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Human Resource Management. Functions. Staffing Determining needs Recruiting Hiring Training and development Orientations Management development. Functions. Appraising Compensating Scheduling Benefits Moving employees Promoting, Terminating, Retiring Laws Safety and other issues.
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Functions • Staffing • Determining needs • Recruiting • Hiring • Training and development • Orientations • Management development
Functions • Appraising • Compensating • Scheduling • Benefits • Moving employees • Promoting, Terminating, Retiring • Laws • Safety and other issues
HR • Function of all management – not just HR
HR Issues • Abundance of unskilled workers • Shift in age composition of work force • Complex set of laws • Increase number of single parent and two-income families • Continued downsizing
HR Issues • Competition from overseas labor pools • Increased demand for benefits tailored to individual • Growing concern over health issues, elder and child care • Decreased sense of employee loyalty
Staffing • Determine future employment needs • Prepare job analysis • Job descriptions, specifications (qualifications) • Assessing future supply and demand of work force • Recruiting • Diverse population
Issues with staffing • People with skills not available and must be hired and trained • Employees must be able to fit into corporate culture • Some organizations operate with union regulations, unattractive workplaces or offer low wages.
Where to hire? • Internally • Less expensive • Backfill • External
Process • Post job opening • Obtain resumes/applications • Select candidates • Interview (1-3 times) • Drug and other employment tests? • Select best candidate • Job offering
Alternatives • Outsourcing • Contingent workers/temporary workers
Training and development • Assess needs • Design training activities • Evaluate effectiveness
Deliverables • Employee orientations • OJT/Mentors • Apprentice • Off-the-job training • Online • Vestibule training (similar equipment) • Job simulation (duplicates job conditions – pilot)
Management Development • On-the-job-coaching • Understudy positions • Job rotation • Off-the-job courses
Performance Appraisals • Establish standards • Communicate standards • Evaluate performance • Discuss results • Take corrective action • Use results to make decisions
Compensating • Control employee costs • Most expensive part of a business • Some firms have asked for a reduction in wages • Considerations: • Productivity • Keeping good people
Hay System • Job tiers each of which ahs a strict pay range • Most popular method used
Other pay structures • Team pay – complex • Individual based – erodes team cohesiveness • Skill-based – related to growth of the individual and team • Fringe benefits – sick leave, vacation, pension, health plans • Cafeteria style fringe benefits
Scheduling plans • Flextime • Core time • Compressed work week (4-10’s) • Work from home • Job sharing
Employee movement • Promotions (boost morale, save $ recruiting) • Terminating (expensive) • “Employment at will” (“At will” doctrine) • “Golden Handshake” (early retirement) • Employee’s decision • Exit interviews
Laws • Civil Rights Act of 1964 • Title VII prohibits discrimination in hiring, firing, compensation, apprenticeships, training, terms, conditions, or privileges of employment based on race, religion, creed, sex, or national origin (age added later)
Laws • Equal Employment Opportunity Act (EEOA) – 1972 • Affirmative action • Civil Rights Act of 1991 – expanded the remedies available to victims of discrimination • Vocational Rehabilitation Act – prevents decimation against people with disabilities
Laws • ADA – Americans with Disabilities Act of 1990 • Reasonable accommodations • Age Discrimination in Employment Act • Outlawed mandatory retirement before age 70
Additional • Assistance with issues • Harassment • Unfair practices • Ensuring safety • OSHA