1. Human Resource management
Business and technology II

2. Role of human resources
Legal compliance
Performance evaluation
Compensation
Training and development
Recruiting and hiring

3. Recruiting and HIRing Most basic function
Developing job descriptions (job analysis)
Advertising available positions (HOW?)
Screening applicants
Conducting interviews (can be lengthy)
Drafting job offers (verbal and written)
Negotiating salary and benefits

4. Training and DeVELopment
Starts with new employee orientation
Orientation – overview of the company and its operations (company’s philosophy, mission statement, policies and goals)
Job specific training – usually combines group learning in a classroom setting and hands-on training
Ongoing training – existing employees often need training (why?)

5. compensation Wages or salaries, incentives and benefits
Making sure the compensation is in line with the competition and industry standards
Wages – usually calculated on hourly, daily or weekly basis (example)
Salary – usually expressed as an annual figure (example)
Incentives – include bonuses and commission (example)
Benefits – insurance, retirement, sick, vacation, flex work, childcare, profit sharing

6. Performance evaluation
Appraisals – used to assess how well employees are performing
Progress made toward achieving set goals
Usually conducted on annual basis
Pay raises, bonuses and promotions based on evaluations
Part of ee permanent record
Promotion and termination – must be made carefully and within the law
downsizing

7. Legal compliance Changes in labor laws and regulation
Laws differ from state to state
Fines and penalties imposed on businesses for non compliance

8. Organized labor
Labor unions – group of workers united as a single body to protect and advance the rights and interests of its members. (examples_
White collar worker – primarily uses mental abilities and knowledge acquired in higher education
Blue collar worker – one whose job involves physical labor (typically employed where?)
Organized labor brought fair wages, standardized hours, safer working conditions to ee’s.
Collective bargaining – negotiation between management and unions
Mediation – neutral third party tries to help
Arbitration – third party makes the decision
STRIKES or agreement/new contract

9. Laws affecting human resource management
Fair labor standards act – 1938
Equal pay act – 1963
Civil rights act – 1964
Age discrimination in employment act – 1967
Occupational safety and health act – 1970
Americans with disabilities act – 1990
Family and medical leave act

10. Labor management legislation
Norris-LaGuardia Act – 1932
National labor relations act (wagner act) – 1935
Fair labor standards act – 1938
Labor management relations act (taft-Hartley act) – 1947
Labor management reporting and disclosure act (landrum-griffen act)