Busn 101 Chapter 11.ppt
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1、Busn 101 Chapter 11,Human Resource Management,1,Goals,Explain the importance of human resource management Describe current issues in managing human resources 5 Steps in human resource planning Methods used to recruit new employees Recruitment challenges Six steps in selecting employees Types of empl
2、oyee training and developing methods Six steps in appraising employee performance Objectives of employee compensation programs Pay systems and fringe benefits Scheduling plans to adjust to workers needs Promotion, reassignment, termination, retirement Effects of legislation on human resource managem
3、ent,2,Wegmans Food Market (East Coast Grocery Chain),No matter how much we invest in our people (employees), we get much more in return Labor costs 16% of sales (industry average is 12%) Profit sharing Medical coverage College scholarships Paid trips to Europe and Napa Valley for research Employee t
4、urnover 6% (industry average is 19%) Employees empowered to make customers happy Do not have to check with supervisors Go to customers home Cook turkey when customers oven is not big enough,3,Human Resource Management,The process of determining human resource needs and then recruiting, selecting, de
5、veloping, motivating, evaluating, compensating, and scheduling employees to achieve organizational goals,4,People are the Ultimate Resource,New ideas solve problems New ideas can create new revenues and new jobs for a business People come up with new ideas Human resource management is an important a
6、nd critical function in any business because hiring creative people with new ideas is key to success People with new ideas are the most important asset for any company,Management is the art of getting things done through people, and things get done better with good people.,Human Resource Management
7、Goals,Human Resource Challenge,Shortages Unskilled Workers Undereducated Workers Underemployed Skills Job Requires Shift in Workforce Composition Aging workers with knowledge Laws & Regulations Single-Parent & Two-Income Families Demand for daycare & more,Attitudes Toward Work More Leisure Continued
8、 Downsizing Overseas Labor Pools Customized Benefits Employees With New Concerns Health care, Disabilities, Affirmative Action Decreased Loyalty,9,Determining HR Needs,Prepare HR Inventory Prepare Job Analysis Job Description Job Specification Assess HR Demand Assess HR Supply Establish Strategic Pl
9、an,10,Prepare HR Inventory,Inventory (database) should include: Ages Names Education Capabilities Training Specialized Skills Languages spoken This helps to assess whether or not the employees are trained, technically up to date, etc.,11,Prepare Job Analysis,Job Analysis A study of what is done by e
10、mployees who hold various job titles and it results in these two documents: Job Description A summary of the objectives of a job, the type of work to be done, the responsibilities and duties, the working conditions, and the relationship of the job to other functions Job Specifications A written summ
11、ary of the minimum qualifications required of workers to do a particular job,12,Assess HR Demand,HR managers anticipate the organizations requirements (identified in the forecast process) and make sure that trained people are available when needed,13,Assess HR Supply,Labor force is continually shift
12、ing: Getting older Becoming more technically orientated Shortages in future? Engineers and Technology workers Oversupply in future? Assembly line workers Recession,14,Establish Strategic Plan,Once you have prepared (1st 4 steps of determining Needs): Inventory Job Description & Specification Demand
13、Supply,Strategic Plan: Recruiting Selecting Training Developing Apprising Compensating Scheduling,15,Recruitment,The set of activities used to obtain a sufficient number of the right people at the right time,Difficulties in Recruiting,Policies that require that promotions come from within Union Regu
14、lations Offer low wages Find employees that fit corporate culture Teams, Participative management Skilled workers are not available,17,Recruiting From A Diverse Population,18,11-19,HR Executives Recruiting Preferences,Source: USA Today,Note: Multiple responses allowed,Selection,The process of gather
15、ing information and deciding who should be hired, under legal guidelines, for the best interests of the individual and the organization,Select Employee Who Will Be Productive,Select Application Form Interview Test Investigate Examine Probation Selection process can be very expensive Hiring from with
16、in can be less expensive Reducing employee turnover (getting happy employees to stay) can be less expensive,21,Application Form,Application form: Legal guidelines limit the kinds of questions Career objectives Past work experiences Educational background Other qualifications Smart Assessment program
17、 Answer question by computer, and it decided whether you get an interview, what questions to ask and what position might be suitable Reduces hiring time and perhaps employee turnover,22,What has been a particularly demanding goal for you to achieve? Can you think of a situation in which an innovativ
18、e course of action was needed? What did you do in this situation? What are the typical customer interactions you have in your present position? Can you think of a recent example of one of these? Have you ever been in a situation where you have had to take on new tasks or roles? Describe this situati
19、on and what you did? In your present position, what standards have you set for doing a good job? How did you determine them?,Typical Interview Questions:,Questions to avoid:,Interview questions to avoid because they may show illegal bias. Do you have a visual, speech, or hearing disability? Are you
20、planning to have a family? When? Have you ever filed a workers compensation claim? How many days of work did you miss last year due to illness? What off-the-job activities do you participate in? Would you have a problem working with a female partner? Where did you grow up? Do you have children? How
21、old are they? What year did you graduate from high school? (reveals age),11-25,Interviewing Mistakes,Source: USA Today,11-26,Number Interviewed to Find Quality Hire,Source: USA Today, January 24, 2005,Test,Must be related to the job Can you use Excel? Can you weld? Can you use a nail gun? Can you do
22、 the math?,27,Investigate,Investigate: Work record School record Credit history References,28,Physical Examine,Medical tests cannot be given to screen out individuals In some states physical examines can be given only after someone has been accepted In states that allow preemployment physical examin
23、es, the test must be given to everyone,29,Probation,Hire employee, then evaluate, then decide if employee will be permanently hired Highline does this,30,11-31,Applicants Mistakes,Source: USA Today,Contingent Workers,Contingent Workers Workers who do not have the expectation of regular, full-time em
24、ployment Part-time workers Seasonal workers Few benefits Flexibility for employee,32,Training And Development,All attempts to improve productivity by increasing an employees ability to perform. Training Short-term skills Development Long-term abilities Training And Development is usually money well
25、spent Higher retention Increased productivity Higher job satisfaction Increase stock value,Training And Development 3 steps,Assess Firm Needs: Needs of organization Skills of employees Design activities to train and develop to meet needs Evaluate effectiveness of training and developing,Training And
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