pp. 232-245

1. Chapter 15 Human Resources Management pp. 232-245

2. Why It’s Important To get the most out of its workforce, a business has to find the right employees, properly train them, and evaluate their performances.

3. Employees: The Key to Success A business’s human resource is the people who work for it. These employees provide the skills, knowledge, labor, and experience needed to make a business productive.

4. Finding Employees Human resources management is the process of finding, selecting, training, and evaluating employees.

5. Job Description A job description is a detailed outline of the duties, qualifications, and conditions required to do a specific job.

6. Figure 15.1 WANT AD This job description lists the duties and responsibilities of a records assistant. What qualifications must a person have for this position?

7. Job Description Compensation is how much the job pays and the benefits offered.

8. Employee Benefits You might evaluate a job opportunity based on the benefits package. Pay attention to the health care, retirement benefits, and specific needs of your family.

9. Employee Benefits The three types of retirement plans are: • Pension • Profit-sharing • 401k

10. Job Recruitment Recruitment means actively looking for qualified people to fill a job. One way to recruit people is by placing ads in newspapers, in magazines, at schools, or on the Internet.

11. Job Recruitment Employment agencies, employees’ recommendations, or conventions are also ways to find qualified people.

12. The Selection Process There are four steps to selecting the right person or candidate for the job. • Job application • Interview • Testing • References

13. The Selection Process The job description gives a clear picture of what the job requires. It will be your task to convince an employer that you can do everything in the job description well.

14. The Selection Process Human resources managers want employees who can communicate well both in writing and orally.

15. The Selection Process Employees must know how to do business in other countries. You may find knowledge you have about other countries to be a selling point for you someday.

16. Graphic Organizer Graphic Organizer The Staffing Process Job Analysis Forecasting Recruitment Screening Selection Orientation

17. Developing Employees To develop employees, they need to be oriented, trained, and evaluated.

18. Orientation Orientation is the process of helping new employees adjust to a company.

19. Orientation Orientation includes: • Meeting other employees • Group orientation session • Receiving an employee manual • Reading the company’s code of ethics

20. Training On-the-job training involves learning a new job by actually doing it. On-the-job-training is usually done under the guidance of a supervisor.

21. Training Group training involves learning a new task or skill with a group of other employees like a class.

22. Evaluating Employees A performance appraisal is an evaluation of how well an employee is performing.

23. Evaluating Employees The performance appraisal is used to determine whether an employee should get a raise, a promotion, or new training.

24. Promotion A promotion is a move to a higher-level job with more authority, responsibility, and pay.

25. Promotion In promotions, it’s important to consider not only how an employee performs in the current job, but also how he or she will adapt to a new one.

26. Promotion The Peter Principle states that it is possible for employees to be promoted until they reach a level at which they can no longer perform.

27. Transfer A transfer is a move to another job within a company at the same level and pay. An employee is usually transferred because the company moves or opens a new office.

28. Separation Separation means leaving a company for any reason.

29. Separation A voluntary separation occurs when an employee resigns. Involuntary separations include layoffs and terminations.

30. Separation A company that is losing money may need to downsize, or reduce the number of employees.

31. Separation Layoffs are often temporary and an employees may be brought back if conditions improve. If a layoff is permanent, a company might help employees find new jobs.

32. Separation An employee can be fired, or terminated, for being late all the time, doing a poor job, or breaking company rules.

33. Separation When training, counseling, and disciplinary action fail, termination is necessary.

34. Separation Termination wastes company resources and the time invested in hiring and training an individual.