PowerPoint Presentation by Charlie Cook The University of West Alabama Copyright © 2006 Thomson Business & Professional Publishing. All rights reserved.

Slides:



Advertisements
Similar presentations
Management Skills Chapter 11. Ch 11 – Sec 2 Management Functions The three functions of management The management techniques used by effective managers.
Advertisements

Managing Human Resources
Hiring, Training & Evaluating Employees
PowerPoint Presentation by Charlie Cook Human Resources Management: Staffing Chapter 8 Copyright © 2003 South-Western/Thomson Learning. All rights reserved.
Copyright © 2005 by South-Western, a division of Thomson Learning All rights reserved 1 Chapter 13 Managing Human Resources.
Human Resources Leslie Lum. Human Resource Goals n Staffing - Planning, recruiting and selecting people to work for the company n Motivation - Designing.
Understanding Management First Canadian Edition Slides prepared by Janice Edwards College of the Rockies Copyright © 2009 Nelson Education Ltd.
Building and Managing Human Resources
1.Explain the importance of employee recruitment and list some useful sources for finding suitable applicants. 2.Identify the steps in evaluating job.
Human Resources, Culture, and Diversity
PowerPoint Presentation by Charlie Cook The University of West Alabama Longenecker Moore Petty Palich © 2008 Cengage Learning. All rights reserved. CHAPTER.
Human Resources Management
Part 6 PowerPoint Presentation by Charlie Cook Copyright © 2003 South-Western College Publishing. All rights reserved. All rights reserved. Managing Human.
Introduction to Business © Thomson South-Western ChapterChapter Human Resources, Culture, and Diversity Human Resources Basics Managing Human.
© 2012 Cengage Learning. All Rights Reserved. Principles of Business, 8e C H A P T E R 8 SLIDE Human Resources Basics Managing Human Resources.
LESSON 8-1 Human Resources Basics
Objective 3.01 Understand employment law
Human Resource Management Chapter 10 Copyright © 2011 by the McGraw-Hill Companies, Inc. All rights reserved. McGraw-Hill/Irwin.
Building and Managing Human Resources Chapter Twelve Copyright © 2011 by the McGraw-Hill Companies, Inc. All rights reserved. McGraw-Hill/Irwin.
10-1 Copyright © 2013 Pearson Education, Inc. publishing as Prentice Hall Chapter 10 Human Resource Management and Labor Relations.
How to Obtain and Manage Human Resources and Diversity in Small Companies.
© 2012 Cengage Learning. All Rights Reserved. Principles of Business, 8e C H A P T E R 8 SLIDE 1 THE U.S. WORKFORCE ●All people 16 years and older who.
© Prentice Hall, 2004 Business in Action 2eChapter Managing Human Resources.
STAFFING PROCESS Human Resources Management. Involves: Planning for Attracting Developing Retaining  employees.
Managing Human Resources
Building and Managing Human Resources
PowerPoint Presentation by Charlie Cook The University of West Alabama Copyright © 2006 Thomson Business & Professional Publishing. All rights reserved.
Unit Six HUMAN RESOURCE MANAGEMENT. Human Resource Management Activities undertaken to attract, develop and maintain an effective workforce within an.
© 2013 South-Western, a part of Cengage Learning. All rights reserved. Chapter 9 | Slide 1 Chapter 9: Attracting and Retaining the Best Employees.
Target I can identify and understand the goals and functions of human resource management.
© 2012 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part.
Human Resource Management Objective  Define terms related to Human Resource Management  Identify the concepts of Human Resource Management  Discuss.
Copyright © 2003 by Nelson, a division of Thomson Canada Limited. Chapter 11 PowerPoint Presentation by Thomas M c Kaig, Ryerson University Managing Human.
R OBERT L. M ATHIS J OHN H. J ACKSON PowerPoint Presentation by Charlie Cook The University of West Alabama Copyright © 2005 Thomson Business & Professional.
Unit 5.  Human resource management may be defined as the organized function of planning for human resource needs, and recruitment, selection, development,
© 2012 Cengage Learning. All Rights Reserved. Principles of Business, 8e C H A P T E R 8 SLIDE Human Resources Basics Managing Human Resources.
CHAPTER 10 Staffing and Human Resource Management Andrew J. DuBrin Essentials of Management, 6/e South-Western College Publishing Copyright © 2003 Screen.
Goals List and describe the steps in the hiring process. Describe compensation packages for employees. Identify laws protecting employee rights. Slide.
Chapter 11 Human Resource Management.  Great deal of selection, gourmet foods  Knowledgeable employees  High wages/salaries/full benefits  Empowered.
* * Chapter Eleven Human Resource Management: Finding and Keeping the Best Employees Copyright © 2010 by The McGraw-Hill Companies, Inc. All rights reserved.McGraw-Hill/Irwin.
8–18–1Copyright © 2006 Thomson Business and Economics. All rights reserved. Agenda/Announcements Agenda –UW Research Overview Guest – Christina Fong –Chapter.
Human Resources: Objectives 1. Describe work environment of desired career positions 2. Relate environments to hiring policies and procedures. 3. Describe.
Human Resources Management. Roles of the Human Resources Department Human resources planning and analysis Equal employment opportunity practices Staffing.
Human Resource Management. Functions ________ ________ Determining needs Recruiting Hiring ________________ ________and ________ Orientations Management.
PowerPoint Presentation by Charlie Cook The University of West Alabama © 2010 South-Western, Cengage Learning, Inc. All rights reserved. Managing Human.
18-1 Small Business Management, 11th edition Longenecker, Moore, and Petty © 2000 South-Western College Publishing Chapter 18 Managing Human Resources.
Copyright © 2004 Prentice Hall. All rights reserved.9–1 The Basic HR Process FIGURE 9–1.
Part Chapter © 2009 The McGraw-Hill Companies, Inc. All rights reserved. 1 McGraw-Hill Human Resource Management 1 Chapter 8.
© Prentice Hall, 2005 Business in Action 3eChapter Managing Human Resources.
Attracting and Retaining
Chapter 24 Human Resource Planning
Chapter 9 THE FUTURE OF BUSINESS Gitman & McDaniel 5 th Edition THE FUTURE OF BUSINESS Gitman & McDaniel 5 th Edition Chapter 9 Managing Human Resources.
Establishing Strategic Pay Plans
PowerPoint Presentation by Charlie Cook The University of West Alabama Student Version © 2010 South-Western, Cengage Learning, Inc. All rights reserved.
Human Resouce Management Pertemuan 8 (Eighth Meeting) Matakuliah: J0562 / Management Tahun: 2010.
Intro to Business, 7e © 2009 South-Western, Cengage Learning SLIDE1 CHAPTER Human Resources Basics Managing Human Resources Organizational.
PowerPoint Presentation by Charlie Cook, The University of West Alabama © 2010 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated,
Chapter 13 Managing Human Resources Hellriegel, Jackson, and Slocum MANAGEMENT: A Competency-Based Approach South-Western College Publishing Copyright.
Chapter 23 – Managing Human Resources Human resources management (personnel management) – all activities involved with acquiring, developing, and compensating.
©2013 Cengage Learning. All Rights Reserved. Business Management, 13e Managing Human Resources Human Resources in Business The Employment.
Intro to Business, 7e © 2009 South-Western, Cengage Learning SLIDE1 Human Resources Basics Goals Describe the nature of today’s workforce. Identify important.
Managing Human Resources
Small Business Management, 18e
Managing Human Resources
Attracting and Retaining the Best Employees
Human Resources Functions
Managing Human Resources
Managing Human Resources
Managing Human Resources and Labor Relations
Presentation transcript:

