Managing Human Resources Chapter 9 1 1

HR planning & forecasting Job analysis & design HR planning & forecasting Employee recruitment Employee selection Human Resource Planning A. Job Analysis 1. job description - lists the tasks and responsibilities of a job 2. job specification - skills, knowledge, and abilities a person must have to fill a job

HR planning & forecasting Job analysis & design HR planning & forecasting Employee recruitment Employee selection B. HR Planning & Forecasting 1. Demand forecast 2. Supply forecast (internal):

3. Labor Supply & Demand a. frequent changes, use of contingency workers b. Labor shortage in the 1990s -some individuals seeking work advertise themselves as free agents, employers bid for interviews c. post-September 11 labor demand Source: Entrepreneur, Jan. 2000, p. 16.

HR planning & forecasting Job analysis & design HR planning & forecasting Employee recruitment Employee selection III. Employee Recruitment: A. Internal recruitment sources 1. Present and former employees 2. Previous applicants B. External Recruitment Sources 1. Newspaper advertisements 2. Trade journals and magazines 3. Colleges and universities 4. Employment agencies 5. Job fair

HR planning & forecasting Job analysis & design HR planning & forecasting Employee recruitment Employee selection IV. Employee Selection: The process of determining which people in the applicant pool possess the qualifications necessary to be successful on the job.

A. Steps of the Selection Process Initial screening Employment testing Selection interview Background and reference checks Physical examination Hire or not hire

V. Training and Development: Training & development Performance planning & evaluation Compensation & benefits V. Training and Development: A. Employee Orientation B. On-the-job training 1. job rotation 2. apprenticeship 3. mentoring C. Off-the-job training 1. vestibule training 2. programmed instruction D. Employee development

VI. Performance Planning/Evaluation A. Performance appraisal Compares an employee’s actual performance with the expected performance Typically used to determine an employee’s Compensation Training needs Advancement opportunities typically a direct relationship between appraisal and compensation/advancement

VII. Compensation & Benefits A. Types of Compensation or Pay 1. hourly wages 2. salaries 3. piecework and commission 4. accelerated commission schedule 5. bonus 6. profit sharing 7. fringe benefits and services

VIII. Organizational Career Mgmt A. Job change within the organization 1. promotion 2. transfer 3. demotion B. Separations from the organization 1. layoff 2. termination 3. resignation 4. retirement

IX. Laws Affecting Human Resources A. Role of Gov’t agencies in HRM 1. Fair Labor Standards Act (1938) 2. Equal Pay Act (1963) 3. Occupational Safety & Health Act(1970) 4. Americans with Disabilities Act (1990) B. Making affirmative action work

X. Labor Relations A. Why join a union? B. Federal regulation of union-mgmt interations C.Job security -union shop -open shop -agency shop -closed shop D. The labor contract 1. collective bargaining 2. the contract 3. discipline 4. grievances 5. strike