1. Chapter 13 Managing Human Resources Hellriegel, Jackson, and Slocum MANAGEMENT: A Competency-Based Approach South-Western College Publishing Copyright © 2002

2. Learning Objectives After reading this chapter, you should be able to:  Explain how managing human resources effectively can improve organizational performance  Identify and discuss several important laws and government regulations that affect how organizations manage their human resources  State the elements of human resource planning  Explain the process that organizations use to recruit and select new hires  Describe several types of training and development programs  Explain how managers use performance information to improve employee job performance  Discuss the objectives of monetary compensation and the elements of a monetary compensation package 13.1

3. Hellriegel, Jackson, and Slocum MANAGEMENT: A Competency-Based Approach South-Western College Publishing Copyright © 2002 Human Resource Management 13.2 HRM can be used to gain a competitive advantage when:  Employees are a source of value added  Employees are “rare” or unique in some way  Competitors are not able to copy or imitate easily the company’s approach to human resource management

4. Hellriegel, Jackson, and Slocum MANAGEMENT: A Competency-Based Approach South-Western College Publishing Copyright © 2002 The Legal & Regulatory Environment 13.3 Categories of laws and regulations affecting HRM:  Equal Employment Opportunity Civil Rights Act Global Awareness  Health and Safety Protection Occupational Safety and Health Act  Compensation and Benefits Fair Labor Standards Act Equal Pay Act Comparable Worth

5. Hellriegel, Jackson, and Slocum MANAGEMENT: A Competency-Based Approach South-Western College Publishing Copyright © 2002 Adapted from Figure 13.2 The Hiring Process Recruitment Selection Vacancy Created Separation Movement Promotion Demotion Transfer 13.4

6. Hellriegel, Jackson, and Slocum MANAGEMENT: A Competency-Based Approach South-Western College Publishing Copyright © 2002 Sources of Information Used in Selection Decision Résumés Reference checks Tests Interviews 13.5

7. Hellriegel, Jackson, and Slocum MANAGEMENT: A Competency-Based Approach South-Western College Publishing Copyright © 2002 Training & Development Programs Basic Skills Training Orientation Training New Technology Training Team Training Career Development Cross- Cultural Training 13.6

8. Hellriegel, Jackson, and Slocum MANAGEMENT: A Competency-Based Approach South-Western College Publishing Copyright © 2002 Issues Facing Expatriate Employees Adapted from Table 13.1  What is the host country’s business culture like?  Will this assignment be good for my career?  What is the country like?  Will my family be able to adjust to the situation?  How will we learn the language?  Where will we live?  What are the tax and financial issues?  How will medical needs be taken care of? 13.7

9. Hellriegel, Jackson, and Slocum MANAGEMENT: A Competency-Based Approach South-Western College Publishing Copyright © 2002 Improving Performance Appraisal Accuracy Adapted from Figure 13.3 13.8 Rating Scale Format Memory Aids Rater Training Rewards Multiple Raters

10. Hellriegel, Jackson, and Slocum MANAGEMENT: A Competency-Based Approach South-Western College Publishing Copyright © 2002 Elements of a Total Compensation System  Status  Friendships  Flexible work arrangements  Recognition  Development opportunities  Indirect Monetary Compensation Required and voluntary insurance Vacation and time off Tuition reimbursement Family care Health and wellness programs  Direct Monetary Compensation Wages and Salary Shift, on-call and overtime pay Bonuses and incentives Skill-based pay Adapted from Figure 13.4 13.9 Nonmonetary Compensation Monetary Compensation