chapter 11
employement at will
the legal concept that an employee may be terminated for any reason
selection process has six steps
1)Obtaining complete application forms. 2)Conducting initial and follow-up interviews. 3)Giving employment tests. 4)Conducting background investigations. 5)Obtaining results from physical exams. 6)Establishing trial (probationary) periods.
gain-sharing systems base
bonuses on improvements over previous performance
cafeteria-style fringe benefits,
in which employees can choose the benefits they want up to a certain dollar amount.
Skill-based pay rewards the growth of both
individual and the team
exit interviews are useful for
information can prevent the loss of good people in the future
Core time
is the period when all employees are expected to be at their job stations. During these hours all employees are required to be at work
The results of job analysis are
job descriptions and job specifications
reasons to develop female and minority groups managers
not about legality, morality, or morale but rather about brining more talent in the door the best women and minorities will become harder to attract have an edge more women/ minorities helps serve those customers better
Off-the-job training
occurs away from the workplace and consists of internal or external programs to develop any of a variety of skills or to foster personal development.
this cost of firing has lead to
outsourcing temporary employees
the cost benifits have grown faster than
wages
Job specifications
are a written summary of the minimal education and skills a person needs to do a particular job. In short, job descriptions are about the job, and job specifications are about the person who does the job.
golden handshake
companies trying to downsize offer this special early retirement benefits encourages long term employees with higher salaries
fringe benefits include
company cars country club memberships discounted massages special home- mortgage rates paid and unpaid sabbaticals day care elder care executive dining rooms dental eye and health care student loan debt payment
Human Resource Management
is the process of determining human resource needs and then recruiting, selecting, developing, motivating, evaluating, compensating, and scheduling employees to achieve organizational goals
Management development,
is the process of training and educating employees to become good managers, and then monitoring the progress of their managerial skills over time.
Recruitment
is the set of activities for obtaining the right number of qualified people at the right time. Its purpose is to select those who
The choice of a compensation system is very important to managers because
it effects efficdncy and productiveity incentives effective motivation
Job sharing
lets two or more part-time employees share one full-time job.
developing
long term skills
development focuses on
long-term abilities
costs associated with firing
loss investment in training possible wrong lawsuits
360-degree review
management gathers opinions from all around the employee, including those under, above, and on the same level, to get an accurate, comprehensive idea of the worker's abilities.
positive side Contingent workers
many on temporary assignments are eventually offered full-time positions. Managers see using temporary workers as a way of weeding out poor workers and finding good hires
human resource challenges
multigenerational workforce- each generation works differently/ age gap shortage of trained workers in growth areas worker shortage in skilled trades an increasing number of single-parent and two-income families expanding global markets with low wage worker - increasing benefit demands and benefit costs a decreased sense of employee loyalty - competition opportunities in other companies
Disadvantages of job sharing include
need to hire, train, motivate, and supervise at least twice as many people and perhaps prorate some fringe benefits.
6 steps of performance appraisal
(1) establishing performance standards, (2) communicating those standards (3) evaluating performance, (4) discussing results with employees, (5) taking corrective action, (6) using the results to make decisions
Companies have found that mentoring programs provide a number of benefits:
(1) improved recruiting and retention, (2) more engaged employees, (3) cost savings, (4) increased skills and better attitudes.
Remember these things when getting a job in HRM
*Employers must know and act in accordance with the legal rights of their employees or risk costly court cases. *The legislation affects all areas of human resource management, from hiring and training to compensation. *Court cases demonstrate that it is sometimes legal to provide special employment (affirmative action) and training to correct discrimination in the past. *New court cases and legislation change human resource management almost daily; the only way to keep current is to read the business news and stay familiar with emerging issues.
job sharing benefits
- Provides employment opportunities for many people who cannot work full time. - Workers tend to be enthusiastic and productive. - Absenteeism and tardiness are reduced. - Employers can schedule part-time workers in peak demand periods.
Performance appraisals have six steps
Establishing performance standards Communicating those standards. Evaluating performance. Discussing results with employees. Taking corrective action Using the results to make decisions.
reverse discrimination
Discrimination against the majority group (white/male)
Base pay is raised when
Team members learn and apply new skills.
major factor that has led to more scheduel flexibility is the increase in
income families
three steps both Training and development
(1) assessing organizational needs and employee skills to determine training needs; (2) designing training activities to meet identified needs (3) evaluating the training's effectiveness.
Age Discrimination in Employment Act
Act that prohibits discrimination in employment for persons age 40 and over except where age is a bona fide occupational qualification.
Training and Development
All attempts to improve productivity by increasing an employee's ability to perform. Training focuses on short-term skills, whereas development focuses on long-term abilities.
Benefits of job sharing include:
Employment opportunities for those who cannot or prefer not to work full-time. An enthusiastic and productive workforce. Reduced absenteeism and tardiness. Ability to schedule part-time workers into peak demand periods (e.g., banks on payday). Retention of experienced employees who might otherwise have retired.
three steps of training and development
Assessing organization needs and employee skills to develop appropriate training needs. Designing training activities to meet identified needs. Evaluating the training's effectiveness.
carefully managed and competitive compensation and benefit program can accomplish several objectives:
Attracting the kinds of people the organization needs, and in sufficient numbers. Page 285Providing employees with the incentive to work efficiently and productively. Keeping valued employees from going to competitors or starting competing firms. Maintaining a competitive position in the marketplace by keeping costs low through high productivity from a satisfied workforce. Providing employees with some sense of financial security through fringe benefits such as insurance and retirement benefits.
Fringe benefits
Benefits such as sick-leave pay, vacation pay, pension plans, and health plans that represent additional compensation to employees beyond base wages.
affirmation action
Employment activities designed to "right past wrongs" by increasing opportunities for minorities and women.
