****** McGraw-Hill/Irwin Understanding Business, 8e © 2008 The McGraw-Hill Companies, Inc., All Rights Reserved. Nickels McHugh McHugh ** Human Resource Management: Management: Finding and Keeping the Best Employees Employees 11 CHAPTER * **

****** 11-2 HR Challenges ShortagesShortages Unskilled WorkersUnskilled Workers Undereducated WorkersUndereducated Workers Shift in Workforce CompositionShift in Workforce Composition Laws & RegulationsLaws & Regulations Single-Parent & Two- Income FamiliesSingle-Parent & Two- Income Families Attitudes Toward WorkAttitudes Toward Work Continued DownsizingContinued Downsizing Overseas Labor PoolsOverseas Labor Pools Customized BenefitsCustomized Benefits Employees With New ConcernsEmployees With New Concerns Decreased LoyaltyDecreased Loyalty

****** 11-3 Determining HR Needs 1.Prepare HR Inventory 2.Prepare Job Analysis Job DescriptionJob Description Job SpecificationJob Specification 3.Assess HR Demand 4.Assess HR Supply 5.Establish Strategic Plan

****** 11-4 Hiring Process RecruitRecruit SelectSelect Application FormApplication Form InterviewInterview TestTest InvestigateInvestigate ExamineExamine ProbationProbation Train/DevelopTrain/Develop OrientationOrientation OJTOJT ApprenticeshipApprenticeship Off-The-Job TrainingOff-The-Job Training Online TrainingOnline Training Vestibule TrainingVestibule Training Job SimulationJob Simulation

****** 11-5 HR Executives’ Recruiting Preferences Source: USA Today Note: Multiple responses allowed

****** 11-6 Applicants’ Mistakes Source: USA Today

****** 11-7 Interviewing Mistakes Source: USA Today

****** 11-8 Number Interviewed to Find Quality Hire Source: USA Today, January 24, 2005

****** 11-9 Important Factors When Phrasing Interview Questions LanguageLanguage RelevanceRelevance Information LevelInformation Level ComplexityComplexity Information AccessibilityInformation Accessibility Source: University of Central Arkansas

****** Training & Development Assess NeedsAssess Needs Design TrainingDesign Training Evaluate EffectivenessEvaluate Effectiveness

****** Training Methods 1.Employee Orientation 2.On-The-Job 3.Apprenticeship 4.Off-The-Job 5.Online 6.Vestibule 7.Job Simulation

****** Management Development On-The-Job CoachingOn-The-Job Coaching UnderstudyUnderstudy Job RotationJob Rotation Off-The-Job Courses & TrainingOff-The-Job Courses & Training

****** Performance Appraisal 1. 1.Establish Standards 2. 2.Communicate Standards 3. 3.Evaluate Performance 4. 4.Discuss Results 5. 5.Take Corrective Action 6. 6.Use Results to Make Decisions

****** Employee Retention Compensation Individual Team Fringe Benefits Job-Sharing Flextime Core Time Compressed Workweek Home-Based & Mobile Work

****** Compensation & Benefits Program Objectives Attract the right peopleAttract the right people Employee incentivesEmployee incentives Retain valued employeesRetain valued employees Maintain competitivenessMaintain competitiveness Financial security for employeesFinancial security for employees

****** Pay Systems SalarySalary Hourly wage and dayworkHourly wage and daywork Piecework systemPiecework system Commission plansCommission plans Bonus plansBonus plans Profit-sharing plansProfit-sharing plans Gain-sharing plansGain-sharing plans Stock optionsStock options

****** Vacation Days Per Year

****** Scheduling To Meet Employee Needs Flextime PlansFlextime Plans Home-Based & Other Mobile WorkHome-Based & Other Mobile Work Job-Sharing PlansJob-Sharing Plans

****** Number of Hours Americans Work Per Week Source: Source: USA Today

****** Telecommuting: Affect on Career Source: USA Today

****** Benefits of Job-Sharing Opportunities for wanting to work only part-timeOpportunities for wanting to work only part-time High level of enthusiasm and productivityHigh level of enthusiasm and productivity Reduced absenteeism and tardinessReduced absenteeism and tardiness Ability to schedule in peak demand periodAbility to schedule in peak demand period Retention of experienced workersRetention of experienced workers

****** How Employers Are Becoming Flexible Source: insala.com, April 2005

****** Benefits of Providing Flexibility Source: Insala.com, April 2005

****** Why is Retention Important? Employee turnover could cost up to 40% of a company’s annual profitsEmployee turnover could cost up to 40% of a company’s annual profits The average company loses $1 million with the loss of every ten managerial employeesThe average company loses $1 million with the loss of every ten managerial employees Turnover costs are 50%-100% of the ex- employees’ annual salaryTurnover costs are 50%-100% of the ex- employees’ annual salary Source: insala,com, April 2005

****** Top 10 Reasons Employees Stay On Their Job 1.Credit Union Membership 2.Health Benefits 3.Salary 4.Good Coworkers 5.Office Hours 6.Childcare 7.Vacation Time 8.Sick Leave 9.Distance from Home 10. Popular Company Source: Source: Creditunionrate.com, accessed July 13, 2006

****** Employee Movement Promotion/ReassignmentPromotion/Reassignment TerminationTermination RetirementRetirement ResignationResignation

****** HR Laws Civil Rights Act (1964)Civil Rights Act (1964) Age Discrimination Act (1967)Age Discrimination Act (1967) Equal Employment Opportunity Act (1972)Equal Employment Opportunity Act (1972) Affirmative ActionAffirmative Action Reverse DiscriminationReverse Discrimination Civil Rights Act (1991)Civil Rights Act (1991) Americans with Disabilities Act (1990)Americans with Disabilities Act (1990) Social Security Act (1935)Social Security Act (1935) Occupational Safety and Health Act (1970)Occupational Safety and Health Act (1970) Employment Retirement Income Security Act (1974)Employment Retirement Income Security Act (1974)

****** Implementing EEOC Which statements are T/F? 1.It’s OK to ask any applicant whether he or she has an automobile. 2.It appropriate to ask applicants to attach photographs. 3.During interviews, it’s not appropriate to ask an applicant his/her age. 4.It’s appropriate to ask if an applicant is a naturalized citizen. 5.It’s not appropriate to ask an applicant about past work experience.

****** Implementing EEOC Which statements are T/F? 6.You may ask an applicant to indicate what foreign languages he/she can read, write or speak fluently. 7.It’s appropriate to ask an applicant if he/she has an arrest record. 8.It’s OK to ask whether the applicant is physically able to lift heavy weights. 9.It’s appropriate to ask women questions about their children. 10.You have the right to ask an applicant for names of work-related and personal references.

****** Companies’ Aid to Disabled Employees Source: USA Today