1.MODULE 15 HUMAN RESOURCE MANAGEMENT

• Nurturing turns potential into performance

What is the purpose and legal context of human resource management?

What are the essential human resource management practices?

2. HUMAN RESOURCE MANAGEMENT Purpose of Human Resource Management MODULE GUIDE 15.1

Human resource management attracts, develops, and maintains a talented workforce.

Government legislation protects workers against

employment discrimination.

Employee rights and other issues complicate the legal environment of work.

Labor relations and collective bargaining are closely governed by law.

3. HUMAN RESOURCE MANAGEMENT Purpose of Human Resource Management

Human Resource Management

• involves attracting, developing, and maintaining a quality workforce.

Basic Responsibilities of Human Resource Management

Attract a quality workforcehuman resourceplanning,

recruitment, and selection.

2.Develop a quality workforceemployee orientation, training, performance appraisal.

3.Maintain a quality workforceretention and career development.

4. PURPOSE OF HUMAN RESOURCE MANAGEMENT Legal Aspects Of HRM

Discrimination

• When someone is denied a job or position for non job related reasons

Equal Employment Opportunity

• The right to employment and advancement without regard to race, religion, sex, color or national origin

Affirmative Action

• An effort to give preference in employment to women or other minorities

• Employment criteria justified by capacity to perform a job

Comparable Worth

• Persons performing jobs of similar worth should receive comparable pay

Bona-fide Occupational Qualifications

• Employment criteria justified by capacity to perform a job

5. PURPOSE OF HUMAN RESOURCE MANAGEMENT Legal Aspects Of HRM 6. PURPOSE OF HUMAN RESOURCE MANAGEMENT Labor Relations & Collective Bargaining

Workplace Privacy

• The right to privacy while at work

Independent Contractors

• Hired on temporary contracts and are not part of the organizations permanent work force

Labor Union

• An organization that deals with employers on the workers collective behalf

Labor Contract

• A formal agreement between a union and employer about the terms of work for union members

U.S. labor union facts:

• U.S. union membership was 12.5% in 2004, down from 20.1% in 1983.

• 8% of private sector workers belong to unions, and 36% of government workers.

• Many of the fastest growing unions represent white-collar workers.

• 75% of U.S. adults believe unions improve wages and working conditions;

• 67% believe unions are too involved in politics.

7. PURPOSE OF HUMAN RESOURCE MANAGEMENT Legal Aspects Of HRM 8. HUMAN RESOURCE MANAGEMENT Human Resource PracticesMODULE GUIDE 15.2

Human resource planning matches staffing with organizational needs.

Recruitment and selection attract and hire qualified job applicants.

Socialization and orientation integrate new employees into the organization.

Training continually improves employee skills and capabilities.

Performance management techniques appraise individual accomplishments.

Retention and career development provide career paths and options.

9. HUMAN RESOURCE MANAGEMENT Human Resource Practices

Human resource planning is the process of analyzing staffing needs and identifying actions that should be taken to satisfy them over time.

10. HUMAN RESOURCE PRACTICES Recruitment And Training

Recruitment

• the process of attracting qualified job candidates to fill vacant positions; realistic job previews try to provide candidates with accurate information on the job and organization.

Selection

• Choosing whom to hire from a field of qualified applicants

• • Realistic Job Previews

• • • Provide job candidates with pertinent information regarding a job and organization

• • Reliability

• • • means a selection device gives consistent results over repeated measures

• • Validity

• • • Means scores on a selection device have links to future performance

• • AssessmentCenters

• • • Examine how job candidates handle simulated job situations

11. HUMAN RESOURCE PRACTICES Orientation And Training

Orientation

• the process of formally introducing new employees to their jobs and socializing them with performance expectations.

Training

• keeping workers skills up to date and job relevant; important training approaches include coaching and mentoring.

• • Coaching

• • • An experienced person offers performance advice to a less experienced person

• • Mentoring

• • • Assigns early career employees as protgs to more senior ones

12. MANAGEMENT TIPS

How to succeed in a telephone interview

Prepare ahead

study the organization; list your relevant strengths and capabilities.

Minimize Distractions

be in a quiet room, with privacy, without interruptions.

Dress professionally

this increases confidence, sets your interview tone.

Practice your verbal skills

what you say and how you sound affects your first impression.

Have materials handy

have all supporting documents within easy reach.

Have questions ready

be ready; dont hesitate; ask questions during interview.

Ask what happens next

ask how to follow up, what information you can interview, formal application, in-depth interviews, employment testing, and reference checks.

13. HUMAN RESOURCE PRACTICES Performance Appraisals

Performance Appraisal

• The process of formally evaluating performance and feedback to an employee

Two Purposes of Performance Appraisal 1. Evaluationdocument and let people know how well they aredoing; judgmental role.2. Developmentidentify how training and support can improveperformance; counseling role. 14. HUMAN RESOURCE PRACTICES Performance Appraisals

Critical Incident Technique

• Keeps a log of a persons effective and ineffective job behavior

360 Degree feedback

• Includes superiors, subordinates, peers and even customers in the appraisal process

Multi-person Comparison

• Rates employees against each other

Graphic Rating Scale

• Uses a checklist of characteristics or traits to evaluate performance

15. HUMAN RESOURCE PRACTICES Performance Appraisals

Behaviorally Anchored Rating Scale

Uses specific descriptions of actual behaviors to rate various levels of actual performance 16. HUMAN RESOURCE PRACTICES Retention And Career Development

Career Development

• Manages how a person grows and progresses in their career

Career Planning

• The process of managing career goals and individual capabilities with opportunities for their fulfillment