Management training includes
On-the-job coaching Understudy positions Job rotation Off-the-job courses and training
management training programs include several of the following
On-the-job coaching. Understudy positions Job rotation. Off-the-job courses and training.
Soft Benefits include:
Onsite haircuts and shoe repair Concierge services Free meals at work Doggie daycare Onsite farmer's markets
Americans with Disabilities Act
Passed by Congress in 1991, this act banned discrimination against the disabled in employment and mandated easy access to all public and commerical buildings.
human resource planning process
Preparing a human resource inventory of employees. Preparing a job analysis. Assessing future human resource demand. Assessing future labor supply. Establishing a strategic plan.
The five steps in the human resource planning process are:
Preparing a human resource inventory of the organization's employees - age, names, education, training etc. Preparing a job analysis Assessing future human resource demand. Assessing future labor supply. Establishing a strategic plan
Orientation
The activity that introduces new employees to the organization; to fellow employees; to their immediate supervisors; and to the policies, practices, and objectives of the firm. The activity that introduces new employees to the organization; to fellow employees; to their immediate supervisors; and to the policies, practices, and objectives of the firm.
Contingent workers
Workers who do not have the expectation of regular, full-time employment.
A managed and competitive compensation program helps:
attract the kinds of employees the business needs build employee incentive to work efficiently and productively keep valued employees from going to competitors starting own firm maintain a competitive market position by keeping costs low due to high productivity from a satisfied workforce provide employee financial security through wages and fringe benefits
Networking
The process of establishing and maintaining contacts with key managers in one's own organization and other organizations and using those contacts to weave strong relationships that serve as informal development systems.
Selection
The process of gathering information and deciding who should be hired, under legal guidelines, for the best interests of the individual and the organization.
management development
The process of training and educating employees to become good managers and then monitoring the progress of their managerial skills over time.
Job simulation
The use of equipment that duplicates job conditions and tasks so that trainees can learn skills before attempting them on the job.
On-the-job training
Training at the workplace that lets the employee learn by doing or by watching others for a while and then imitating them. often trained by watching experienced salespeople perform (often called shadowing) easiest kind of training to implement when the job is relatively simple
Vestibule training
Training done in classrooms where employees are taught on equipment similar to that used on the job.
Online training
Training programs in which employees complete classes via the Internet.
lateral transfer
Transferring the one position job to same position at another job
mentor
a corporate manager who supervises, coaches, and guides selected lower-level employees by introducing them to the right people and generally acting as their organizational sponsor.
job analysis
a study of what employees do who hold various job titles.
apprentice programs
a trainee works alongside an experienced employee to master the skills and procedures of a craft.
training and development includes
all attempts to improve productivity by increasing an employee's ability to perform. A well-designed training program often leads to higher retention rates, increased productivity, and greater job satisfaction.
job sharing
an arrangement whereby two part-time employees share one full-time job
performance appraisal
an evaluation that measures employee performance against established standards in order to make decisions about promotions, compensation, training, or termination.
Mentors
an experienced employee who supervises, coaches, and guides lower-level employees by introducing them to the right people and generally being their organizational sponsor
job specification vs job description
description- what you will be doing in the job specification- what training/ academic level you need for that job
Hay method
devised by Edward Hay. This plan is based on job grades, each of which has a strict pay range. The system is set up on a point basis with three key factors considered: knowledge, problem-solving, and accountability.
what of the following job are part of a job anaylisis
dicussing the job with the management observing current employees on the job
advantages of job sharing outweigh the
disadvantages
most popular plans
employees to arrive between 7:00 and 9:00 a.m. and leave between 4:00 and 6:00 p.m.
organizations that want to reduce personnel costs and provide opportunities for younger employees:
encourage early retirement with special incentive
Performace Appraisal
evaluation measures employees performance against established standards in order to make decisions about promotions compensation training or terminating
equal employement opportunity
everyone has the opportunity to be employed strengthens the equal employment opportunity commission
bonus plan
extra pay for accomplishing or surpassing certain objectives
flextime plan
gives employees some freedom to choose which hours to work, as long as they work the required number of hours or complete their assigned tasks. allows employees to adjust to work-life demands
piece work system
pay wage based off number of items produced
continuous performance reviews
performance management strategy allows workers to receive and give continuous, real-time feedback via mobile apps that are focused on helping employees meet goals— or leave the company faster.
Civil Rights Act of 1964
prohibits discrimination in hiring firing compensation training conditions privileges in race sex culture religion
companies that use their job sharing plans sometimes must _______ their fringe benefits
prorate
Fringe benefits can include
recreation facilities, company cars, country club memberships, discounted massages, special home-mortgage rates, paid and unpaid sabbaticals, day care services, and executive dining rooms.
activities involved in HRM
recruitment, selection, training and development, motivation, evaluation, compensation and benefits, scheduling, employee union relationship, career management
labor intensive
service organization that struggles with high employee costs
Training focuses on
short term skills
training
shorts termed skills
job description
specifies the objectives of the job, the type of work, the responsibilities and duties, working conditions, and the job's relationship to other functions.
Reaching Beyond Our Borders box discusses
the human resource challenges faced by global businesses.
Contingent workers receive few benefits
they are rarely offered health insurance, vacation time, or company pensions. They also tend to earn less than permanent workers do.
workers are protected from getting fired with
whistleblower law anti- discrimination law
compressed workweek
work schedule that allows an employee to work a full number of hours per week but in fewer days
One of the drawbacks of basing bonuses on improving previous performance is
workers may improve just enough to meet the target, but not by much.