Human resource management

Three responsible groups in HRM

1. Elected and appointed officials 2. personnel directors and specialists 3. administrators and supervisors

Staffing Process

1. Identify human resource needs 2. Seek budgetary approval to hire employees 3. Develop valid selection criteria 4. Select a method of recruitment 5. Recruit 6. Screen applicants with methods unique to each position 7. Prepare a list of qualified applicants 8. Interview the most highly qualified applicants 9. Conduct background and reference checks where appropriate 10. Select the most qualified applicant available for the position 11. Extensive new hire orientation and training Different jurisdictions will carry out these steps in different ways.

Staffing process

1. Identify human resource needs 2. seek budgetary approval to hire employees 3. develop valid selection criteria 4. select a method of recruitment 5. recruit 6. screen applicants with selection methods unique to each position. 7. prepare a list of qualified applicants 8. interview the most highly qualified applicants 9. Conduct background and reference checks where appropriate.

What are the four HRM models?

1. Patronage 2. civil service (merit) system 3.Affirmative Action system 4. privatization and partnerships

Four types of selection methods

1. References 2. Performance Evaluation (for promotional assessment only) 3. Interviews 4. A probationary

Staffing Needs and recruitment steps

1. planning and approval of the position, 2. preparation of the position announcement, 3. selection and use of specific strategies.

Child Care Elder Care Parental and military leave Adoption assistance Domestic partners coverage

5 Family/Work Programs

Interview process

Develop questions based on a job analysis Ask effective questions Ask each candidate the same questions Use detailed rating scales. Anchor the rating scales for scoring answers with examples and illustrations Train interviewers Use interview panels so that more than one person conducts the interview Take notes Assess candidate responses objectively, use the rating scales, and use the ratings to score candidates Evaluate selection decisions based on subsequent employee performance

Diversity#2

Diversity helps to increase an understanding of the community and the marketplace and also increase the quality of team problem solving.

Elected Officials

Elected officials are responsible for setting agency missions and objectives legislatively and for engaging administrative officials to achieve those objectives, and for expecting agency leadership to develop and implement administratively sound and politically sensitive human resources plans that reflect strategic thinking.

Skill Pay

Employees qualify for salary increments as new skills are learned, used, and show results. Instead of focusing on minimal qualifications, it emphasizes competencies that a fully performing employee is expected to demonstrate.

Legal significance of job analysis data

Employers must show that the requirements established for selecting workers are related to the job. The most common reasons for conducting a __________ ________ are to gather information so that a job description can be written, job specifications can be identified, and the job can be placed within a job family classification.

Child, Child, Child

Employers provide various __________ care benefits such as on-site or near-site _________care centers and financial assistance for off-site ___________care.

Ethics

Ethics involves behavior that is concerned with doing the right thing or acting on the right values. At a minimum, managers must communicate the organization's policies and codes to employees through various channels. Typical provisions might include conflict of interest, gift giving or receiving, confidentiality, sexual harassment, political activity, equal employment opportunities, and moonlighting.

Executives

Executives are responsible for maintaining the agency's legitimacy. This means that they are continually on alert about external forces - like legislatures and interest groups - that might place the agency under undue scrutiny and limit its autonomy to do its work. The work of executives is to build and maintain credibility for the work the operators are performing.

8 typical compensable factors

Experience education complexity of duties supervision received supervision exercised mental demands physical demands working conditions

Positively, negatively

Fifth, diversity management programs tend to be viewed as _______________ by managers and employees rather than viewed _______________.

productivity and effectiveness

First, Diversity management programs originate from managers' objective of increasing ___________________ and ________________ instead of an organizational effort to avoid violating employees' or applicants' legal or constitutional rights.

The Use of Flexible Work Arrangements between Cities in Other States and California Cities

Nation wide-- Telework-25.1% Compressed work week 7.9% Either of them 8.5% California-- Telework-44.1% Compressed work week 39.9% Either of them 41.2%

Voluntary Affirmative Action Compliance

Occurs when a public employer recognizes a compensatory need to diversify its workforce and complies through the preparation of an AA plan that (1) identifies underrepresentation of qualified women and minorities compared to their presence in a relevant labor market; (2) establishes full representation as a goal; (3) develops concrete plans for achieving full utilization; and (4) makes reasonable progress toward full utilization.

Involuntary Affirmative Action Compliance

Occurs when an employer alters its personnel practices, as the result of investigation by a compliance agency that ends in a negotiated settlement, consent decree, or court order. Also... Organization tries to avoid the negative outcome of a discrimination case because of the cost and unfavorable publicity associated with it.

Personnel directors and specialists

Once political leaders authorize a personnel system, personnel directors and specialists design and implement personnel systems or direct and help managers and supervisors. HR directors both help administrators use human resources effectively and constrain their personnel actions within limits imposed by political leaders, laws, and policies.

