Copyright © Houghton Mifflin Company. All rights reserved Chapter 11 Human Resource Management

Copyright © Houghton Mifflin Company. All rights reserved Chapter Outline Human Resource Planning u A Systems Perspective u Assessing Current Needs u Forecasting Future Needs u Formulating a Staffing Strategy u Evaluation and Update

Copyright © Houghton Mifflin Company. All rights reserved Chapter Outline (continued) Selection u Equal Employment Opportunity u Employment Selection Tests u Effective Interviewing

Copyright © Houghton Mifflin Company. All rights reserved Chapter Outline (continued) Performance Appraisal u Making Performance Appraisals Legally Defensible u Alternative Performance Appraisal Techniques

Copyright © Houghton Mifflin Company. All rights reserved Chapter Outline (continued) Training u Modern Training: Content and Delivery u The Ingredients of a Good Training Program u Skill Versus Factual Learning

Copyright © Houghton Mifflin Company. All rights reserved Chapter Outline (continued) Contemporary Human Resource Challenges and Problems u Fostering Union-Management Cooperation u Discouraging Sexual Harassment u Controlling Alcohol and Drug Abuse

Copyright © Houghton Mifflin Company. All rights reserved HUMAN RESOURCE MANAGEMENT Human resource management: involves the planning, acquisition, and development of human resources necessary for organizational success.

Copyright © Houghton Mifflin Company. All rights reserved HUMAN RESOURCE MANAGEMENT (continued) Key Human Resource Management Activities (Based on the organization’s strategy and structure): u Human resource planning u Selection u Performance appraisal u Training u Identifying and solving human resource problems

Copyright © Houghton Mifflin Company. All rights reserved HUMAN RESOURCE MANAGEMENT (continued) Desired Result of the Human Resource Management Process u “The right number of appropriately skilled people in the right jobs at the right time.”

Copyright © Houghton Mifflin Company. All rights reserved HUMAN RESOURCE MANAGEMENT (continued) For Discussion: What is the practical significance of switching from the term “personnel” to “human resources?”

Copyright © Houghton Mifflin Company. All rights reserved HUMAN RESOURCE PLANNING u Human resource planning: the development of a comprehensive staffing strategy for meeting the organization’s future human resource needs.

Copyright © Houghton Mifflin Company. All rights reserved HUMAN RESOURCE PLANNING (continued) The Human Resource Planning System Model 1.Assess current staffing needs u Job analysis: the process of determining the fundamental elements of jobs through systematic observation and analysis. u Job description: a clear and concise summary of the duties of a specific jobs and the qualifications for holding it. 2.Forecast future human resource needs 3.Formulate staffing strategy 4.Evaluate and update

Copyright © Houghton Mifflin Company. All rights reserved HUMAN RESOURCE PLANNING (continued) For Discussion: What would you say to a manager who makes this statement? “Writing job descriptions is a waste of time today because things will change before the ink is dry.”

Copyright © Houghton Mifflin Company. All rights reserved EMPLOYEE SELECTION Title VII of the Civil Rights Act of 1964 and related amendments and executive orders are the foundation of Equal Employment Opportunity law in the United States. u Employment decisions -- including hiring, transfer, promotion, and pay -- cannot be made on the basis of uncontrollable personal characteristics such as one’s gender, national origin, race, skin color, disability, or age and personal preferences such as religion (and, in some jurisdictions, sexual preference).

Copyright © Houghton Mifflin Company. All rights reserved EMPLOYEE SELECTION (continued) Equal Employment Opportunity versus Affirmative Action u EEO is aimed at preventing future discrimination. u Affirmative action is a concerted effort to make up for past discrimination.

Copyright © Houghton Mifflin Company. All rights reserved EMPLOYEE SELECTION (continued) Managing Diversity “In short, diversity advocates want to replace all forms of bigotry, prejudice, and intolerance with tolerance and, ideally, appreciation of interpersonal differences.”

Copyright © Houghton Mifflin Company. All rights reserved EMPLOYEE SELECTION (continued) Employment Selection Tests and Interviews u Employment selection test: any procedure used as a basis for an employment decision. u Structured interview: a series of job-related questions with standardized answers that are consistently applied across all interviews for a particular job.

Copyright © Houghton Mifflin Company. All rights reserved EMPLOYEE SELECTION (continued) For Discussion: What sorts of abuses have you observed in recent years with employment selection tests and interviewing? What needs to be done to curb these abuses?

Copyright © Houghton Mifflin Company. All rights reserved PERFORMANCE APPRAISAL Performance appraisal: the process of evaluating individual job performance as a basis for making personnel decisions.

Copyright © Houghton Mifflin Company. All rights reserved PERFORMANCE APPRAISAL (continued) Criteria for Legally-defensible Performance Appraisals 1.A job analysis used to develop the performance appraisal system. 2.The appraisal system is behavior-oriented, not trait-oriented. 3.Evaluators follow specific written instructions when conducting appraisals. 4.Evaluators review the results of appraisals with ratees.

Copyright © Houghton Mifflin Company. All rights reserved PERFORMANCE APPRAISAL (continued) For Discussion: What has been your personal experience with performance appraisals? What improvements could have been made?

Copyright © Houghton Mifflin Company. All rights reserved ALTERNATIVE PERFORMANCE APPRAISAL TECHNIQUES u Goal setting (management by objectives) u Written essays u Critical incidents u Graphic rating scales Behaviorally anchored rating scales (BARS): performance rating scales divided into increments of observable job behavior determined through job analysis.

Copyright © Houghton Mifflin Company. All rights reserved ALTERNATIVE PERFORMANCE APPRAISAL TECHNIQUES (continued) u Weighted check lists u Rankings / comparisons u Multi-rater appraisals 360-Degree review: a manager is evaluated by her or his boss, peers, and subordinates.

Copyright © Houghton Mifflin Company. All rights reserved ALTERNATIVE PERFORMANCE APPRAISAL TECHNIQUES (continued) For Discussion: 1.As a top-level executive, which appraisal technique would you use in your organization? Why? 2.As a first-line supervisor, which technique would you prefer? Why? 3.Which technique would you like to have manager use for appraising your job performance? Why?

Copyright © Houghton Mifflin Company. All rights reserved TRAINING Training: process of changing employee behavior and/or attitudes through some type of guided experience.

Copyright © Houghton Mifflin Company. All rights reserved TRAINING (continued) Skill (Versus Factual) Learning 1.Goal setting 2.Modeling (Substitute meaningful presentation of materials for factual learning) 3.Practice 4.Feedback

Copyright © Houghton Mifflin Company. All rights reserved TRAINING (continued) For Discussion: How important is feedback for both skill and factual learning? Explain.

Copyright © Houghton Mifflin Company. All rights reserved WHAT CAN VICTIMS OF SEXUAL HARASSMENT DO? Victims of Sexual Harassment Tend to Win Their Lawsuits When: u There was severe harassment. u There were witnesses. u Management had been notified. u There was supporting documentation. u Management failed to take action.

Copyright © Houghton Mifflin Company. All rights reserved WHAT CAN VICTIMS OF SEXUAL HARASSMENT DO? (continued) For Discussion: What needs to be done to rid the workplace of sexual harassment (of both women and men)?