1. © The McGraw-Hill Companies, Inc., 1999 NickelsMcHughMcHugh

2. © The McGraw-Hill Companies, Inc., 1999 Chapter 11 Human Resource Management: Finding and Keeping the Best Employees Irwin/McGraw-Hill

3. © The McGraw-Hill Companies, Inc., 1999 The Job of Human Resource Management Securing human resources Retaining human resources l Planning l Recruiting l Selecting l Compensation and Benefits l Training and Development l Appraising Performance l Scheduling Employees Legal and social environment Job analysis Labor force conditions 11-1 Irwin/McGraw-Hill

4. © The McGraw-Hill Companies, Inc., 1999 11-2 Source: Louis Harris & Associates Promise of long-term employment 82% Support of training & education78% Hires/keeps hard-working people 75% Encourages a collegial workplace and creativity 74% Reason% That Agree What Attracts Workers to Specific Employers?

5. © The McGraw-Hill Companies, Inc., 1999 11-3 Irwin/McGraw-Hill © The McGraw-Hill Companies, Inc., 1999 What Not to Ask in Job Interviews  What is your date of birth?  Have you ever filed a worker’s compensation claim?  Sometimes, we will need the person we hire to work late hours. Will this cause problems with your child-care arrangements?  What is your native language?  What is your place of birth?  Do you own a home?  I see that you use a walker. If we were to hire you, what accomodations would you require to perform the job?

6. © The McGraw-Hill Companies, Inc., 1999 Skills Employers are Seeking 11-4 percent Irwin/McGraw-Hill © The McGraw-Hill Companies, Inc., 1999 Skills Most in Demand

7. © The McGraw-Hill Companies, Inc., 1999  Provide flexibility to meet demand fluctuations  Acquire specific expertise  Fill in for absentee workers  Screen candidates for future employment  Control increasing benefit costs  Offset effects of downsizing Why Companies Use Temporary Workers 11-5 Source: The Conference Board

8. © The McGraw-Hill Companies, Inc., 1999 Work in Diverse Groups 13% Oral Communication Skill 9% Written Communication 6% Able to Meet Deadlines 8% Basic Math Skills 8% Basic Computer Skills 14% Evaluation of High School Seniors Required Skill % Ready Do Employers Feel Students are “Ready” for Work? 11-6 Source: Roger Starch, Worldwide, Inc.

9. © The McGraw-Hill Companies, Inc., 1999 Information Sought on Job Descriptions versus Job Specifications 11-7 Irwin/McGraw-Hill Job title Date Department Objectives Source of assignments Major duties or responsibilities Positions supervised Working conditions Accountability Job Description Irwin/McGraw-Hill Job Specification Job title Date Education Training Experience Physical condition Specific skills and knowledge Personal characteristics

10. © The McGraw-Hill Companies, Inc., 1999 Irwin/McGraw-Hill 11-8 © The McGraw-Hill Companies, Inc., 1999 Major Uses of Performance Appraisals  To identify training needs.  To use as a promotion tool.  To recognize workers’ achievements.  To evaluate the hiring process.  To judge the effectiveness of the orientation process.  To use as a basis for terminating workers.

11. © The McGraw-Hill Companies, Inc., 1999 Child Care 86% Employee/Assistance Plans 85% Flexible Schedules 68% Elder Care 30% Survey of 1,500 Major Employers Benefit% of Employers Employers Offering Family-Friendly Benefits 11-9 Source: Hewitt Associates; Bureau of Labor Statistics

12. © The McGraw-Hill Companies, Inc., 1999 Unusual Benefits Offered to Workers  Steelcase — 1,200-acre camping and recreational area for workers.  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 a home, college). 11-10 Irwin/McGraw-Hill © The McGraw-Hill Companies, Inc., 1999

13. Percentage of Employers that Grant Family Leave Amount of Leave time percent Employers with 50 or more employees Irwin/McGraw-Hill © The McGraw-Hill Companies, Inc., 1999 11-11

14. © The McGraw-Hill Companies, Inc., 1999 11-12 Irwin/McGraw-Hill © The McGraw-Hill Companies, Inc., 1999 Job-Oriented Motivational Techniques  Job Enrichment & Redesign  Telecommuting  Flextime  Compressed Workweeks  Work and Job Sharing

15. © The McGraw-Hill Companies, Inc., 1999 SOURCE: The Conference Board 11-13 Employee request88.2% Support of corporate image69.8% Part of work/family initiative67.1% Recruiting advantage60.5% Support work-force diversity55.2% Increase productivity51.9% Prevent turnover51.3% Company’s Reasons for Establishing Flexible Work Plans

16. © The McGraw-Hill Companies, Inc., 1999 11-14 Irwin/McGraw-Hill © The McGraw-Hill Companies, Inc., 1999  It’s okay to ask any applicant whether he or she has an automobile.  It’s appropriate to ask applicants to attach photographs to their applications.  During interviews, it’s appropriate to ask an applicant his or her age.  It’s appropriate to ask if an applicant is a naturalized U.S. citizen.  It’s not appropriate to ask an applicant about past work experience. Decide if the following statements are true or false What Do You Know About Equal Employment Opportunity Laws?

17. © The McGraw-Hill Companies, Inc., 1999 11-15 Irwin/McGraw-Hill © The McGraw-Hill Companies, Inc., 1999 ‘You may ask an applicant to indicate what foreign languages he or she can read, write or speak fluently. ’It’s appropriate to ask an applicant if he or she has an arrest record. “It’s okay to ask whether the applicant is physically able to lift heavy weights. ”It’s appropriate to ask women questions about child- care arrangements.  You have the right to ask an applicant for names of work-related and personal references. Decide if the following statements are true or false What Do You Know About Equal Employment Opportunity Laws?