1. © Prentice Hall, 2007 Excellence in Business, 3eChapter 11 - 1 Taking Care of Employees: Managing Human Resources

2. © Prentice Hall, 2007 Excellence in Business, 3eChapter 11 - 2 Human Resource Management Acquiring Maintaining Developing

3. © Prentice Hall, 2007 Excellence in Business, 3eChapter 11 - 3 Functions of the Human Resources Department Planning for staffing needs Recruiting and hiring Training and development Appraising and retaining

4. © Prentice Hall, 2007 Excellence in Business, 3eChapter 11 - 4 Planning for Staffing Needs Form business plan Estimate demand for employees Estimate supply of employees Perform job analysis Write job descriptions Write job specifications

5. © Prentice Hall, 2007 Excellence in Business, 3eChapter 11 - 5 Forecasting Demand Predicted salesPredicted sales Expected turnover rateExpected turnover rate Workforce’s skill levelWorkforce’s skill level Impending strategic decisionsImpending strategic decisions Changes in technologyChanges in technology Company’s financial statusCompany’s financial status Status of key employeesStatus of key employees

6. © Prentice Hall, 2007 Excellence in Business, 3eChapter 11 - 6 Forecasting Supply Existing workersExisting workers Temporary workersTemporary workers OutsourcingOutsourcing

7. © Prentice Hall, 2007 Excellence in Business, 3eChapter 11 - 7 Evaluating Job Requirements Job analysis Job description Job specification

8. © Prentice Hall, 2007 Excellence in Business, 3eChapter 11 - 8 Recruiting Employees Internal searches Newspaper ads Internet ads Employment agencies Union halls Colleges Trade shows Headhunters Referrals

9. © Prentice Hall, 2007 Excellence in Business, 3eChapter 11 - 9 How Employers and Job- Seekers Approach Recruiting Look inside the company Networking and personal references Employment agency or search firm Unsolicited résumé Newspaper or Internet want ads

10. © Prentice Hall, 2007 Excellence in Business, 3eChapter 11 - 10 The Hiring Process 1.Select qualified candidates 2.Screen candidates 3.Conduct interviews 4.Evaluate final candidates 5.Check references 6.Select the best candidate

11. © Prentice Hall, 2007 Excellence in Business, 3eChapter 11 - 11 Background Checks Employment verification Criminal records check Drug screen Reference checks Education verification Motor vehicle records

12. © Prentice Hall, 2007 Excellence in Business, 3eChapter 11 - 12 Hiring and the Law Equal Employment Opportunity Commission Negligent Hiring Immigration Reform and Control Act

13. © Prentice Hall, 2007 Excellence in Business, 3eChapter 11 - 13 Preemployment Testing Job-skills tests Psychological tests Drug and alcohol tests

14. © Prentice Hall, 2007 Excellence in Business, 3eChapter 11 - 14 Training and Development Orientation Training Retraining

15. © Prentice Hall, 2007 Excellence in Business, 3eChapter 11 - 15 Appraising Employees Periodic performance appraisals Regular written evaluations 360-degree reviews Electronic performance monitoring

16. © Prentice Hall, 2007 Excellence in Business, 3eChapter 11 - 16 Workplace Compensation Wages –Hourly workers Salaries –Corporate executives

17. © Prentice Hall, 2007 Excellence in Business, 3eChapter 11 - 17 Fair Labor Standards Act Administering wages and salaries –Overtime pay Exempt employees Nonexempt employees

18. © Prentice Hall, 2007 Excellence in Business, 3eChapter 11 - 18 Hot Compensation Issues Lower end of pay scale –Downward pressure on benefits –Downward pressure on wages Higher end of pay scale –Compensation gap between CEO and employees –Disparity between results and compensation

19. © Prentice Hall, 2007 Excellence in Business, 3eChapter 11 - 19 Incentive Programs Bonuses Commissions Profit sharing Gain sharing Pay for performance Knowledge-based pay

20. © Prentice Hall, 2007 Excellence in Business, 3eChapter 11 - 20 Benefits and Services Insurance Retirement plans Stock options Family benefits

21. © Prentice Hall, 2007 Excellence in Business, 3eChapter 11 - 21 Insurance Benefits Life and health Dental and vision Disability Long-term care

22. © Prentice Hall, 2007 Excellence in Business, 3eChapter 11 - 22 Insurance Challenges Rising premiums Level prices Flat wages

23. © Prentice Hall, 2007 Excellence in Business, 3eChapter 11 - 23 Creative Approaches to Skyrocketing Health-Care Costs High deductibles In house clinics Employer driven quality improvements Health savings accounts Sliding scale plans Health insurance buying groups Insurance for the uninsured Wellness programs

24. © Prentice Hall, 2007 Excellence in Business, 3eChapter 11 - 24 Retirement Benefits Employee pension plans –Defined benefits –Defined contributions

25. © Prentice Hall, 2007 Excellence in Business, 3eChapter 11 - 25 Stock Option Plans Employer benefits –Cost effective –Long-term incentives Employee benefits –Profit potential –Vested interest

26. © Prentice Hall, 2007 Excellence in Business, 3eChapter 11 - 26 Family-Friendly Benefits Unpaid leave Daycare Elder-care

27. © Prentice Hall, 2007 Excellence in Business, 3eChapter 11 - 27 Other Employee Benefits Vacations, holidays, and sick leaveVacations, holidays, and sick leave Professional developmentProfessional development Financial or legal counselingFinancial or legal counseling Wellness programsWellness programs Employee Assistance ProgramsEmployee Assistance Programs Corporate perksCorporate perks

28. © Prentice Hall, 2007 Excellence in Business, 3eChapter 11 - 28 Overseeing Changes in Employment Status Promotion Reassignment Termination Retirement

29. © Prentice Hall, 2007 Excellence in Business, 3eChapter 11 - 29 Promoting From Within Advantages –Maximizes workforce –Rewards employees –Boosts morale Disadvantages –Individual competence –Potential turnover –Training costs

30. © Prentice Hall, 2007 Excellence in Business, 3eChapter 11 - 30 Terminating Employees Performance related –At-will employment –Wrongful discharge –Rank and yank Not performance related –Business downturns –Effects on employees –Outplacement efforts

31. © Prentice Hall, 2007 Excellence in Business, 3eChapter 11 - 31 Retiring Employees Hiring mature workers Balancing the workforce