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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?

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Purpose of Human ResourceManagement Human resource management attracts, develops,

and maintains a talented workforce.

Government legislation protects workers against

employment discrimination.

Employee rights and other issues complicate thelegal environment of work.

Labor relations and collective bargaining are closelygoverned by law.

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Purpose of Human Resource

Management

Human Resource Management

involves attracting, developing, andmaintaining a quality workforce.

Basic Responsibilities of Human Resource Management

1. Attract a quality workforcehuman resource planning,

recruitment, and selection.

2. Develop a quality workforceemployee orientation,

training, performance appraisal.

3. Maintain a quality workforceretention and career

development.

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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

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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.

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Human Resource Practices

MODULE GUIDE 15.2

Human resource planning matches staffing withorganizational needs.

Recruitment and selection attract and hire qualified jobapplicants.

Socialization and orientation integrate new employees intothe organization.

Training continually improves employee skills and

capabilities. Performance management techniques appraise individual

accomplishments.

Retention and career development provide career paths andoptions.

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Human Resource Practices

Human resource planning is the process of analyzing staffingneeds and identifying actions that should be taken to satisfy

them over time.

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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 withaccurate 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

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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 lessexperienced person

Mentoring

Assigns early career employees as protgs to more senior ones

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MANAGEMENT TIPS

How to succeed in a telephone interview

Prepare aheadstudy the organization; list your relevant strengths and capabilities.

Minimize Distractionsbe in a quiet room, with privacy, without interruptions.

Dress professionallythis increases confidence, sets your interview tone.

Practice your verbal skillswhat you say and how you sound affects your first impression.

Have materials handyhave all supporting documents within easy reach.

Have questions readybe ready; dont hesitate; ask questions during interview.

Ask what happens nextask how to follow up, what information you can interview, formalapplication, in-depth interviews, employment testing, and reference checks.

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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 are

doing; judgmental role.

2. Developmentidentify how training and support can improveperformance; counseling role.

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Critical Incident TechniqueKeeps 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 ComparisonRates employees against each other

Graphic Rating ScaleUses a checklist of characteristics or traits to

evaluate performance

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Behaviorally Anchored Rating ScaleUses specific descriptions of actual behaviors to rate various levels of actualperformance

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Retention And Career Development

Career Development

Manages 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

Legal HR