Intro to Business, 7e © 2009 South-Western, Cengage Learning SLIDE1 CHAPTER Human Resources Basics Managing Human Resources Organizational Culture and Workforce Diversity Human Resources, Culture, and Diversity

Intro to Business, 7e © 2009 South-Western, Cengage Learning SLIDE2 Human Resources Basics Learning Targets Describe the nature of today’s workforce. Identify important goals and activities of human resources. 8-1

Intro to Business, 7e © 2009 South-Western, Cengage Learning SLIDE Chapter 8 3 THE U.S. WORKFORCE All people 16 years and older who are employed or looking for a job More than 140 million people have full- or part-time jobs

Intro to Business, 7e © 2009 South-Western, Cengage Learning SLIDE Chapter 8 4 THE CHANGING WORKFORCE Education and training Some jobs require high school education; other require more Special training may be needed Basic skills and a willingness to work hard Compensation High paying jobs Low paying jobs Type of Work Working with machines and technology Working mainly with people and information

Intro to Business, 7e © 2009 South-Western, Cengage Learning SLIDE Chapter 8 5 TYPES OF JOBS Classified by industry Service-producing industries Goods-producing industries Classified by occupation White-collar jobs – one whose work is more mental than physical Blue-collar jobs – requires a great deal of manual work

Intro to Business, 7e © 2009 South-Western, Cengage Learning SLIDE Chapter 8 6 Industry Categories Source: Occupational Outlook Handbook

Intro to Business, 7e © 2009 South-Western, Cengage Learning SLIDE Chapter 8 7 OCCUPATIONAL CATEGORIES Professional Business and financial operations Service Construction and extraction Installation, maintenance, and repair Transportation and material moving Sales and marketing Management Office and administrative support Farming, fishing, and forestry Production

Intro to Business, 7e © 2009 South-Western, Cengage Learning SLIDE Chapter 8 8 Employment Projections for Occupational Categories Source: U.S. Bureau of Labor Statistics

Intro to Business, 7e © 2009 South-Western, Cengage Learning SLIDE Chapter 8 9 CHANGING JOB REQUIREMENTS Consumer preferences – consumers cast their “dollar votes” Business cycles – stages of the business cycle affect job opportunities. New technologies – computerized systems and robots have greatly reduced the need for production workers. Business competition – today, many U.S. jobs are being outsourced.

Intro to Business, 7e © 2009 South-Western, Cengage Learning SLIDE Chapter 8 10 HUMAN RESOURCES OVERVIEW Human resources are the people who work for a business Management and employees Full-time and part-time workers Temporary workers and long-time employees Human resources department – mid to large size companies have a department; small business owners usually do those tasks themselves

Intro to Business, 7e © 2009 South-Western, Cengage Learning SLIDE Chapter 8 11 Human Resources Goals 1. 1.Identify the personnel needs of the company Maintain an adequate supply of people to fill those needs Match abilities and interests with specific jobs Provide training and development Develop plans to compensate personnel Protect the health and well-being of employees Maintain a satisfying work environment.

Intro to Business, 7e © 2009 South-Western, Cengage Learning SLIDE Chapter 8 12 Human Resources Activities Planning and staffing Job analysis Recruitment and selection Job placement

Intro to Business, 7e © 2009 South-Western, Cengage Learning SLIDE Chapter 8 13 Human Resources Activities Performance management Performance assessment Performance improvement Managing promotions, transfers, and terminations (continued)

Intro to Business, 7e © 2009 South-Western, Cengage Learning SLIDE Chapter 8 14 Human Resources Activities Compensation and benefits Wage and salary planning Benefits planning Payroll, benefits, and personnel records management (continued)

Intro to Business, 7e © 2009 South-Western, Cengage Learning SLIDE Chapter 8 15 Human Resources Activities Employee relations Health and safety planning Labor relations Employment law and policy enforcement Organizational development (continued)

Intro to Business, 7e © 2009 South-Western, Cengage Learning SLIDE16 Managing Human Resources Learning Targets Identify important planning and staffing activities. Describe compensation and benefits plans. Recognize the goals of performance management. 8-2

Intro to Business, 7e © 2009 South-Western, Cengage Learning SLIDE Chapter 8 17 HUMAN RESOURCES PLANNING AND JOB ANALYSIS Classifying employees – permanent or temporary; full-time or part-time Determining job requirements – identify job duties/responsibilities

Intro to Business, 7e © 2009 South-Western, Cengage Learning SLIDE Chapter 8 18 HUMAN RESOURCES RECRUITING AND HIRING The application process New employee orientation

Intro to Business, 7e © 2009 South-Western, Cengage Learning SLIDE Chapter 8 19 Locating Prospective Employees

Intro to Business, 7e © 2009 South-Western, Cengage Learning SLIDE Chapter 8 20 COMPENSATION AND BENEFITS Compensation methods – time wage, straight salary, commission, piece rate, base plus incentive Employee benefits – vacation, health insurance, life insurance, retirement programs, personal/sick days Cafeteria plans

Intro to Business, 7e © 2009 South-Western, Cengage Learning SLIDE Chapter 8 21 PERFORMANCE MANAGEMENT Employee evaluation The evaluation process The evaluation conference Promotions, transfers, and terminations

Intro to Business, 7e © 2009 South-Western, Cengage Learning SLIDE22 Organizational Culture and Workforce Diversity Learning Targets Recognize factors that contribute to an effective organizational culture. Describe the benefits of diversity to an organization, individuals, and society. 8-3

Intro to Business, 7e © 2009 South-Western, Cengage Learning SLIDE Chapter 8 23 DEVELOPING AN EFFECTIVE CULTURE Work environment Work-life relationships Employer-employee relations Labor unions

Intro to Business, 7e © 2009 South-Western, Cengage Learning SLIDE Chapter 8 24 WORKFORCE DIVERSITY Benefits of diversity Organizational benefits Individual benefits Societal benefits

Intro to Business, 7e © 2009 South-Western, Cengage Learning SLIDE Chapter 8 25 FEDERAL LAWS REGULATING DISCRIMINATION The Civil Rights Act of 1964 – prohibits job discrimination based on race, color, religion, gender and national origin The Age Discrimination and Employment Act of 1967 – protects individuals who are 40 years of age or older The Americans with Disabilities Act – prohibits discrimination based on disabilities

Intro to Business, 7e © 2009 South-Western, Cengage Learning SLIDE Chapter 8 26 DEVELOPING A DIVERSE ORGANIZATION 1. 1.Develop a written commitment to diversity Have the full support of top executives Review evidence of diversity in the company Update policies and procedures Provide continuing diversity education Recognize and celebrate diversity.

Intro to Business, 7e © 2009 South-Western, Cengage Learning SLIDE Fast Facts Most jobs today require at least a high school education Technology has not affected blue-collar jobs as much as white-collar jobs A full time employee works at least 40 hours a week Employers are required by law to offer employees some type of benefit Manager and employees do not always have the same immediate goals Employment growth is expected to be slowest over the next ten years in production jobs The final step in the hiring process is employee orientation The physical conditions and psychological atmosphere in which employees work is the work environment The benefits of workplace diversity can be classified as organizational, individual and societal Chapter 8 27