1. A Quality Workforce
Unit 5: Organizing

2. Human Resource Management
Within large organizations, you will usually find a human resources (HR) department
The function of the human resources department is to facilitate the process of attracting, developing, maintaining, and retaining a high-quality workforce for the organization
In other words, the human resources function is responsible for getting people, preparing them, helping to motivate them, and keeping them

3. Strategic HR Planning Process
The human resources department must also create a strategic plan
The HR planning process usually has five steps:
Review organizational objectives and corresponding HR objectives
Assess the current HR capacity
Forecast HR requirements
Conduct a gap analysis, i.e., compare what organization currently has with the forecasted requirements
Develop HR strategies to support organizational strategies

4. Strategic HR Planning Process
The five basics strategies used by Human Resources managers are:
Restructuring
Training and Development
Recruitment
Outsourcing
Collaboration

5. Steps in strategic human resource planning

6. Recruiting
The process of attracting qualified persons to apply for jobs that are open
Two main types of recruiting:
- internal
- external

7. Internal recruiting
Considering present employees as candidates for openings
Promotion from within can help build morale and keep high-quality employees from leaving

8. External Recruiting
Involves attracting people outside the organization to apply for jobs
Job postings on the internet are impersonal
Job fairs are ideal because they are more personal because candidates and recruiters can talk face to face

9. School Placement Employee Referrals Recruitment Temp Sources Employee
Internal Searches
Recruitment
Sources
Temp
Services
Employee
Leasing
Employment
Agencies
Advertisements

10. Orientation for New Personnel
Developmental process begins with an employee’s first two or three days on the job
The employee should learn:
Specific job duties,
Policies and procedures
Clear explanations of performance criteria
Evaluation process
Should be given an employee handbook

11. Employee Handbook
- work hours - paydays - breaks - lunch hours - absences - holidays - employee benefits ...and so on...

12. Training to Improve Quality
Training programs are designed to promote higher-quality workmanship
Special classes and seminars can be used to: - teach employees about the importance of quality
- ways in which to produce high-quality work

13. Nonmanagerial Employees
On-the-job training may not be effective
Job Instruction Training – a system designed to make on-the-job training more effective
There are four steps:
Prepare employees
Present the operations
Try out performance
Follow up

14. Developing Managerial and Professional Employees
The following factors need to be considered when establishing a management training program:
Determine the need for training
Develop a plan for training
Establish a timetable
Counsel employees