Civil Service(merit) systems

The Pendleton Act (1883) caused a fundamental shift from the patronage to the _______systems and affirmed that _______ principles were to be the basis for making public personnel decisions. _______based systems emphasize technical qualification using processes that analyze job competencies and require open application procedures. ________ systems Protection Board (USMSPB) is responsible for hearing appeals from employees alleging that their rights under civil service system laws and rules have been violated. Office of Personnel Management (OPM) is responsible for developing, implementing, and evaluating personnel policies within federal agencies.

.......speak the same language as their customers/clients will be more successful than those that cannot.

The argument that workforce diversity makes good business sense grows out of a fundamental premise that employees can.........

External Equity

The labor market reflects the forces of supply and demand for qualified labor with an area and external equity is the standard that compares an employer's wages with the rates prevailing in external markets for the employee's position. If employees do not see their pay as equitable compared to what other organizations pay for similar work, they are likely to leave if they have an opportunity.

Compressed Workweek

The number of hours worked per week is condensed into fewer days. For example, employees work a set 160-hour schedule per month but do it in fewer than 20 workdays by working more than eight hours a day and fewer than five days a week.

Job Specifications

_________ ________ contain information about the KSAOCs of the position and they contain the minimum qualifications that a person should possess in order to perform the job. ___________ ________ include the duties, required knowledge, skills and abilities, and minimum qualifications of jobs.

Electronic Recruitment

_________ _________allows applicants to search for vacancies, post resumes, apply for positions, and have their qualifications evaluated through the establishment of a virtual electronic hiring hall. This __________ ________ is characterized by an increasing reliance on agency and third-party recruitment websites that permit employers to reach a much larger applicant base.

Job Description

__________ _________is a summary of the most important features of a job and it states the nature of the work and provides information about tasks, responsibilities, and context. Information typically found in __________ __________ include job title, job family, job summary, task statements, reporting relationships, and job context indicators.

Title VII, The Age Discrimination in Employment Act(ADEA), and Americans with Disabilities Act(ADA)

__________, ____________(ADEA), and ______________(ADA) make it unlawful for an employer to make an adverse employment decision because of an individual's race, color, religion, sex, national origin, age, or disability.

Validity

_____________ is concerned with whether the test or selection instrument is measuring what it is intended to measure. There are two types: content and criterion.

Diversity Management #2

______________________ ,the most recent development in the challenge to achieve social equity, is distinct from EEO and AA in that its primary goal is to ensure that individuals of all backgrounds work harmoniously in the workplace and to take advantage of diverse points of view.

Effective

_______________diversity management is positively related to increased job satisfaction of employees.

Privatization and partnerships

occurs when public responsibilities for services or assets are directly or indirectly shifted to the private sector. New Public Management initiated by Vice President Gore decentralized most HRM functions to operating agencies and made nongovernmental organizations (NGOs) deliver some local governments' social services. The partnership paradigm has required cooperative service delivery among governments, businesses, and NGOs.

Seniority Pay

pay increments (time-in-grade approach) are given on the assumption that seniority increases an employee's skills, and hence value to the agency. The attractiveness of seniority systems is their simplicity, objectivity, predictability, and perceived fairness, as well as their ability to encourage workforce stability.

Merit Pay

provides bonuses for workers who perform their jobs better, according to measurable criteria. Unlike time-in-grade approach, _________- programs, which after all are based on achievement, are intuitively attractive because they are supported by conventional wisdom as well as leading motivation theories (economic, need, expectancy): incentives lead to improved performance.

Flexible Work Arrangement/Flextime

refers to work schedules that allow differential starting and quitting times but specify a required number of hours within a particular period.

Draw backs of merit system

- Focus on the short term at the expense of the long term - encourage mediocrity by setting limits on expectations - Reduce creativity and risk taking - Promote self-interest above other interests - Destroy teamwork because it increases dependence on individual accomplishment - Generate counterproductive, win-lose competition among employees for merit monies - Encourage sycophancy - Generally politicize the compensation system

Managers and supervisors

Administrators and supervisors are responsible for the managerial activities most directly connected with goal accomplishment. supervisors instruct and train employees, provide informal feedback on how they are doing and recommend pay increase or disciplinary action and dismissal based on their assessment of employee job performance.

Affirmative action

Affirmative action is to increase the numbers of employees from groups historically excluded from their workplaces. Affirmative action systems represent the value of social equity through recruitment and selection practices to correct the underrepresentation of veterans, minorities, and women in the workplace.

Outsourcing

Agencies are increasingly choosing to use __________as a recruitment device and they are likely to use employment services for hiring temporary employees, or executive search firms for professional and managerial recruitment. Staffing agencies are used to aid in locating qualified candidates in a tight labor market to augment the recruitment efforts of the agency.

