1. Managing Human Resources
Chapter 9 1 1

2. HR planning & forecasting
Job analysis & design
HR planning & forecasting
Employee recruitment
Employee selection
Human Resource Planning
A. Job Analysis
1. job description - lists the tasks and
responsibilities of a job
2. job specification - skills, knowledge,
and abilities a person must have to fill a job

3. HR planning & forecasting
Job analysis & design
HR planning & forecasting
Employee recruitment
Employee selection
B. HR Planning & Forecasting
1. Demand forecast
2. Supply forecast (internal):

4. 3. Labor Supply & Demand
a. frequent changes, use of contingency workers
b. Labor shortage in the 1990s
-some individuals seeking work advertise
themselves as free agents, employers bid for
interviews
c. post-September 11 labor demand
Source: Entrepreneur, Jan. 2000, p. 16.

5. HR planning & forecasting
Job analysis & design
HR planning & forecasting
Employee recruitment
Employee selection
III. Employee Recruitment:
A. Internal recruitment sources
1. Present and former employees
2. Previous applicants
B. External Recruitment Sources
1. Newspaper advertisements
2. Trade journals and magazines
3. Colleges and universities
4. Employment agencies
5. Job fair

6. HR planning & forecasting
Job analysis & design
HR planning & forecasting
Employee recruitment
Employee selection
IV. Employee Selection:
The process of determining which people in the applicant pool possess the qualifications necessary to be successful on the job.

7. A. Steps of the Selection Process
Initial screening
Employment testing
Selection interview
Background and reference checks
Physical examination
Hire or not hire

8. V. Training and Development:
Training & development
Performance planning & evaluation
Compensation & benefits
V. Training and Development:
A. Employee Orientation
B. On-the-job training
1. job rotation
2. apprenticeship
3. mentoring
C. Off-the-job training
1. vestibule training
2. programmed instruction
D. Employee development

9. VI. Performance Planning/Evaluation
A. Performance appraisal
Compares an employee’s actual performance with the expected performance
Typically used to determine an employee’s
Compensation
Training needs
Advancement opportunities
typically a direct relationship between appraisal and compensation/advancement

10. VII. Compensation & Benefits A. Types of Compensation or Pay
1. hourly wages
2. salaries
3. piecework and commission
4. accelerated commission schedule
5. bonus
6. profit sharing
7. fringe benefits and services

11. VIII. Organizational Career Mgmt
A. Job change within the organization
1. promotion
2. transfer
3. demotion
B. Separations from the organization
1. layoff
2. termination
3. resignation
4. retirement

12. IX. Laws Affecting Human Resources
A. Role of Gov’t agencies in HRM
1. Fair Labor Standards Act (1938)
2. Equal Pay Act (1963)
3. Occupational Safety & Health
Act(1970)
4. Americans with Disabilities Act (1990)
B. Making affirmative action work

13. X. Labor Relations A. Why join a union?
B. Federal regulation of union-mgmt
interations
C.Job security
-union shop -open shop
-agency shop -closed shop
D. The labor contract
1. collective bargaining 2. the contract
3. discipline grievances
5. strike