©2007 Prentice Hall 14-1 Human Resources Chapter 14

Chapter 14 Objectives After studying this chapter, you will be able to: Explain the challenges and advantages of a diverse workforce Discuss four staffing challenges employers are facing in today’s workplace Discuss four alternative work arrangements that a company can use to address workplace challenges Identify the six stages in the hiring process ©2007 Prentice Hall 14-2

Chapter 14 Objectives, cont. List six popular types of financial incentive programs for employees Highlight five popular employee benefits Describe four ways an employee’s status may change and discuss why many employers like to fill job vacancies from within Define the collective bargaining process ©2007 Prentice Hall 14-3

Human Resource Management ©2007 Prentice Hall 14-4 Motivation Compensation AcquiringAcquiringMaintainingMaintainingDevelopingDeveloping Training Evaluation

Staffing Challenges ©2007 Prentice Hall 14-5 Aligning the Workforce Managing Work Life Balance Fostering Employee Loyalty Monitoring Workloads / Burnout

Demographic Challenges ©2007 Prentice Hall 14-6 Workforce Diversity Alternative Work Programs

Workforce Diversity ©2007 Prentice Hall 14-7 Age Gender Race Religion

Diversity Initiatives ©2007 Prentice Hall 14-8 PoliciesPoliciesTrainingTrainingProceduresProcedures

Alternative Work Arrangements ©2007 Prentice Hall 14-9 Flextime Job Sharing Extended Leaves Extended Leaves Telecommuting

Planning for Staffing Needs ©2007 Prentice Hall Estimate Demand for Employees Estimate Demand for Employees Estimate Supply of Employees Estimate Supply of Employees Perform Job Analysis Perform Job Analysis Write Job Descriptions Write Job Descriptions Write Job Specifications Write Job Specifications To Hiring Proces s To Hiring Proces s Evaluating Job Requirements Forecasting From Busines s Plan

Forecasting Supply ©2007 Prentice Hall Employee Retention ContingentEmployees Outsourcing

Forecasting Demand 1.Forecasted Sales Revenues 2.Expected Turnover Rate 3.Current Workforce Skill Level 4.Impending Strategic Decision 5.Changes in Technology 6.Company’s Current and Projected Financial Status ©2007 Prentice Hall 14-12

Evaluating Job Requirements ©2007 Prentice Hall JobAnalysisJobAnalysisJobSpecificationJobSpecificationJobDescriptionJobDescription

Recruiting Employees ©2007 Prentice Hall Internal Searches Newspaper AdsInternet Ads Trade Shows HeadhuntersReferrals Employment Agencies Union HallsColleges

The Hiring Process ©2007 Prentice Hall Select Qualified Candidates Select Qualified Candidates 1 1 Conduct Interviews Conduct Interviews 3 3 Check References Check References 5 5 Screen Candidates Screen Candidates 2 2 Evaluate Candidates Evaluate Candidates 4 4 Select the Best Candidate Select the Best Candidate 6 6

Background Checks ©2007 Prentice Hall Employers take the following steps before hiring applicants: Employment Verification Criminal Records Check Drug Screening Reference Checks Education Verification Motor Vehicle Records 86% 81% 78% 70% 56%

The Legal Aspect of Hiring ©2007 Prentice Hall Equal Employment Opportunity Negligent Hiring Immigration Reform and Control Act

Training and Development ©2007 Prentice Hall Orientation Training Retraining

Compensation and Benefits ©2007 Prentice Hall SalariesSalariesBenefitsBenefitsWagesWages

Compensation ©2007 Prentice Hall WagesSalaries BenefitsPay ScaleBenefitsBonuses Hourly Workers Corporate Executives

Incentive Programs ©2007 Prentice Hall Bonuses Commissions Profit Sharing

Incentive Programs ©2007 Prentice Hall Gain Sharing Pay for Performance Pay for Performance Knowledge-Based Pay Knowledge-Based Pay

Benefits and Services ©2007 Prentice Hall Insurance Paid HolidaysPension Plans Stock Options Family BenefitsESP Plan Cafeteria Plans Insurance Retirement Benefits

Insurance ©2007 Prentice Hall Life and Health Dental and Vision Disability Long-Term Care

Retirement Benefits ©2007 Prentice Hall Defined Benefit Plans Retirement age Average salary Years of service Retirement age Average salary Years of service Defined Contribution Plans Employer contributions Employee contributions Accumulated earnings Employer contributions Employee contributions Accumulated earnings Employee Pension Plans

Stock Option Plans ©2007 Prentice Hall Employer Benefits Employee Benefits Cost Effective Long-Term Incentives Profit Potential Vested Interest

Family Benefits ©2007 Prentice Hall Elder-Care Unpaid Leave Unpaid Leave Daycare

Overseeing Changes in Employment Status ©2007 Prentice Hall Promotion Termination Reassignment Retirement

Working with Labor Unions ©2007 Prentice Hall Wages and Benefits Working Conditions Job Security

Overview of Labor Unions ©2007 Prentice Hall DisadvantagesDisadvantagesAdvantagesAdvantages Strength in Numbers Bargaining Power Restricts Individuality Negative Stereotypes

Collective Bargaining Process ©2007 Prentice Hall Preparing to Meet Preparing MeetingMeeting Reaching an Agreement Agreement 123 Voting and Ratification Ratification 45

Resolving a Labor Issue ©2007 Prentice Hall Mediation Arbitration

Attempts to Force a Resolution ©2007 Prentice Hall LaborManagement StrikeStrike BoycottBoycott PublicityPublicity StrikebreakersStrikebreakers LockoutsLockouts InjunctionsInjunctions

The Labor Movement Today ©2007 Prentice Hall Membership ImmigrationReform HealthcareCosts StrategicCooperation