Four recruitment models

Centralized Recruitment Decentralized Recruitment Electronic Recruitment Outsourcing

Values

Clarification of basic values is important, because conflicts among fundamental values create dilemmas. Seeking the proper balance among competing values is a major challenge. For example, timeliness and openness are competing values and it is difficult to hire quickly when jurisdictions require that all citizens have access to jobs.

Management

Current HRM must decide, amid the turbulence in the public sector environment, when to swim with the current and when to stand against it, not succumbing to the pressure that would compromise core values and ethical principles.

Job Analysis

For organizations to remain competitive, they must accurately identify and forecast their human resources needs. The technique used to acquire the data necessary to determine staffing needs is called job analysis. A _______ _________ is a systematic process of collecting data for determining the knowledge, skills, abilities, and other characteristics (KSAOCs) required to perform a job successfully and make judgments about the nature of a specific job.

Internal

Fourth, diversity management programs originate as ________________ organizational responses to managerial demands for enhanced productivity and effectiveness instead of managerial responses to external compliance agencies' requirements.

Employee Friendly Policies "Win Win"

Generation X (those born between 1960 and 1980) and New Millennials (those born after 1980) workers have introduced _____________ ____________ ________________ to reduce home/work conflict and to help people achieve a better balance between work and home. However,"______________"outcomes of employee-friendly policies between employer and employee are not easy to achieve and they may create problems, such as office coverage and on-time project completion.

Centralized Recruitment

If the agency has several thousand employees, and if different departments recruit large numbers of clerical or technical employees for the same types of positions, centralized recruitment and selection may be used for efficiency. The central personnel agency will be responsible for requesting from agency personnel managers periodic estimates of the number and type of new employees needed in the future.

gainsharing

In a ___________ type of pay plan, the organization and its employees share greater-than-expected gains in productivity and/or cost reduction and typically, half of the savings revert to the agency general fund, and the balance is distributed equally among the people involved. It is designed to accomplish the same objective as individual incentive to link rewards with performance, but the difference is that performance is measured as a result of group effort, thereby reinforcing team cohesion, promoting a problem-solving culture, and reducing perceived internal inequities

Patronage

It encompasses a broad class of selection decisions in which a single person is responsible for designating officials or employees without a requirement for a formalized application process. For instance, nominees to the U.S. Supreme Court are often picked because of their political leanings and personal connections to presidents. Referred to as a "spoils system" and means legislative or executive approval of individual hiring decisions, particularly for policy-making positions, based on the applicant's personal loyalty to the appointing officials, or political support among stakeholders the appointing official represents. By the 1830s, the patronage system rewarded party members and campaign workers with jobs once their candidate was elected.

External Selection

It is the seeking of qualified applicants from outside the organization and the agency would seek qualified applicants from the relevant labor market, defined by the skills required for the position and the location (geographical region) where those skills can be found. It is common for federal, state, and local governments to recruit clerical employees from the local market and employees who possess critical skills from the national market.

Decentralized Recruitment

It is traditionally likely to occur in agencies that are relatively small, for which recruitment needs are limited, and where each agency employs different types of workers. It is usually used for professional, scientific, or administrative positions peculiar to a particular agency.

criterion validity

It measures whether the test scores (called predictors) are related to performance on some measure (called a criterion), such as supervisory evaluations or success in a training program. Predictive validity (testing candidates) and concurrent validity (testing incumbents) demonstrate a statistical relationship between the test scores and performance measures.

Glass ceilings

It refers to the artificial barriers that block the advancement of women and minorities to upper-level managerial and executive positions within organizations. Current studies have shown that African Americans, Asian Americans, Hispanics, and women are underrepresented in upper-level supervisory, management, and senior executive positions of federal employment.

Market Model

Jobs are ordered hierarchically based on rank in person. Benchmark positions are identified. Market-based salary ranges for these benchmark positions are established by salary surveys.

Managers

Managers are responsible for conveying the needs of operators to executives and for translating the policy interests of executives to the operators. They are also responsible for dealing with the constraints that operators have to work under.

The Hierarchy of needs

Maslow (1954) argues that people are motivated to behave in ways that will satisfy their needs (Abraham Maslow 1954). Physiological needs: Called the most "prepotent" of needs, these address basic biological drives for food, air, water, and shelter. Safety needs: Once basic physical needs are met, humans seek to gratify their needs for safety, security, and freedom from danger. Love needs: If both physiological and safety needs are substantially satisfied, then love, belongingness, and social needs will emerge. Esteem needs: These needs speak to a human's desire to have the recognition and attention from others that support positive self-esteem and a positive self-image. Self-actualization: The highest level needs are those that cause humans to seek self fulfillment and "to become everything that one is capable of becoming"

Operators

Operators are the responsible for completing the core work of the agency. Wages, working conditions and benefits are important issues for operators, but they are also concerned with having the opportunity to do their work well.

