self analysis
Lola2230
Chapter8.pptxStudent Version
Forming, Norming, Storming, Performing.
The Environmental Context of Human Resource Management
Legal environment
Social environment
Strategic importance
Components of HR’s Context
© 2016 Cengage Learning. All rights reserved. May not be copied, scanned, or duplicated, in whole or in part, except for use as permitted in a license distributed with a certain product or service or otherwise on a password-protected website for classroom use.
8–2
2
The Legal Environment of HRM
Equal Employment Opportunity
Compensation and Benefits
Labor Relations
Health and Safety
Title VII of Civil Rights Act of 1964
Fair Labor Standards Act of 1938 (FLSA)
National Labor Relations Act of 1935 (Wagner Act)
Occupational Safety and Health Act of 1970 (OSHA)
Pregnancy Discrimination Act
Equal Pay Act of 1963
Labor Management Relations Act of 1947 (Taft-Hartley Act)
Age Discrimination in Employment Act
Employee Retirement Income Security Act of 1974 (ERISA)
Americans with Disabilities Act
Family and Medical Leave Act of 1993 (FMLA)
Civil Rights Act of 1991
© 2016 Cengage Learning. All rights reserved. May not be copied, scanned, or duplicated, in whole or in part, except for use as permitted in a license distributed with a certain product or service or otherwise on a password-protected website for classroom use.
8–3
3
The Legal Environment of HRM (cont’d)
Alcohol and drug dependencies
AIDS in the workplace
Sexual harassment
Emerging Legal Issues
© 2016 Cengage Learning. All rights reserved. May not be copied, scanned, or duplicated, in whole or in part, except for use as permitted in a license distributed with a certain product or service or otherwise on a password-protected website for classroom use.
8–4
4
Attracting Human Resources
Job Analysis
A systematic analysis of jobs within an organization.
Job Description
A listing of the job’s duties; its working conditions; and the tools, materials, and equipment use to perform the job.
Job Specification
A listing of the knowledge, skills, abilities, and other credentials the incumbent jobholder will need to do a job.
© 2016 Cengage Learning. All rights reserved. May not be copied, scanned, or duplicated, in whole or in part, except for use as permitted in a license distributed with a certain product or service or otherwise on a password-protected website for classroom use.
8–5
5
Human Resource Planning
Assess labor market conditions
Predict demand for labor
Forecast internal and external labor supply
Plan for increased or decreased staffing
Compare demand to supply
© 2016 Cengage Learning. All rights reserved. May not be copied, scanned, or duplicated, in whole or in part, except for use as permitted in a license distributed with a certain product or service or otherwise on a password-protected website for classroom use.
8–6
6
Recruiting Human Resources
Executive search firms
Union halls
Employee referrals
Sources of External Recruits
Advertising
Campus interviews
Employment agencies
Walk-ins
© 2016 Cengage Learning. All rights reserved. May not be copied, scanned, or duplicated, in whole or in part, except for use as permitted in a license distributed with a certain product or service or otherwise on a password-protected website for classroom use.
8–7
7
The Selection Process
Pool of candidates complete application blanks
Remaining candidates complete test battery
Remaining candidates are interviewed by managers
Final candidates receive job offers
Physical exams may be required for employment
Initial screening
Test scoring
References checked, final decisions made
© 2016 Cengage Learning. All rights reserved. May not be copied, scanned, or duplicated, in whole or in part, except for use as permitted in a license distributed with a certain product or service or otherwise on a password-protected website for classroom use.
8–8
8
Selecting Human Resources
Tests
Interviews
Application blanks
Validation of selection information
© 2016 Cengage Learning. All rights reserved. May not be copied, scanned, or duplicated, in whole or in part, except for use as permitted in a license distributed with a certain product or service or otherwise on a password-protected website for classroom use.
8–9
9
Developing Human Resources
Lectures
Role play and case studies
On-the-job and vestibule training
Common Training Methods
Web-based and electronic training
© 2016 Cengage Learning. All rights reserved. May not be copied, scanned, or duplicated, in whole or in part, except for use as permitted in a license distributed with a certain product or service or otherwise on a password-protected website for classroom use.
