11 HR Management

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HR Management

Text of 11 HR Management

  • 9/1/2012

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    IES Business Consultants 1

    HR Management

    IES Business Consultants

    Attracting a quality workforce

    Human resource planning, recruitment, and selection

    Developing a quality workforce

    Employee orientation, training and development, and

    performance appraisal.

    Maintaining a quality workforce

    Career development, work-life balance, compensation

    and benefits, employee retention and turnover, and

    labor-management relations.

    HRM Responsibilities

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    IES Business Consultants

    Steps in the HR Planning Process

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    IES Business Consultants

    The foundation of HR planning is job analysis.

    The orderly study of job facts to determine just what is done, when,

    where, how, why, and by whom in existing or potential new jobs.

    Job analysis provides information for developing:

    Job descriptions

    Job specifications

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    Recruitment

    Steps in the recruitment process:

    Advertisement of a job vacancy.

    Preliminary contact with potential job candidates.

    Initial screening to create a pool of qualified applicants.

    How to attract a Quality Workforce

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    IES Business Consultants

    External recruitment candidates from outside the hiring organization.

    Internal recruitment candidates from within the organization.

    Traditional recruitment candidates receive information only on most positive organizational features.

    Recruitment Methods

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    Six Steps for Selection :

    1. Completion of a formal application form.

    2. Interviewing.

    3. Testing.

    4. Reference checks.

    5. Physical examination.

    6. Final analysis and decision to hire or reject.

    Selection Process . . .

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    Selection Process . . . Reasons for Rejection

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    1. If they are counting the bricks, put them in accounting.2. If they are recounting them, put them in auditing.3. If they messed up the place with the bricks, put them in engineering.4. If they are arranging the bricks in a strange order, put them in planning.5. If they are throwing the bricks at each other, put them in operations.6. If they are sleeping, put them in security.7. If they have broken the bricks into pieces, put them in IT.8. If they are sitting idle, put them in HR.9. If they say they have tried different combinations, yet not a brick has

    been moved, put them in sales. 10. If they have already left for the day, put them in marketing.11. If they are staring out of the window, put them on strategic planning.12. And then last but not least, if they are talking to each other and not a

    single brick has been moved Congratulate them and put them in top management

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    How to recruit the Right Person

    IES Business Consultants

    Step 1Application Forms

    Declares individual to be a job candidate.

    Documents applicants personal history and qualifications.

    Personal rsums may be included.

    Applicants lacking appropriate credentials are rejected at this step.

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    IES Business Consultants

    Step 2Interviews

    Exchange of information between job candidate and key members of

    the organization.

    Opportunity for job candidate and organizational members to learn

    more about each other.

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    Step 3 Employment Tests

    Common types of employment tests:

    Intelligence

    Aptitude

    Personality (Psychometric Assessment)

    Interests

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    IES Business Consultants

    Be prepared ahead of time.

    Take the call in private.

    Dress professionally.

    Practice your interview voice.

    Have reference materials handy.

    Have a list of questions ready.

    Ask what happens next.

    How to succeed in a telephone interview

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    IES Business Consultants

    Step 4 Reference and Background Checks

    Inquiries to previous employers, academic advisors, coworkers ...

    Can enhance candidates credibility.

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    Step 5 Physical Examinations

    Ensure applicants physical capability to fulfill job requirements.

    Basis for enrolling applicant in life, health, and disability insurance

    programs.

    Drug testing is done at this step.

    How to attract a Quality Workforce

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    IES Business Consultants

    Step 6 Final Decision to Hire or Reject

    Best selection decisions will involve extensive consultation

    among multiple parties.

    Selection decision should focus on all aspects of the

    candidates capacity to perform the designated job.

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    IES Business Consultants 17

    Socialization Model

    IES Business Consultants

    Socialization

    Process of influencing the expectations, behavior, and attitudes of a new employee in a way considered desirable by the organization.

    Orientation

    Set of activities designed to familiarize new employees with their jobs, coworkers, and key aspects of the organization.

    Socialization

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    On-the-job training

    Job rotation

    Coaching

    Mentoring

    Modeling

    Off-the-job training

    Management development

    Training

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    Performance Appraisal

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    Performance (Appraisal) SystemDivision / Dpt. Job Title:

    Name of employee:

    Functions to be appraisedPersnl

    Apprsl

    Target

    %

    Suprvsr

    Apprsl

    Actual

    Apprsl

    %

    Total % Recommendations for employee's developmentOverall

    appraisal

    Tech

    Ap

    pra

    isa

    l Essential Tasks 90% 100% 80% 80%

    77%

    76%

    Secondary Tasks 70% 100% 90% 90%

    Areas of responsibilities 80% 100% 70% 70%

    Performance expectations 85% 100% 60% 60%

    Key Performance Indicators (KPI) 90% 100% 85% 85%

    Ad

    min

    Ap

    pra

    isa

    l

    Team working 75% 10% 85% 9%

    74%

    Communication 50% 10% 70% 7%

    Client focus 90% 5% 90% 5%

    Problem solving Decision making 85% 30% 85% 26%

    Open thinking & Learning 90% 5% 90% 5%

    Managing Time & Pressure 50% 5% 50% 3%

    Coaching & Developing others 90% 10% 0% 0%

    Leadership 50% 10% 100% 10%

    Health, Safety & Environment 100% 5% 50% 3%

    Initiative 85% 10% 90% 9%

    100%

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    Behavioral Rating for Performance Appraisal

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    Immediate Superior. Peers or co-workers. Self-evaluation. Immediate subordinates. The 360-Degree Evaluations

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    Who should do the Evaluation?

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    The 360 degree Evaluation

    IES Business Consultants

    COPYRIGHT

    Copyright 2012 Dr Hesham Sadek. All rights reserved. Reproduction or translation of

    this work beyond that named in Section 117 of the United States Copyright Act without the

    express written permission of the copyright owner is unlawful. Requests for further

    information should be addressed to Dr Hesham Sadek.

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