INTRODUCTION TO BUSINESS Subarjo Joyosumarto SE, MA, Ph.D 1 September 2016 Meeting 12: OVERVIEW OF MEETING 11 MANAGING HUMAN RESOURCES AND LABOR RELATION (chapter 8)

OVERVIEW OF MEETING 11

THE IMPORTANCE OF PROMOTION Is any technique designed to sell a product It is part of the communication mix, the total message any company sends to costumers about its product Promotional techniques, especially advertising, must communicate the uses, features, and benefit of products

FOUR GOALS OF PROMOTION Make potential costumers aware of products Made them knowledgeable about products Persuade them to like products Persuade them to purchase products

PROMOTION AND BUYER DECISION PROCESS

ADVERTISING PROMOTIONS Advertising is paid, nonpersonal communication, by which identified sponsor informs an audience about product. Advertising media Television, Direct mail, Newspaper, Magazines, Radio, Outdoor Advertising Internet Advertising Virtual Advertising Media mix

PERSONAL SELLING Is promotional tool in which a salesperson communicates one on one with potential customers Telemarketing is using telephone solicitations to conduct personal selling process Personal selling is affected by the difference between: Retail selling, is selling a consumer product for the buyer’s personal or household use Industrial selling, is personal selling situation in which products are sold to business, either for manufacturing other products or for resale

MANAGING HUMAN RESOURCES AND LABOR RELATIONS

HUMAN RESOURCES MANAGEMENT (HRM) HRM is the set of organizational activities directed at attracting, developing, and maintaining an effective workforce The effectiveness of HR function has a substantial impact on a firm’s bottom-line performance Consequently, the chief HR executive is a vice president directly accountable to the CEO

THE HR PLANNING PROCESS Conduct Job Analysis Forecast Demand for Labor Forecast Internal supply of Labor Forecast External supply of Labor Develop Plan To Match Demand With Supply

HR PLANNING Involves: Job analysis is a systematic analysis jobs within organization, results in two things: Job description: outline the duties of a job, working conditions, and the tools, materials, and equipment's used to perform jobs Job specification: description of the skills, abilities, and other credentials required by a job

HR PLANNING Involves: Forecasting HR Demand and Supply: Forecasting internal supply, the number and type of employees who will be in the firm at some future date Forecasting external supply, the number and type of people who will be available for hiring from the labor market at large

RECRUITING HR Recruiting is the process of attracting qualified person to apply for the jobs that are open Internal recruiting, considering present employees as candidate for opening External recruiting, involves attracting persons outside the organization to apply for jobs

SELECTING HR Once the recruiting process has attracted a pool of applications, the next step is to select someone to hire. The process of determining the predictive value of information is called validation: Application forms: fill out an application Test: of ability, skill, aptitude, or knowledge relevant to a particular job Interviews: having a conversation Other techniques: physical exams, polygraph tests, drug tests

DEVELOPING THE HR On-the-job training: Training, sometime informal, conducted while an employee is at work Off-the-job training: Training conducted in a controlled environment away from the work site Vestibule training: Off-the-job training conducted in a simulated environment

COMPENSATION AND BENEFITS COMPENSATION SYSTEM is a set of reward that organization provide to individuals in return for their willingness to perform various jobs and tasks within the organization WAGES AND SALARIES Wages are compensation in the form of money paid for time worked, are paid for time worked Salaries are compensation in the form of money paid for discharging the responsibilities of a job, are usually expressed as an amount paid per month or per year

COMPENSATION AND BENEFITS INCENTIVE PROGRAMS Are special compensations designed to motivate high performance Individual Incentives Bonus: individual performance incentive in the form of special payment made over and above the employee’s salary Merit salary system: individual incentive linking compensation to performance in non sales jobs Company Wide Incentives Profit sharing plan: incentive plan for distributing to employees when company profits rise above a certain levels Gainsharing plan: incentive plans that rewards group for productivity improvement

COMPENSATION AND BENEFITS BENEFIT PROGRAMS Are compensations other than wages and salaries Worker’s compensation insurance: legally required insurance for compensating worker injured on the job Retirement Plans: benefit that is available for workers when they retire Cafeteria benefits plan: benefit plan such as health-care

DEALING WITH ORGANIZED LABOR Labor union: Group of individuals working together to achieve shared job related goals, such as a higher pay, shorter working hours, more job security, greater benefits, or better working conditions Labor relation: Process of dealing with employees who are presented by a union

QUESTION FOR DISCUSSION TRUE/FALSE a job analysis is used to determine how much someone should be paid to perform a particular job Which of the following is a useful technique for planning for managerial position? a) skills inventory b) replacement chart c) job description d) job specification e) application Blank Which of the following is not a common selection tool? a) test b) interview c) polygraph exam d) application form e) drug test Which of the following is a comment training method today? a) on-the-job training b) off-the-job-training c) vestibule training d) web-based training e) all of this Both Albert pujols of the Saint Lois cardinals and sheryl swoops of the Houston comets have contact clauses that pay them extra if they are voted most valuable player of their respective leagues. These clause is an example of which of the following?  a) Individual incentives b) profit-sharing plan c) gainsharing plan d) pay- for-knowledge plan e) cafeteria benefit plan Define Human Resource management and explain how managers plans for their organization's human resources need Identify the tasks in staffing a company and discuss ways in which organizations select, develop, and appraise employee performance Describe the main components of a compensation system and describe some of the key legal issues involved in hiring compensating and managing workers in today's workplace

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