8–10
10
Performance Appraisal
Aids in making decisions about employee
Provides performance feedback
Validates selection and training
Reasons for Performance Appraisal
© 2016 Cengage Learning. All rights reserved. May not be copied, scanned, or duplicated, in whole or in part, except for use as permitted in a license distributed with a certain product or service or otherwise on a password-protected website for classroom use.
8–11
11
Judgmental Appraisal Methods
Ranking method
Rating method
Behaviorally-anchored Rating Scale (BARS)
Appraising employees
© 2016 Cengage Learning. All rights reserved. May not be copied, scanned, or duplicated, in whole or in part, except for use as permitted in a license distributed with a certain product or service or otherwise on a password-protected website for classroom use.
8–12
12
Errors in Performance Appraisal
Recency error
Leniency and strictness
Halo error
Common Errors in Performance Appraisal
© 2016 Cengage Learning. All rights reserved. May not be copied, scanned, or duplicated, in whole or in part, except for use as permitted in a license distributed with a certain product or service or otherwise on a password-protected website for classroom use.
8–13
13
Compensation
Wages
Salaries
Incentives
Forms of Compensation
© 2016 Cengage Learning. All rights reserved. May not be copied, scanned, or duplicated, in whole or in part, except for use as permitted in a license distributed with a certain product or service or otherwise on a password-protected website for classroom use.
8–14
14
Steps in Determining Compensation
Wage-level decisions:
Organization strategy
Availability of resources
Wage survey data
Unemployment rates
Wage-structure decisions:
Internal equity
Job rankings
Job evaluations
Individual wage decisions:
Experience
Performance
Seniority
© 2016 Cengage Learning. All rights reserved. May not be copied, scanned, or duplicated, in whole or in part, except for use as permitted in a license distributed with a certain product or service or otherwise on a password-protected website for classroom use.
8–15
15
Types of Benefits
Pay for time not worked
Insurance
Service benefits
Health benefit plans
Employee Benefits
© 2016 Cengage Learning. All rights reserved. May not be copied, scanned, or duplicated, in whole or in part, except for use as permitted in a license distributed with a certain product or service or otherwise on a password-protected website for classroom use.
8–16
16
Managing Workforce Diversity
Higher productivity
Enhanced employer reputation
Better understanding of markets
Increased creativity and innovation
Workforce Diversity as a Competitive Advantage
© 2016 Cengage Learning. All rights reserved. May not be copied, scanned, or duplicated, in whole or in part, except for use as permitted in a license distributed with a certain product or service or otherwise on a password-protected website for classroom use.
8–17
17
Reasons for Increasing Diversity
Legislation and legal action
Changing demographics in the labor force
Increased awareness that diversity improves the quality of the work force
The globalization movement
Increasing diversity and multiculturalism in organizations
© 2016 Cengage Learning. All rights reserved. May not be copied, scanned, or duplicated, in whole or in part, except for use as permitted in a license distributed with a certain product or service or otherwise on a password-protected website for classroom use.
8–18
18
Managing Diversity in Organizations
Diversity in Organizations
Individual strategies
Organization policies
Organization practices
Diversity training
Organization culture
© 2016 Cengage Learning. All rights reserved. May not be copied, scanned, or duplicated, in whole or in part, except for use as permitted in a license distributed with a certain product or service or otherwise on a password-protected website for classroom use.
8–19
19
Managing Labor Relations
Grievance procedure
Collective bargaining
Union-Management Relations
© 2016 Cengage Learning. All rights reserved. May not be copied, scanned, or duplicated, in whole or in part, except for use as permitted in a license distributed with a certain product or service or otherwise on a password-protected website for classroom use.
8–20
20
New Challenges in the Changing Workplace
Knowledge workers
Contingent and temporary workers
The Changing Workplace
© 2016 Cengage Learning. All rights reserved. May not be copied, scanned, or duplicated, in whole or in part, except for use as permitted in a license distributed with a certain product or service or otherwise on a password-protected website for classroom use.
8–21
21
