1. ©2007 Prentice Hall 14-1 Human Resources Chapter 14

2. Chapter 14 Objectives After studying this chapter, you will be able to: Explain the challenges and advantages of a diverse workforce Discuss four staffing challenges employers are facing in today’s workplace Discuss four alternative work arrangements that a company can use to address workplace challenges Identify the six stages in the hiring process ©2007 Prentice Hall 14-2

3. Chapter 14 Objectives, cont. List six popular types of financial incentive programs for employees Highlight five popular employee benefits Describe four ways an employee’s status may change and discuss why many employers like to fill job vacancies from within Define the collective bargaining process ©2007 Prentice Hall 14-3

4. Human Resource Management ©2007 Prentice Hall 14-4 Motivation Compensation AcquiringAcquiringMaintainingMaintainingDevelopingDeveloping Training Evaluation

5. Staffing Challenges ©2007 Prentice Hall 14-5 Aligning the Workforce Managing Work Life Balance Fostering Employee Loyalty Monitoring Workloads / Burnout

6. Demographic Challenges ©2007 Prentice Hall 14-6 Workforce Diversity Alternative Work Programs

7. Workforce Diversity ©2007 Prentice Hall 14-7 Age Gender Race Religion

8. Diversity Initiatives ©2007 Prentice Hall 14-8 PoliciesPoliciesTrainingTrainingProceduresProcedures

9. Alternative Work Arrangements ©2007 Prentice Hall 14-9 Flextime Job Sharing Extended Leaves Extended Leaves Telecommuting

10. Planning for Staffing Needs ©2007 Prentice Hall 14-10 Estimate Demand for Employees Estimate Demand for Employees Estimate Supply of Employees Estimate Supply of Employees Perform Job Analysis Perform Job Analysis Write Job Descriptions Write Job Descriptions Write Job Specifications Write Job Specifications To Hiring Proces s To Hiring Proces s Evaluating Job Requirements Forecasting From Busines s Plan

11. Forecasting Supply ©2007 Prentice Hall 14-11 Employee Retention ContingentEmployees Outsourcing

12. Forecasting Demand 1.Forecasted Sales Revenues 2.Expected Turnover Rate 3.Current Workforce Skill Level 4.Impending Strategic Decision 5.Changes in Technology 6.Company’s Current and Projected Financial Status ©2007 Prentice Hall 14-12

13. Evaluating Job Requirements ©2007 Prentice Hall 14-13 JobAnalysisJobAnalysisJobSpecificationJobSpecificationJobDescriptionJobDescription

14. Recruiting Employees ©2007 Prentice Hall 14-14 Internal Searches Newspaper AdsInternet Ads Trade Shows HeadhuntersReferrals Employment Agencies Union HallsColleges

15. The Hiring Process ©2007 Prentice Hall 14-15 Select Qualified Candidates Select Qualified Candidates 1 1 Conduct Interviews Conduct Interviews 3 3 Check References Check References 5 5 Screen Candidates Screen Candidates 2 2 Evaluate Candidates Evaluate Candidates 4 4 Select the Best Candidate Select the Best Candidate 6 6

16. Background Checks ©2007 Prentice Hall 14-16 Employers take the following steps before hiring applicants: Employment Verification Criminal Records Check Drug Screening Reference Checks Education Verification Motor Vehicle Records 86% 81% 78% 70% 56%

17. The Legal Aspect of Hiring ©2007 Prentice Hall 14-17 Equal Employment Opportunity Negligent Hiring Immigration Reform and Control Act

18. Training and Development ©2007 Prentice Hall 14-18 Orientation Training Retraining

19. Compensation and Benefits ©2007 Prentice Hall 14-19 SalariesSalariesBenefitsBenefitsWagesWages

20. Compensation ©2007 Prentice Hall 14-20 WagesSalaries BenefitsPay ScaleBenefitsBonuses Hourly Workers Corporate Executives

21. Incentive Programs ©2007 Prentice Hall 14-21 Bonuses Commissions Profit Sharing

22. Incentive Programs ©2007 Prentice Hall 14-22 Gain Sharing Pay for Performance Pay for Performance Knowledge-Based Pay Knowledge-Based Pay

23. Benefits and Services ©2007 Prentice Hall 14-23 Insurance Paid HolidaysPension Plans Stock Options Family BenefitsESP Plan Cafeteria Plans Insurance Retirement Benefits

24. Insurance ©2007 Prentice Hall 14-24 Life and Health Dental and Vision Disability Long-Term Care

25. Retirement Benefits ©2007 Prentice Hall 14-25 Defined Benefit Plans Retirement age Average salary Years of service Retirement age Average salary Years of service Defined Contribution Plans Employer contributions Employee contributions Accumulated earnings Employer contributions Employee contributions Accumulated earnings Employee Pension Plans

26. Stock Option Plans ©2007 Prentice Hall 14-26 Employer Benefits Employee Benefits Cost Effective Long-Term Incentives Profit Potential Vested Interest

27. Family Benefits ©2007 Prentice Hall 14-27 Elder-Care Unpaid Leave Unpaid Leave Daycare

28. Overseeing Changes in Employment Status ©2007 Prentice Hall 14-28 Promotion Termination Reassignment Retirement

29. Working with Labor Unions ©2007 Prentice Hall 14-29 Wages and Benefits Working Conditions Job Security

30. Overview of Labor Unions ©2007 Prentice Hall 14-30 DisadvantagesDisadvantagesAdvantagesAdvantages Strength in Numbers Bargaining Power Restricts Individuality Negative Stereotypes

31. Collective Bargaining Process ©2007 Prentice Hall 14-31 Preparing to Meet Preparing MeetingMeeting Reaching an Agreement Agreement 123 Voting and Ratification Ratification 45

32. Resolving a Labor Issue ©2007 Prentice Hall 14-32 Mediation Arbitration

33. Attempts to Force a Resolution ©2007 Prentice Hall 14-33 LaborManagement StrikeStrike BoycottBoycott PublicityPublicity StrikebreakersStrikebreakers LockoutsLockouts InjunctionsInjunctions

34. The Labor Movement Today ©2007 Prentice Hall 14-34 Membership ImmigrationReform HealthcareCosts StrategicCooperation