1. McGraw-Hill/ Irwin © 2002 by The McGraw-Hill Companies, Inc. All Rights Reserved. 11-1 Chapter Nine Human Resource Management, Motivation and Labor-Management Relations

2. McGraw-Hill/ Irwin © 2002 by The McGraw-Hill Companies, Inc. All Rights Reserved. 11-2 HR Challenge  Shortages  Declining Industries  Undereducated New Workers  Shift in Workforce Composition  Laws & Regulations  Single-Parent & Two-Income Families  Attitudes Toward Work

3. McGraw-Hill/ Irwin © 2002 by The McGraw-Hill Companies, Inc. All Rights Reserved. 11-3 Determining HR Needs 1)Forecast Needs 2)Prepare HR Inventory 3)Prepare Job Analysis  Analysis  Description  Specifications 4)Assess Demand 5)Assess Supply 6)Establish Strategic Plan

4. McGraw-Hill/ Irwin © 2002 by The McGraw-Hill Companies, Inc. All Rights Reserved. 11-4 Hiring Process  Recruit  Select  Application Form  Interview  Test  Investigate  Examine  Probation  Train/Develop  Orientation  OJT  Apprenticeship  Off-The-Job Train  Online Training  Vestibule Training  Simulation

5. McGraw-Hill/ Irwin © 2002 by The McGraw-Hill Companies, Inc. All Rights Reserved. 11-5 Job Analysis  Job Description- job duties  Job Specification-education, training, experience  The job specs must be BFOQ’s. Bonafide Occupational Qualification Bonafide Occupational Qualification

6. McGraw-Hill/ Irwin © 2002 by The McGraw-Hill Companies, Inc. All Rights Reserved. 11-6 Bonafide Occupational Qualification  Height: Mickey & Minnie at Disney can be no taller than 4’10”.  Flight attendants – height & weight  Dressing attendants  Waitress at Hooters

7. McGraw-Hill/ Irwin © 2002 by The McGraw-Hill Companies, Inc. All Rights Reserved. 11-7 Management Development  On-The-Job Coaching  Understudy  Job Rotation  Off-The-Job Courses & Training  Network- Mentor

8. McGraw-Hill/ Irwin © 2002 by The McGraw-Hill Companies, Inc. All Rights Reserved. 11-8 Compensation & Benefits  Wages  Benefits  Flexible  Cafeteria Plan  Job Sharing

9. McGraw-Hill/ Irwin © 2002 by The McGraw-Hill Companies, Inc. All Rights Reserved. 11-9 Unusual Benefits Offered to Workers  Steelcase- 1,200 acre camping and recreational area  SYNOVUS- $50 bonus to take physical exam, $200 reward if vital signs are OK  Los Angeles Dodgers- free ice cream for staff if team is in first place  XEROX- Life Cycle Account or $1,000 to help employees with major thresholds (buying home, college)

10. McGraw-Hill/ Irwin © 2002 by The McGraw-Hill Companies, Inc. All Rights Reserved. 11-10 Popular but Cheap  Flexible-spending accoung  Employee-assistance program  Flextime  Wellness, smoking-cessation and weight-loss programs  Elder-care referral service  Lactation program  Adoption assistance

11. McGraw-Hill/ Irwin © 2002 by The McGraw-Hill Companies, Inc. All Rights Reserved. 11-11 Performance Appraisal 1.Establish Standards 2.Communicate Standards 3.Evaluate Performance 4.Discuss Results 5.Take Corrective Action 6.Use Results to Make Decisions

12. McGraw-Hill/ Irwin © 2002 by The McGraw-Hill Companies, Inc. All Rights Reserved. 11-12 Major Uses of Performance Appraisals  Identify training needs  Use as a promotion tool  Recognize workers’ achievements  Evaluate hiring process  Judge effectiveness of orientation process  Use as a basis for terminating workers

13. McGraw-Hill/ Irwin © 2002 by The McGraw-Hill Companies, Inc. All Rights Reserved. 11-13 Employee Retention  Compensation -Individual -Team  Fringe Benefits  Job-Sharing  Flextime -Core Time -Compressed Workweek  Home-Based & Mobile Work

14. McGraw-Hill/ Irwin © 2002 by The McGraw-Hill Companies, Inc. All Rights Reserved. 11-14 What Makes Employees Stay Source: Source: BridgeGate, Irvine, CA & Market Facts Inc., Arlington Heights, IL

15. McGraw-Hill/ Irwin © 2002 by The McGraw-Hill Companies, Inc. All Rights Reserved. 11-15 The Price of Passion  2002 AMA study:  35% said those involved in office romance could be fired  55% said those who mismanaged a romance could be transferred  Legal battles surfacings  Often side with management  12% of cos. - explicit guidelines against  Begin with the end in mind.

16. McGraw-Hill/ Irwin © 2002 by The McGraw-Hill Companies, Inc. All Rights Reserved. 11-16 Maslow’s Hierarchy of Needs Physiological Needs Safety Needs Social Needs Esteem Needs Self- Self-Actualization Unsatisfied Satisfied

17. McGraw-Hill/ Irwin © 2002 by The McGraw-Hill Companies, Inc. All Rights Reserved. 11-17 McGregor’s Theories Theory X- Autocratic Dislike WorkDislike Work Avoid ResponsibilityAvoid Responsibility Little AmbitionLittle Ambition Forced/Controlled/ Directed/ThreatenedForced/Controlled/ Directed/Threatened Motivated by Fear & MoneyMotivated by Fear & Money Theory Y- Democratic Like WorkLike Work Naturally Works Toward GoalsNaturally Works Toward Goals Seeks ResponsibilitySeeks Responsibility Imaginative, Creative, CleverImaginative, Creative, Clever Motivated by EmpowermentMotivated by Empowerment

18. McGraw-Hill/ Irwin © 2002 by The McGraw-Hill Companies, Inc. All Rights Reserved. 11-18 History of Labor Unions  Local Craft Unions Organized  Knights of Labor  AFL Organized  CIO Organized  AFL/CIO  National Labor Relations Act (Wagner Act)

19. McGraw-Hill/ Irwin © 2002 by The McGraw-Hill Companies, Inc. All Rights Reserved. 11-19 Labor Legislation Labor Legislation  Norris LaGuardia  Minimize injunctions against strikes  Wagner Act (National Labor Relations Act)  Legitimize collective bargaining  Taft Harley  Cooling-off Period  Fair Labor Standards Act  Minimum Wage  Overtime Pay

20. McGraw-Hill/ Irwin © 2002 by The McGraw-Hill Companies, Inc. All Rights Reserved. 11-20 Collective Bargaining Process  Bargaining Zone  Grievance  Mediation  Suggestions  Arbitration-  Binding decision

21. McGraw-Hill/ Irwin © 2002 by The McGraw-Hill Companies, Inc. All Rights Reserved. 11-21 Tactics  Strike  Sickouts  Boycott On Strike