Contemporary Organizations Hierarchy

Operators(employees) Managers Executives Elected Officials

Basic functions of HRM

Planning acquisition development sanction

Elected and appointed officials

Political leaders (legislators, executives, and their political appointees) are responsible for creating agencies, establishing their program priorities, and authorizing their funding levels. Because pay and benefits constitute the largest part of agency budgets, personnel departments cannot design jobs or fill positions until elected officials do their part.

What is the difference between political administrative viewpoints

Politics can be understood as a game and a world of conflicting values. The elected officials time perspective is shorter than an administrators. Elected officials desire short-term, noticeable achievements in an environment of conflicting values. The elected official is concerned about issues of representation and looking externally at a broader range of values. The appointed official is concerned about how to manage internal issues in organization.

Internal Selection

Public sector agencies often look at current staff first to fill vacancies and they give extra credit or points to employees already working for the organization. Preference for incumbent employees may exist in any public agencies in which program stability and connections to the community and funding sources are important.

Negatively

Racial/ethnic, sex, and age diversity is ______________ related to increased job satisfaction of employees.

Recognition

Second, diversity management programs are based on______________ not only of the protected groups but also of the entire spectrum of characteristics (KSAOCs) that managers and personnel directors need to recognize and factor into personnel decisions in order to acquire and develop a productive workforce.

Content Validity

Selection instruments and procedures are considered to be content valid if they reflect the KSAOCs considered essential for job performance. First, a job analysis must be conducted and the KSAOCs and responsibilities required for the position must be discovered. Second, incumbents and supervisors who are familiar with the job (subject matter experts, SMEs) must evaluate the test items or performance samples to determine whether the test accurately reflects the competencies required by the job.

Pay for performance

Seniority Pay Merit Pay Skill pay gainsharing

Rank in Person

They focus not on the duties of a particular position (rank-in-job system), but on the competencies of the employee Used in military, police departments, U.S. Foreign Service, U.S. Public Health Service, university faculties, etc.

Personnel Functions

Third, diversity management programs include all ______________ _____________ related to organizational effectiveness.

Reliability

This concept of ____________ is concerned with the consistency of measurement. Test-retest __________ assumes that a test would be reliable if there is consistency between two sets of scores for the test taken by the same person at different times.

Planning

This function includes budget preparation, workforce planning, performance management, job analysis, and determining pay and benefits Elected and appointed officials: Estimate revenues; set program priorities Managers and Supervisors: Manage the mission within a budget Personnel directors and specialists: Develop job descriptions, implement pay and benefit plans

Sanction

This function includes maintaining expectations and obligations that employees and the employer have toward one another through discipline, health and safety, and employee rights. Elected and appointed Officials: Determine appropriate personnel systems Managers and supervisors: Counsel and discipline employees personnel directors and specialists: Develop policies and programs for drug testing, discipline, etc.

Acquisition

This function includes recruitment and selection of employees. Elected and appointed officials: influence values that guide the selection process Managers and supervisors: Hire and fire employees Personnel Directors and Specialists: Develop hiring rules and procedure.

Development

This function includes training, evaluating, and leading employees to increase their willingness and ability to perform well. Elected and appointed officials: Define agency and program goals and priorities Managers and Supervisors: Make sure employees have clear goals, skills, feedback, and rewards Personnel Directors and Specialists: Develop training and evaluation systems.

Probationary appointment

This technique is highly reliable because it measures actual performance on the job. It also carries the highest cost and greatest risk to the organization, because a potentially unqualified employee may occupy a critical position until he or she makes enough serious mistakes to be considered unfit.

Telecommunicating: Telecommuters

are people who work away from the traditional work locale (e.g., at home or at satellite locations).

Diversity

can lead to more creative alternatives and higher-quality ideas, primarily from the introduction of different and opposing ideas and viewpoints.

Sexual Harassment

is defined as unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature.

Part-Time Work: Part Time Employment

is defined by the federal government as involving fewer than 35 hours per week.

Compensation

is one of the basic management methods that employers use to attract, retain, and motivate employees to achieve organizational goals. Employees expect fair salary for the service they perform, but their expectation is affected by various factors.

Representative Bureaucracy

is the basis of much of the public sectors' push for the equitable employment of women and minorities. Public bureaucracies will be representative of the citizens they serve

internal Equity

is the standard that requires employers to set wages for jobs within their organizations that correspond to the relative internal value of each job. The internal value of each position to the organization is determined by a procedure known as job evaluation, which determines the worth of one job relative to another. Typically high-level employees receive greater compensation than low-level employees.