human resource management 1. true or false dealing effectively with human resource (hr) issues is...

Download Human Resource Management 1. True or False Dealing effectively with Human Resource (HR) issues is key to a managers success? 2

If you can't read please download the document

Upload: leslie-townsend

Post on 11-Jan-2016

232 views

Category:

Documents


0 download

TRANSCRIPT

  • Human Resource Management *

  • True or FalseDealing effectively with Human Resource (HR) issues is key to a managers success? *

  • Dealing effectively with human resource (HR) issues is essential for all managers.

    The human resource staff supports managers in carrying out HR responsibilities.*

  • *

  • Strategic HR PlanningHR TacticsStaffingOrientationTrainingCareer DevelopmentPerformance AppraisalCompensation and Benefits*

  • What resources drive a business?CapitalTechnologyNaturalHuman*

  • Human CapitalHuman Capital an organizations employees described in terms of their:trainingexperiencejudgmentintelligencerelationshipsinsightThe concept of human resource management implies that employees are resources of the employer.*

  • Impact of Human Resource Management*

  • Human Capital as Source of Competitive AdvantageAssociates are capable of performing the basic work of the organizationSkills and talents of associates are unique in the industrySkills and talents of associates cannot be copied by other organizations*

  • Supervisors Involvement in HRM*

  • Ethics & Fair Treatment at WorkThe Meaning of EthicsMaking decisions that represent what you stand for, not just what the laws are.

    *

  • Video Patagonia*

  • Workforce DiversityGlobalizationLegislationUnions*

  • Key Federal Legislation and Regulations Affecting HRSocial Security Act (1935)Wagner Act (1935)Fair Labor Standards Act (1938)Taft-Hartley Act (1947)Landrum-Griffin Act (1959)Equal Pay Act (1963)Title VII of Civil Rights Act (1964)Executive Order 11246 (1965)Age Discrimination in Employment Act (1967)Wage Garnishment Act (1968)Occupational Safety and Health Act (1970)Vocational Rehabilitation Act (1973)Health Maintenance Organization Act (1973)Employee Retirement Income Security Act (1974)Vietnam-Era Veterans Readjustment Act (1974)Privacy Protection Act (1974)Pregnancy Discrimination Act (1978)

    *

  • Key Federal Legislation and Regulations Affecting HR (cont)Job Training Partnership Act (1982) Consolidated Omnibus Budget Reconciliation Act (1985)Immigration Reform and Control Act (1986)Worker Adjustment and Retraining Act (1988)Drug-Free Workplace Act (1988)Employee Polygraph Protection Act (1988)Americans with Disabilities Act (1990)Civil Rights Act (1991)Family and Medical Leave Act (1993)Health Insurance Portability and Accountability Act (1996)Small Business Job Protection Act (1996)Fair Credit Reporting Act (1970, 1996)*

  • Key HR Legislative IssuesDiscriminationProtected ClassAffirmative ActionDisparate TreatmentAdverse ImpactJob RelatednessBFOQSexual HarassmentEmployment at Will*

  • Staffing ProcessRecruitment the process of generating a pool of qualified candidates for a particular job.

    An effective recruitment effort should create a pool of qualified applicants.

    Selection the screening process used to decide which of the applicants to hire.*

  • SELECTION TOOLSApplication FormsLetters of RecommendationAbility TestsPerformance Simulation TestsPersonality TestsPsychological TestsHonesty TestsInterviewsPhysical Exams*

  • Pre-Employment Screen Pre-employment questionnaire designed to identify high-risk applicants- False Insurance Claims - Violence - Drugs- Theft- Honesty

  • Overall ResponsesInsight Worldwide data:7.4% admit to work comp fraud11.9% admit to current drug use7.4% admit to theft behavior4.1% admit to violent behavior

  • Sample QuestionsPlease check the category that best describes your current use of cocaine (coke, snow, etc.)- A. Heavy, but controlled- B. Recreational use only- C. Very light use (less than 4 times a year)- D. Do not use

  • Sample QuestionsIf you had other things you needed to do, would you fake a work-related injury to leave work early?- A. I definitely would- B. I probably would- C. I probably would not- D. I definitely would not

  • Sample QuestionsWhat is the total dollar value of items or property you have taken from employers over the past two years?- A. $201 or more- B. $51- $200- C. $10- $50- D. None

  • *

  • Four Kinds of Interview QuestionsRapport-Building - put the candidate at easeOpen-Ended - get the candidate to talkProbing questions - get you more informationNon-question Questions - make candidate more comfortable*

  • Other Key PointsAllow for silenceAsk for Contrary Evidence

    *

  • An example of a rapport-building question is?You said you were a lead person on the project, what was the most difficulty task?Give me an example you went against company policy?Do you know how to work on a PC?Did you run into traffic on the way here?*

  • The Three Es of ListeningEars

    EyesEmotions*

  • *

  • Listening With Your Ears*

  • Listening With Your Eyes: Visual Accessing CuesV/cV/rA/cA/rKA*

  • Validity and Reliability of Selection ToolsValidity is how well a technique used to assess candidates is related to performance on the job.

