1. Copyright 2005 Prentice- Hall, Inc.

2. Managing Human Resources And Labor Relations
Chapter 8
Managing Human Resources And Labor Relations

3. Copyright 2005 Prentice- Hall, Inc.
Chapter Outline
Foundations of Human Resource Management
Staffing The Organization
Developing The Workforce
Compensation & Benefits
Legal Context Of HR Management
New Challenges In The Changing Workplace
Dealing With Organized Labor
Collective Bargaining
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4. The Strategic Importance of HRM
HRM- Activities For Attracting, Developing, & Maintaining An Effective Workforce
Today’s Reasons For Importance
Growing Legal Issues
Employees Important For Improving Productivity
Poor HR Management Is Expensive
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5. Human Resource Planning
Job Analysis
Job Description
Job Specification
Forecasting HR Demand/Supply
Internal
External
Replacement Charts
Skills Inventories
Matching HR Supply/Demand
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6. Copyright 2005 Prentice- Hall, Inc.
HR Planning Process
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7. Recruiting Human Resources
Recruiting- Attracting Qualified Employees
Internal
External
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8. Staffing Human Resources
Application Form
Other Techniques
Tests
Interviews
Hire
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9. Training The Workforce
On-The-Job
Off-The-Job
Vestibule
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10. Performance Appraisal
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11. Compensation & Benefits
Wages- Time Worked
Salaries- Job Performed
Incentives
Benefits
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12. Copyright 2005 Prentice- Hall, Inc.
Incentive Programs
Individual
Bonuses
Merit Salary Systems
Pay For Performance
Companywide
Profit-Sharing
Gainsharing
Pay-For-Knowledge
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13. Copyright 2005 Prentice- Hall, Inc.
Benefit Programs
Workers’ Compensation Insurance
Retirement Plans
Cafeteria Benefits Plan
401K
Health
Stock
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14. Social Security Cash Benefits Distributed
In $ Billions
As Of
October 2004
Source: Social Security Administration
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15. Equal Employment Opportunity
Protected Classes
Enforcement
Equal Employment Opportunity Commission (1964)
Office of Federal Contract Compliance Programs (Affirmative Action Plans)
Legal Issues In Compensation
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16. Copyright 2005 Prentice- Hall, Inc.
OSHA
Occupational Health And Safety Act (1970)
Ensure Workplace Is Free From Health Hazards
Violation
Citation
Fines $1,000 To $10,000 Per Incident
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17. Emerging Areas Of Discrimination
AIDS
Sexual Harassment
Quid Pro Quo
Hostile Work Environment
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18. Copyright 2005 Prentice- Hall, Inc.
Employment At Will
Employer & Employee Have Right To Terminate
No Advance Notice Necessary
Challenges Of Wrongful Discharge
Employee May Not Be Fired For Protected Legal Rights
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19. Copyright 2005 Prentice- Hall, Inc.
Workforce Diversity
Attitudes
Values
Beliefs
Behaviors
Gender
Race
Age
Ethnicity
Physical Ability
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20. U.S. Workforce Composition
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21. Copyright 2005 Prentice- Hall, Inc.
Knowledge Workers
Information Age- Workers Valued For:
Accomplishments
Experience
Include
Computer Scientists
Engineers
Physical Scientists
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22. Managing Knowledge Workers
Independent
Identify With Profession Not Organization
Require Extensive Training & Retraining
Require Continued Compensation Updates
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23. Contingent/Temporary Workers
Other Than Permanent Or Full-Time
Includes
Independent Contractors
On-Call Workers
“Temps”
Contract/Leased
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24. Managing Contingent & Temporary Workers
Flexibility Requires Careful Planning
Acknowledge Advantages & Disadvantages
Assess Real Cost
How Do They Fit Into Company Strategy?
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25. Copyright 2005 Prentice- Hall, Inc.
Organized Labor
Labor Union
Labor Relations
Collective Bargaining
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26. Union Membership Trends
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27. Copyright 2005 Prentice- Hall, Inc.
Union Bargaining
Historically
Increases In Wages/Salaries
Benefits
Today
Job Security
Jobs Going Overseas
Preserve What Has Already Been Won
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28. Collective Bargaining
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29. Copyright 2005 Prentice- Hall, Inc.
Contract Issues
Compensation
Cost-Of-Living Adjustment
Wage Reopener Clauses
Benefits
Job Security
Other Union Issues
Management Rights
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30. Union Tactics When Bargaining Fails
Strike
Economic
Sympathy
Wildcat
Pickets
Boycotts
Work Slowdown
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31. Copyright 2005 Prentice- Hall, Inc.
Management Tactics
Lockouts
Strikebreakers
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32. Mediation & Arbitration
Voluntary
Compulsory/Binding
Copyright 2005 Prentice- Hall, Inc.