1. Human Resources Management

2. What are the functions of HRM? Hiring, firing, evaluation, diversity, laws, motivation, discipline, supervision, orientation, training & development, collective bargaining…..

3. Poor HR…  Hire wrong people  Staff under performs  Employee dissatisfaction…attrition  Difficult employees  Under utilize employee capacities  Break laws

4. The Turnover Situation… The Boomer Effect The Boomer Effect ▫ 82.8 million boomers ▫ 1946-1964 ▫ 2013, 76+ million ready for retirement ▫ Doesn’t account for death, illness, major life changes 60% of all companies don’t know what they are going to do about this

5. The Turnover Situation…  The Gen X & Y Effect (1965- 1997) –53% seek better compensation and benefits. –35% cited dissatisfaction with potential career development. –32% said they were ready for a new experience.

6. The Turnover Situation…  The Skilled Workforce Effect –Staff reductions  Do the job of 2 people  More responsibilities –More jobs require skilled workforce –The economy!  Over qualified –Desire to keep part timers –Hiring non P & R people

7. The Turnover Situation…  Fiscal Accountability –Hiring costs  @$3500 for entry & mid level  @$7000 for upper level professional –Training costs…new & current employees  @$1200 per employee per year –Break even point  6.2 months for mid level managers

8. Organizational Capacity  Existing staff levels –Numbers  FT, PT, where they are on org chart –Expertise  Hire more people with a specific expertise  External training & development…$$$  Internal T & D….cross training –Viable when expertise is within the agency

9. Organizational Capacity  Existing staff levels –Work allocation  Structural problems  Redundancy in jobs  Unnecessary jobs – ie. middle level managers  Under staffed in one area, overstaffed in another  Combine part time staff into 1 full time  Fixing work allocation issues allows for reallocation of resources

10. Organizational Capacity  Fiscal resources –Drives most HR decisions –May show a need, but have to have resources –Show fiscal commitment – salary, hourly, benefits, cost of the search

11. Organizational Capacity  Supervisory resources –Can staff increase their span of control? –Is a new supervisor needed? –Increases coordination –Impact on other staff in the unit  Ie. Shift in job responsibilities

12. Organizational Capacity  Physical resources & administrative support systems –Office space –Computers –Communication systems –Specialized equipment –Admin support

13. Organizational Capacity  Projected turnover of existing staff PositionIncumbentAgePromotabilityBench strength CEOM. Mouse60-Daisy, Donald Dir of RecGoofy57ABambi, Caliope Dir of Facilities Aladin27BCruella, Flounder Marketing Manager Huey51C- A=ready for promotion; B=currently lacks training & experience for promotion, C=questionable promotability