Human

Resources

ManagementMy Instructor

Stephen, Rannels

Student

Sausan Hassan

Over view

Human Resources Functions

Employees, Jobs outcomes, and people

Organization Environment

Building Performance and Motivation Performance

Maintaining Human Resources

Acquiring Human Resources Planning

Managing Multinational HRM

Human Resource Management All management decisions and practices that directly

affect or influence the people

Job analysis is information about jobs, and divided to

Job description

activities performed on a job

equipment use

Working conditions

Job Specification

Skills

Knowledge

Abilities

Other physical

Personal characteristics necessary to perform a job

Basic Job analysis steps Scope of the project

-- Decide purposes of project

-- Decide which jobs to include

Methods of Job Analysis

--Data need

--Identify source of job data

--Select specific procedures of job analysis

--Data

Data Collection and Analysis

-- Collect job data

--Analyze data

--Report results to company

--Recheck job analysis data periodically

Assessing Job Analysis Methods

--Evaluate results against criteria of benefits, costs, and legality

Human Resource Function It means:

Employees

--Motivation

--Abilities

--Interests

--Personality

--Attitudes

Jobs

--Requirements

--Rewards

Job Outcomes

--Performance

--Productivity

--Quality

--Satisfaction

--Retention

Organization Environment

Management’s goals and values

Corporate culture

Strategy

Technology

Structure

Size

Human Resources Choices Is Needed

Staffing

Appraising

Compensating

Training and Development

Employee Influence

Work Systems

Changes in Strategy, Changes in

Choices

Human Resource Planning

Human resource planning is

concerned with the flow of people

into, through out of an organization.

Require two types of information:

Data from the external environment

Data from inside the organization.

Equal Employment Opportunity: The Legal Environment

Equal employment opportunity (EEO) is used

to represent a collection of legal and social

policies stating that members of U.S.

society should have equal access to and

treatment in employment.

The Constitution

Fifth Amendment and Fourteenth

Amendment. There is two suites can

employees possibly file suit in court :

1- using either the Fifth or the Fourteenth

Amendment as the basis for the case

2- arguing that he or she is being deprived of

properly without due process of law.

Human Resource Development

It is coordinates the provision of training and

development experiences in organization.

An Instructional System Design ( ISD)

Needs assessment

--Assess training needs

--Organizational analysis

-- Job and task analysis

Person analysis

Develop training objectives

Design and Develop

-- Select training methods

--Develop detailed content

Continues

Building Performance and Motivation Performance

Performance Management is the

integration of performance appraisal

systems with broader human resources

system as a mean of aligning

employees, work behaviors with the

organization’s goals.

Performance management:

1-Defining performance

2- Appraisal process

3- Measuring performance

4- Feedback and coaching

Compensation System Development

An organization is working to accomplish

specific goals and objectives.

Basis for the exchanges:

1- The employee provides knowledge, skills,

and abilities, desired to by the organization

to meet its goals in return for money, goods,

and services

Taken together, the money, goods, and

services the employer provides for

employees constitute the compensation.

Compensation system is Direct and Indirect

system.

Continues Indirect system is to protection programs as

-- Medical insurance

-- Life insurance

-- Disability income

-- Pension

-- Social Security

And this also to pay for time not worked

-- Vacations

-- Holidays

-- Sick leaves

-- Jury duty

ContinuesServices and perquisites

-- Recreational facilities

-- Car

-- Financial planning

-- Low-cost or free meals

This is all of the organization have to apply it as law

and use it equally on all the employees.

Direct compensation

1-base pay

2- merit pay

3- salary

4- wage

Continues These have base steps

Incentive pay

-- Bonus

-- Commission

-- Piece rate

-- Profit sharing

-- Stock option

-- Shift differential

Deferred Pay

-- Saving plan

-- Stock purchase

-- Annuity

Maintaining Human Resources

Benefits are to help the employees

and support their parents for daily

life:

Child care,

Health care costs and coverage,

Social security and changes in

pension benefits are among the best

known compensation topics today

Continues Types of Benefits

1- Mandatory Protection Programs

Social Security

Unemployment compensation insurance

Worker’s compensation

2- Compensation for time not worked

3- Operation Protection Programs – Health Insurance

4- Optional Protection programs- Life and Disability Insurance

5- Private Retirement/ Pension Plans

6- Regulations Governing retirement plans

7- Other benefits are

Wellness programs

Educational assistance

Child- care assistance

Safety and Health The work place safety as the federal safety and

health legislation is the Occupational Safety and

Health Act of 1970 to protect the employees at any

organization and the purpose of this act was to

centralize the regulation of workplace safety and to

expand coverage include all organizations in the

United States.

There is three agencies:

1- Occupational Safety and health Review

Commission (OSHRC)

2- Occupational Safety and Health Administration

(OSHA)

3- National Insurance for Occupational Safety and

Health (NIOSH)

Labor Relations and Collective Bargaining

Labor management relations are

Process

Forming a union

Collective bargaining after the union

has been formed

The various dispute- resolution

processes used when agreement

cannot be reached

References Human Resources Management to Fisher

Schoenfeldt Show . Sixth Edition Used all

chapters.

http://www.college.hmco.com/business/student

s.

1- Text book [ Human Resources

Management] Sixth edition To Fisher

Schoenfeldt Show

Fisher, S. (2006). Human resources

management. (6th ed., pp. 11-349). 222

Berkeley Street, Boston, MA 02116-3764:

Houghton Mifflin Retrieved from

http://www.college.hmco.com/business/student

s.