time with friends and family can return to work refreshed and ready to do their job
Increased Reliance on Contractors and Part-Time Employees
Part-time employees and contractors reduce employment costs for businesses
Increased Reliance on Contractors & Part-time Employees
Part-Time Employees
Contractors
• Accounting
• Administrative
• Sales
• Construction
• IT Positions
Compensation's Link to Competitiveness
Good compensation helps organizations stay competitive in their industry with high quality employees
The Link of Compensation to Competitiveness
Compensation
What employees receive for the work they perform at a company
Come in the form of cash and benefits
Compensation and Competitiveness
Increased Importance of Fringe Benefits
Healthy and happy employees increase the production capabilities of an organization and fringe benefits can improve both of these qualities
Benefits across Different Sized Companies
Small and medium-sized businesses often have difficulty hiring and retaining quality employees.
Large businesses can offer room for advancement and offer additional incentives in the form of fringe benefits.
Rising Healthcare Costs
Evolving Labor Relations
Human resource management helps businesses increase employee job satisfaction and decrease employee turnover
Business teams and servant leadership
Making employees feel like an important part of the organization