ch14 HRM EMPLOYEE RIGHTS

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?


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.


Purpose of Human Resource Management

Human Resource Management involves attracting, developing, and

maintaining a quality workforce.

Basic Responsibilities of Human Resource Management

1. Attract a quality workforce—human resource planning, recruitment, and selection.

2. Develop a quality workforce—employee orientation, training, performance appraisal.

3. Maintain a quality workforce—retention and career development.

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




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 organization’s 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.




Human Resource Practices

MODULE 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.


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.

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 Assessment Centers

Examine how job candidates handle simulated job situations


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 protégés to more senior ones

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; don’t 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.


Performance Appraisals

Performance AppraisalThe process of formally evaluating

performance and feedback to an employee

Two Purposes of Performance Appraisal 1. Evaluation—document and let people know how well they are doing; judgmental role. 2. Development—identify how training and support can improve performance; counseling role.


Performance Appraisals

Critical Incident Technique Keeps a log of a person’s 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


Performance Appraisals Behaviorally Anchored Rating Scale

Uses specific descriptions of actual behaviors to rate various levels of actual performance


Retention And Career Development

Career DevelopmentManages how a person grows and progresses

in their careerCareer Planning

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

Documents

ch14 HRM EMPLOYEE RIGHTS