Prepared by Management Department | | S TRATEGIC H UMAN R ESOURCES M ANAGEMENT : G ETTING THE R IGHT P EOPLE FOR M ANAGERIAL S UCCESS Week 9

Human Resource Management : Managing an Organization’s Most Important Resource consists of the activities managers performs to plan for, attract, develop, and retain an effective workforce.

H UMAN R ESOURCE AS P ART OF S TRATEGIC P LANNING

H UMAN C APITAL : P OTENTIAL OF E MPLOYEE K NOWLEDGE & A CTIONS

S OCIAL C APITAL : P OTENTIAL OF S TRONG & C OOPERATIVE R ELATIONSHIPS

The Strategic Human Resource Management Process Source: Kinicki, Williams “Management: a practical introduction.” 3rd Ed.

P LANNING THE H UMAN R ESOURCES N EEDED Strategic Human Resource Planning consists of developing a systematic, comprehensive strategy for (a) understanding current employee needs and (b) predicting future employee needs

U NDERSTANDING C URRENT E MPLOYEE N EEDS : J OB A NALYSIS J OB D ESCRIPTION AND J OB S PECIFICATION

P REDICTING F UTURE E MPLOYEE N EEDS : T HE S TAFFING THE O RGANIZATION M IGHT N EED T HE L IKELY S OURCES F OR S TAFFING H UMAN RESOURCE INVENTORY

1. L ABOR R ELATIONS 3. H EALTH & S AFETY T HE L EGAL R EQUIREMENTS OF H UMAN R ESOURCE M ANAGEMENT 2. C OMPENSATION & B ENEFITS 4. E QUAL E MPLOYMENT O PPORTUNITY

Three Important Concepts Covered by EEO S EXUAL H ARASSMENT consists of unwanted sexual attention that creates an adverse work environment. D ISCRIMINATION Focuses on achieving equality of apportunity within an organization. Occurs when people are hired or promoted for reasons not relevant to the job. A FFIRMATIVE A CTION

Recruitment & Selection: Putting the Right People Into the Right Jobs Recruiting.... is the process of locating and attracting qualified applicants for jobs open in the organization. Recruiting is of Two Types : 1. INTERNAL RECRUITING: Hiring from the Inside 2. EXTERNAL RECRUITING: Hiring from the Outside

Internal and External Recruiting : Advantages & Disadvantages Internal Recruiting AdvantagesDisadvantages 1. Employees tend to be inspired to greater effort and loyalty. Morale is enhanced because they realize that working hard and staying put can result in more opportunities. 1. Internal recruitment restricts the competition for positions and limits the pool of fresh talent and fresh viewpoints. 2. The whole process of advertising, interviewing, and so on is cheaper. 2. It may encourage employees to assume that longevity and seniority will automatically result in promotion. 3. There are fewer risks. Internal candidates are already known and are familliar with the organization. 3. Whenever a job is filled, it creates a vacancy elsewhere in the orgabization. External Recruiting AdvantagesDisadvantages 1. Applicants may have specialized knowledge and experience. 1. The recruitment process is more expensive and takes longer. 2. Applicants may have fresh viewpoints2. The risks are higher because the persons hired are less well known.

Selection: How to Choose the Best Person for the Job Selection Process.... is the screening of job applicants to hire the best candidate. Three Types of Selection Tools: 1. BACKGROUND INFORMATION: Application Forms, Resumes, & Reference Checks. 2. INTERVIEWING: Unstructured, Situational, & Behavioral-Description. 3. EMPLOYMENT TESTS: Ability, Personality, Performance, & Others.

Panel Interview

Mass Interview

Selection: using Lie Detector

Basic Testing Concepts Reliability.... Consistency of scores obtained by the same person when retested with identical or equivalent tests. “Are test results stable over time?” Validity... The test measures what it purports to measure and is free of bias. “Does the test actually measure what it is intended to measure?”

O RIENTATION : H ELPING N EWCOMERS L EARN THE R OPES H ELPING N EW E MPLOYEES G ET C OMFORTABLE : T HE F IRST 6 M ONTHS T HE D ESIRABLE C HARACTERISTICS OF O RIENTATION THE EMPLOYEE SHOULD EMERGE WITH INFORMATION ABOUT : The Job Routine The Organization’s Mission and Operations The Organization’s Work Rules and Employee Benefits

Training, & Development Helping People Perform Better Five Steps in the Training Process Source: Kinicki, Williams “Management: a practical introduction.” 3rd Ed.

Training.... refers to educating technical and operational employees in how to better do their current jobs. Development.... refers to educating professionals and managers in the skills they need to do their jobs in the future.

Typical Areas for Which Employee Training & Development are Given: Safety Customer service Leadership Computer Skills Quality Initiatives Human Relations Communications Ethics Diversity Sexual Harassment Areas of Training & Development: 1 Off-the-Job Training

Performance Appraisal Consists of Assessing an employee’s performance 2. Providing him or her with feedback

T WO G ENERAL T YPES OF P ERFORMANCE A PPRAISAL : 1. O BJECTIVE A PPRAISALS, ARE BASED ON FACTS AND ARE OFTEN NUMERICAL 2. S UBJECTIVE A PPRAISALS, ARE BASED ON A MANAGER ’ S PERCEPTIONS OF AN EMPLOYEES ’ S Traits Appraisals Behavioral Appraisals They Measure Results They are Harder to Challenge Legally

W HO S HOULD M AKE P ERFORMANCE A PPRAISALS ? P EERS AND S UBORDINATES C USTOMERS AND C LIENTS S ELF - A PPRAISALS

360-Degree Assessment 360-Degree Assessment or 360-Degree Feedback Appraisal in which employees are appraised not only by their managerial superiors but also by peers, subordinates, and sometimes clients, thus providing several perspectives.

Effective Performance Feedback F ORMAL A PPRAISALS Conducted on an unscheduled basis and consist of less rigorous indications of employee performance. Conducted at specific times throughout the year and are based on performance measures that have been established in advance. I NFORMAL A PPRAISALS

Compensation & Benefits B ENEFITS or fringe benefits, are additional nonmonetary forms of compensation designed to enrich the lives of all employees in the organization. W AGES OR S ALARIES To induce employees to be more productive or to attract and retain top performers. Base Pay consists of the basic wage or salary paid employees in exchange for doing their jobs. I NCENTIVES

Managing Promotions, Transfers, Disciplining, & Dismissals P ROMOTION F AIRNESS N ON D ISCRIMINATION O THERS ’ R ESENTMENTS D ISCIPLINING & D EMOTION T RANSFER L AYOFFS D OWNSIZINGS F IRINGS

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