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- 1.MODULE 15 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?
2. HUMAN RESOURCE MANAGEMENT Purpose of Human Resource Management MODULE GUIDE 15.1
- Human resource management attracts, develops, and maintains a talented workforce.
- Government legislation protects workers against
- employment discrimination.
- Employee rights and other issues complicate the legal environment of work.
- Labor relations and collective bargaining are closely governed by law.
3. HUMAN RESOURCE MANAGEMENT Purpose of Human Resource Management
- Human Resource Management
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- involves attracting, developing, and maintaining a quality workforce.
- Basic Responsibilities of Human Resource Management
- Attract a quality workforcehuman resourceplanning,
- recruitment, and selection.
- 2.Develop a quality workforceemployee orientation, training, performance appraisal.
- 3.Maintain a quality workforceretention and career development.
4. PURPOSE OF HUMAN RESOURCE MANAGEMENT Legal Aspects Of HRM
- Discrimination
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- When someone is denied a job or position for non job related reasons
- Equal Employment Opportunity
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- The right to employment and advancement without regard to race, religion, sex, color or national origin
- Affirmative Action
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- An effort to give preference in employment to women or other minorities
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- Employment criteria justified by capacity to perform a job
- Comparable Worth
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- Persons performing jobs of similar worth should receive comparable pay
- Bona-fide Occupational Qualifications
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- Employment criteria justified by capacity to perform a job
5. PURPOSE OF HUMAN RESOURCE MANAGEMENT Legal Aspects Of HRM 6. PURPOSE OF HUMAN RESOURCE MANAGEMENT Labor Relations & Collective Bargaining
- Workplace Privacy
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- The right to privacy while at work
- Independent Contractors
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- Hired on temporary contracts and are not part of the organizations permanent work force
- Labor Union
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- An organization that deals with employers on the workers collective behalf
- Labor Contract
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- A formal agreement between a union and employer about the terms of work for union members
- U.S. labor union facts:
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- U.S. union membership was 12.5% in 2004, down from 20.1% in 1983.
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- 8% of private sector workers belong to unions, and 36% of government workers.
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- Many of the fastest growing unions represent white-collar workers.
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- 75% of U.S. adults believe unions improve wages and working conditions;
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- 67% believe unions are too involved in politics.
7. PURPOSE OF HUMAN RESOURCE MANAGEMENT Legal Aspects Of HRM 8. HUMAN RESOURCE MANAGEMENT Human Resource PracticesMODULE GUIDE 15.2
- Human resource planning matches staffing with organizational needs.
- Recruitment and selection attract and hire qualified job applicants.
- Socialization and orientation integrate new employees into the organization.
- Training continually improves employee skills and capabilities.
- Performance management techniques appraise individual accomplishments.
- Retention and career development provide career paths and options.
9. HUMAN RESOURCE MANAGEMENT Human Resource Practices
- Human resource planning is the process of analyzing staffing needs and identifying actions that should be taken to satisfy them over time.
10. HUMAN RESOURCE PRACTICES Recruitment And Training
- Recruitment
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- the process of attracting qualified job candidates to fill vacant positions; realistic job previews try to provide candidates with accurate information on the job and organization.
- Selection
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- Choosing whom to hire from a field of qualified applicants
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- Realistic Job Previews
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- Provide job candidates with pertinent information regarding a job and organization
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- Reliability
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- means a selection device gives consistent results over repeated measures
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- Validity
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- Means scores on a selection device have links to future performance
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- AssessmentCenters
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- Examine how job candidates handle simulated job situations
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11. HUMAN RESOURCE PRACTICES Orientation And Training
- Orientation
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- the process of formally introducing new employees to their jobs and socializing them with performance expectations.
- Training
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- keeping workers skills up to date and job relevant; important training approaches include coaching and mentoring.
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- Coaching
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- An experienced person offers performance advice to a less experienced person
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- Mentoring
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- Assigns early career employees as protgs to more senior ones
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12. MANAGEMENT TIPS
- How to succeed in a telephone interview
- Prepare ahead
- study the organization; list your relevant strengths and capabilities.
- Minimize Distractions
- be in a quiet room, with privacy, without interruptions.
- Dress professionally
- this increases confidence, sets your interview tone.
- Practice your verbal skills
- what you say and how you sound affects your first impression.
- Have materials handy
- have all supporting documents within easy reach.
- Have questions ready
- be ready; dont hesitate; ask questions during interview.
- Ask what happens next
- ask how to follow up, what information you can interview, formal application, in-depth interviews, employment testing, and reference checks.
13. HUMAN RESOURCE PRACTICES Performance Appraisals
- Performance Appraisal
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- 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 aredoing; judgmental role.2. Developmentidentify how training and support can improveperformance; counseling role. 14. HUMAN RESOURCE PRACTICES Performance Appraisals
- Critical Incident Technique
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- Keeps a log of a persons effective and ineffective job behavior
- 360 Degree feedback
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- Includes superiors, subordinates, peers and even customers in the appraisal process
- Multi-person Comparison
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- Rates employees against each other
- Graphic Rating Scale
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- Uses a checklist of characteristics or traits to evaluate performance
15. HUMAN RESOURCE PRACTICES Performance Appraisals
- Behaviorally Anchored Rating Scale
Uses specific descriptions of actual behaviors to rate various levels of actual performance 16. HUMAN RESOURCE PRACTICES Retention And Career Development
- Career Development
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- Manages how a person grows and progresses in their career
- Career Planning
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- The process of managing career goals and individual capabilities with opportunities for their fulfillment