Chapter 11: Human Resource Management

offboarding

-Involves exit interviews, removing access to company property, and other services involved in workers leaving the company -Numerous risks in termination process -Important to establish fair and uniform process as employees leave company

3 steps to 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 trainings effectiveness

6 steps of appraisal process

1. establishing performance standards (employees must agree and they must be reasonable) 2. communicating those standards (employees must be told clearly the standards and how to meet them) 3. evaluating performance (to see if it matches standards) 4. discussing results with employees 5. taking corrective action 6. using the results to make decisions

benefits of mentoring programs

1. improved recruiting and retention 2. more engaged employees 3. cost savings 4. increased skill and better attitudes

6 steps in the selection process

1. obtaining complete application forms (help reveals educational background, experiences, skills) 2. conducting initial and follow up interviews 3. giving employment tests 4. conducting background checks 5. obtaining results from physical exams 6. establishing trial periods (specified period the firm can either permanently hire or fire employee)

5 steps in human resourcing planning process

1. preparing a human resource inventory of the organizations employees ( ages, names, education, capabilities, training, specialized skills, languages spoken) 2. preparing a job analysis 3. assessing future human resource demand (be proactive and forecast the organizations requirements and train people ahead of time 4. assessing future labor supply (labor force is constantly changing 5. establishing a strategic plan (must address recruiting, selecting, training, compensating, developing, appraising and scheduling the workforce

fringe benefits

Any financial extras beyond the regular pay check, such as health insurance, life insurance, paid vacation and/or retirement, memberships, daycare

mentor

a corporate manager who supervises, coaches, and guides lower level employees by introducing them to people. informal mentoring is employees helping new employees

gig economy

a single project or task for which a contingent worker is hired, when it is over they find another gig

apprentice program

a trainee works alongside an experienced employee to master the skills and procedures of a craft to ensure excellence as well as to limit entry

job specifications

a written summary of the minimum qualifications required of workers to do a particular job

job analysis

about the job that is being assessed

orientation

activity that initiates new employees into the organization to fellow employees, supervisor, policies and practices

training and development

all attempts to improve productivity by increasing an employees ability to perform. training focuses on short term skills. development focuses on long term abilities.

continuous performance reviews

allows workers to receive and give real time feedback via mobile apps

gain sharing system

base bonuses on improvements over previous performance (drawback is that employees will limit improvement so they can top themselves next year)

market based pay structure

compensates people relative to the market value of their job regardless of their level in the organization

skill based pay

compensation system that pays employees for learning additional skills or knowledge (drawbacks are the system is complex)

online training

demonstrates how technology is improving the efficiency of many off the job training programs. consistent content at convenient times

affirmative action

designed to right wrongs by increasing opportunities for minorities and women

performance appraisal

determines whether their workers are effective and efficient at their jobs by measuring employee performance against established standards in order to make decisions about promotions, compensations, training or terminations

reverse discrimination

discrimination about white or males in hiring or promoting

vestibule training

done in classrooms with equipment similar to that used on the job so that employees learn proper methods and safety procedures before assuming a specific job assignment

compressed workweek

employee works the full number of hours but in fewer days

cafeteria style benefits

employees can choose the benefits they want up to a certain dollar amount

office of federal contract compliance programs (OFCCP)

ensures that employers comply with nondiscrimination and affirmative action laws and regulations when doing business with the federal government

civil rights act of 1964

for firms with 15 or more employees, outlawed discrimination in employment based on sex, race, color, religion or national origin. created the equal employment opportunity commission (EEOC)

360 review

gather feedback from everyone who works around the employee to comprehend their ability

flextime plan

give employees freedom to choose which hours to work as long as they meet their weekly requirements. allows employees to adjust work and life demands (drawback is managers have to work longer days, makes communication hard)

soft benefits

help workers maintain the work life balance

HRIS

human resource information system is software that uses multiple tools and processes to manage an organizations employees and databases. helps business perform basic HR functions

sources for recruiting

internal sources (transfers, promotions, employee recomendations, retrained employees) external sources (job boards, college placement, job fairs, walk ins, unions, online, social media)

on the job training

lets the employee learn by doing or watching other for a while and then initiating them

off the job training

occurs away from the workplace and consists of internal or external programs to develop any skills

most management training includes

on the job coaching, understudy positions, job rotation, off the job courses and training

golden handshakes

one-time cash payments for retirement

EEOC (Equal Employment Opportunity Commission)

oversees discrimination in the workplace. issues guidelines for acceptable employer conduct in administering equal employment opportunity, mandated specific record keeping procedures with the power to enforce they are carried out

hay method

pay structure by edward hay based on each job grade has specific pay range. to judge each job grade they consider knowledge, problem solving and accountability

core time

period when all employees should be at work

selection

process of gathering information and deciding who should be hired, under legal guidelines, to serve the best interests of the individual and organization. an expensive process must pay for advertisement , agency fees, interview times, medical exams, training costs

ban the box rule

prohibits asking questions about convictions on job applications and initial interview

americans with disabilities act of 1990

requires employers to give applicants with physical or mental disabilities the same consideration for people without disabilities. accommodating people to there specific needs

why recruiting is challenging

some organizations have policies that demand promotions from within, hire people who fit in with the culture and leadership style of the company, people with the necessary skills are unavailable and will need to train

job description

specifies the objectives of the job, the type of work, responsibilities and duties, working conditions and the jobs relationship to other functions

equal opportunity act of 1972

strengthened the EEOC and authorized the EEOC to set guidelines for human resource management

opportunities in human resources

technology crowdsourcing, talent networks.

contingent workers

temporary workers, seasonal workers, independent contractors, co op students, freelancers, interns. hired when full time employees are on sabbaticals or its their peak season. receive few benefits

terminating employees

the costs are high, lost training costs and possible damages

human resource management (HRM)

the process of determining human resource needs and the recruiting, selective, developing, motivating, evaluating, compensation, and scheduling employees to achieve organizational goals hrm evolved because (1) organizations recognition of employees as their ultimate resource (2) changes in the law that rewrote many traditional practices

networking

the process of establishing and maintaining contacts with key people in organizations and using those contacts to weave strong relationships that are valuable to your career

management development

the process of training and educating employees to become good and then monitoring the progress of their skills over time. managers need to learn listening skills and empathy, time management, planning and human relation skills.

recruitment

the set of activities used to obtain a sufficient number of the right people at the right time

job simulation

the use of equipment that duplicates job conditions and tasks so trainees can learn skills before attempting them on the job

job sharing

two or more employees share on full time job. (benefits include reduced absences, enthusiastic workers. drawbacks need to hire at least twice as many people)

challenges in human resource

uncertainty in global politics and increased attention on hiring immigrants, shortages of trained workers in growth ateas such as computer technology, biotech, robotics, green technology and sciences,