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Human Resource Management Chapter 8

Human Resource Management Chapter 8 . HR Video Clips. HR Training Video= “The Office” http:// www.youtube.com/watch?v=AeW7XC5-c00 HR in Movies and TV http:// www.youtube.com/watch?v=4bbpwoPbC5k Sexual Harassment in the Workplace- Big Bang Theory http:// www.youtube.com/watch?v=RUIAiYBeLc0.

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Human Resource Management Chapter 8

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  1. Human Resource ManagementChapter 8

  2. HR Video Clips HR Training Video= “The Office” http://www.youtube.com/watch?v=AeW7XC5-c00 HR in Movies and TV http://www.youtube.com/watch?v=4bbpwoPbC5k Sexual Harassment in the Workplace- Big Bang Theory http://www.youtube.com/watch?v=RUIAiYBeLc0

  3. Human resource management (HRM) • Human resource management is the process of recruiting, attracting, developing and maintaining a quality workforce. • Human Resource Manager is in charge of the Human Capital of an organization – hiring, firing, training, layoffs, job description, job design etc. • Human capital is the value that people hold who possess the ability, knowledge, ideas and willingness to commit themselves to a profession.

  4. Human Resource Management • The HRM process involves three crucial steps which are the 3 main responsibilities of an Human Resource Manager: • Attracting a quality workforce • Developing a quality workforce • Maintaining a quality workforce

  5. Legal implications of hrm Discrimination • Denying an individual an opportunity for employment based on criteria that are not relevant to the job description. Employment equity • Having the right to be employed and receive advancement regardless of race, gender, age, sex, culture, etc. Sexual Harassment • People experience conduct or language of a sexual nature that affects their employment situation.

  6. Legal implications of hrm Pregnancy Discrimination: • it is against the law to discriminate against pregnancy, but many complaints are filed with the Human rights Commission, especially since the Economic Downturn of the past few years. Workplace Privacy: • employers are allowed to view the behaviour and progress of their workers, but employees have the right to basic privacy. Some practices can become invasive and cross legal and ethical lines, especially with the prominence of Information Technology.

  7. Prohibited grounds for discrimination in canada • Race or colour • Religion • Physical or mental disability • Age if between 18 and 64/65 • Sex • Marital status • Dependence on drugs/alcohol • Sexual orientation • Ethnic origin • Political belief • Criminal conviction • Pardoned conviction Refer to table 8.2 on page 242 of your text for complete list of provinces.

  8. Human Resource Management Responsibilities Step 1: Attracting a Quality Workforce

  9. Process: Step 1Attracting a Quality Workforce • The first responsibility of HRM • Attracting the right people requires an organization knowing what they are looking for • Various methods of employee recruit are used to attract potential employees

  10. Human Resource Planning • Process of analyzing an organization’s staffing needs and determining how to best fill them. • Determining what additions need to be made and what, if any, replacements are needed • 5 Step Chart on Page 245

  11. Attracting a Quality Workforce • Job Analysis • What is done in a job and why • Job Description • Detail of duties and responsibilities of the job holder • Job Specifications • A list of the qualifications required for the job holder

  12. Internal vs. External Recruitment • Internal recruitment occurs when an organization seeks to find candidates for a job within the organization • Those who are current employees of the organization • External recruitment occurs when an organization seeks to find candidates for a job outside of the organization • Those who currently are un-employed or work elsewhere

  13. Traditional vs. Realistic Job Previews • Traditional job previews focus more on selling the position and organization to a candidate. • Realistic job previews focus more on providing candidates with all information about a job and the organization.

  14. Selection Techniques Selection Process 1. Submit Resume or Application Form Reason for Rejection: Deficient Qualifications 2. Interview Reason for Rejection: Insufficient abilities 3. Employment Test – Aptitude test Reason for Rejection: Poor Test Scores

  15. Selection Process Cont. 4. Reference Checks – Call to verify Reason for Rejection: Poor References 5. Physical Exam – Controversial, but happens Reason for Rejection: Physically unfit 6. Final Decision – Hire or Not? Reason for Rejection: Low potential for success!

  16. Job Descriptions Link for Sample Job Descriptions • http://hiring.monster.com/hr/hr-best-practices/recruiting-hiring-advice/job-descriptions/sample-job-descriptions.aspx#Job_a_c Sample Employment Tests • http://www.psychometricinstitute.com.au/pre_employment_testing_practice.html

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