    Validity can be demonstrated by:Content ValidityEmpirical Validity

    Reliability is a measure of the consistency of results of the selection method.*

  • OrientationHelps new employees to:Learn more about the companyLearn what is expected of them in the jobReduce the initial anxiety of a transitionBecome familiar with co-workersLearn about work rules and personnel policies*

  • Employee TrainingTraining is a planned effort to provide employees with specific skills to improve their performance.

    Effective training can also improve morale and increase an organizations potential.*

  • Needs AssessmentDevelop and Conduct TrainingEvaluation Organization Needs Task Needs Person Needs Location Presentation Type*

  • Career DevelopmentLong-term effort in which the organization helps employees utilize their full potential.

    Involves three major phases:AssessmentDirectionDevelopment*

  • AssessmentDirectionDevelopment Promotability forecasts Succession planning Individual career counseling Job posting systems Career resource centers Mentoring Coaching Job rotation Tuition assistance programs*

  • Performance AppraisalPerformance appraisal has three important objectives:Two-way communication between supervisors and employees.Constructive feedback to employees in order to capitalize on strengths and reduce weaknesses.Help managers decide who should be paid more based on contribution.*

  • Step 6

    Step 4

    Step 3

    Step 2

    Develop or review standardsStep 1

    Step 5

    Organizations purpose,strategic and operationalobjectives, and plansIdentify Performance IssuePrepare and conduct employee meeting to correct performanceReview, revise, or recognizeRepeatIdentify and documentgaps in performanceDisciplineCongratulate*

  • Total CompensationBase CompensationPay IncentivesIndirect Compensation / Benefits*

  • Compensation System Should:Fit the firms strategic objectives

    Fit with the firms characteristics and environment

    Achieve internal equity (perception of fairness)

    Achieve external equity

    Be based on employee contributions*

  • *

    Managers and economists traditionally have seen human resource management as a necessary expense, rather than as a source of value to their organizations.However, research has demonstrated that HRM practices can be valuable.*For an organization to succeed at what it does, it needs employees with certain qualities, such as particular kinds of training and experience.This view means that employees in todays organizations are not interchangeable, easily replaced by parts of a system, but the source of the companys success or failure.By influencing who works for the organization and how these people work, human resources management therefore contributes to such basic measures of an organizations success as quality, profitability, and customer satisfaction.Figure 1.2 (reproduced in this slide) shows this relationship.*Supervisors typically have responsibilities related to all HR functions.Figure 1.4 (on this slide) shows some HR responsibilities that supervisors are likely to be involved in.In all these activities, supervisors can participate in HRM by taking into consideration the ways that decisions and policies will affect their employees.Understanding the principles of communication, motivation, and other elements of human behavior can help supervisors inspire the best from the organizations human resources.**3**3*Listening is a full body activityWe listen with our Ears, Eyes, and EmotionsMost of our listening is done with our eyes (55%)Were now going to do some activities that involve listening with our ears, eyes, and emotions.*Choose between the T Game or the riddles RiddlesRead riddles and discussDo this activity rapidly using a monotone voiceExplain that you are going to read 10 statements. They are to write their answer next to the corresponding number of the statement.Ask participants to number from 1 to 10 on their papersWhile theyre still numbering, begin reading rapidly.Do not establish eye contact. Look at your paper the whole time.Read only once, do not repeat. If someone should ask you a question respond with, You heard what I said and continue.After youve read the statements ask the participants what you did to set them up for failure.Didnt give time to numberDidnt let them ask questionsDidnt pause between statements (not reflection time)Didnt look at themSpoke rapidlyExplain:As the speaker, its our responsibility to set a tone so the listener has the best chance of hearing what we have to say.Slow down you speech if necessaryLet them ask questionsWatch their body language and ask questions accordinglyUse common language*NLP60% of US population are predominately Visual in how they process information15% are Auditory25% are Kinesthetic