PowerPoint Presentation by Charlie Cook The University of West Alabama Copyright © 2006 Thomson Business & Professional Publishing. All rights reserved. Part 5 Managing Growth in the Small Business Managing Human Resources

Copyright © 2006 Thomson Business & Professional Publishing. All rights reserved. Student 19–2 Looking Ahead After studying this chapter, you should be able to: 1. Explain the importance of employee recruitment and list some sources that can be useful in finding suitable applicants. 2. Identify the steps to take in evaluating job applicants. 3. Describe the role of training for both managerial and nonmanagerial employees in a small firm. 4. Explain the various types of compensation plans, including the use of incentive plans. 5. Discuss the human resource issues of employee leasing, legal protection, labor unions, and the formalizing of employer– employee relationships.

Copyright © 2006 Thomson Business & Professional Publishing. All rights reserved. Student 19–3 RecruitmentRecruitment Recruitment of good employees contributes to customer satisfaction and to profitability. Small firms can attract applicants by stressing unique work features and opportunities. Recruitment sources include help-wanted advertising, walk-ins, schools, public and private employment agencies, executive search firms, employee referrals, the Internet, and temporary help agencies. The increasing diversity of the workforce requires a broadening of the scope of recruitment. Job descriptions outline the duties of the job; job specifications identify the skills needed by applicants.

Copyright © 2006 Thomson Business & Professional Publishing. All rights reserved. Student 19–4 Evaluating Job Applicants In the first step, application forms help the employer obtain preliminary information from applicants. Employers must avoid questions about sex, race, religion, color, national origin, age, and disabilities. Additional evaluation steps are interviewing the applicant, checking references and other background information, and testing the applicant. The final evaluation step is often a physical examination, which may include drug screening.

Copyright © 2006 Thomson Business & Professional Publishing. All rights reserved. Student 19–5 TrainingTraining Training enables employees to perform their jobs effectively and also prepares them for advancement. An orientation program helps introduce new employees to the firm and its work environment. Training is one component of a firm’s quality management program. Training and development programs are appropriate for both managerial and nonmanagerial employees.

Copyright © 2006 Thomson Business & Professional Publishing. All rights reserved. Student 19–6 Compensation and Incentives Small firms must be competitive in salary and wage levels. Payments to employees either are based on increments of time or vary with employee output. Incentive systems relate compensation to various measures of performance. Fringe benefit costs are often equal to 40 percent or more of payroll costs. Employee stock ownership plans enable employees to own a share of the business.

Copyright © 2006 Thomson Business & Professional Publishing. All rights reserved. Student 19–7 Human Resource Issues Small firms can reduce paperwork by transferring personnel to the payroll of a leasing company. All small businesses with more than 15 employees must observe laws prohibiting discrimination and protecting employee health and safety. Some small businesses must work with labor unions. As small firms grow, they must adopt more formal methods of human resource management. Employment of a human resource manager becomes necessary at some point as a firm continues to add employees.

Copyright © 2006 Thomson Business & Professional Publishing. All rights reserved. Student 19–8 Key Terms headhunter workforce diversity job specification validity reliability Job Instruction Training fringe benefits employee stock ownership plans (ESOPs) employee leasing professional employment organization (PEO) Civil Rights Act Occupational Safety and Health Act Fair Labor Standards Act (FLSA) Family and Medical Leave Act

Feedback: Privacy Policy Feedback
Do Not Sell My Personal Information
About project: SlidePlayer Terms of Service

© 2024 SlidePlayer.com. Inc. All rights reserved.