mgmt chp 9

Involuntary

Termination, Layoffs

Acquiring Human capital (CONT'd)

A firm structure, systems, human recourses, and management practices must match the competitive landscape.. Requires managers to match HR practices with a companies: stage of growth and strategic objectives.

External

Finding qualified applicants outside the firm. Higher compensation offers to external recruits may cause equity issues within a firm.

Types of Training

Formal, Informal

Traditional job descriptions..

Generally do not include the negative aspects of the position.

Focused innovation strategy HR practices should allow for?

Greater autonomy and room for experimentation, Ample opportunities for development and training.

Recruiting Talent

Internal, external, Realistic job preview

A- Attainable/ Achievable

Is the goal reasonable enough to be accomplished? how so?, Make sure the goal is not out of reach or below standard performance.

R- Relevant

Is the goal worthwhile will is meet your needs?, Is each goal consistent with the other goals you have established and fits with your immediate and long term plans.

A natural part of an organization developmental life cycle is conducted to:

-Bolster revenue -Cut Costs -Improve Competitiveness

Informal Training

-Coaching -Mentoring

The Legal Environment

-Fair Labor Standards Act of 1938 -The Civil Right Act of 1964

Compensation and Benefits

-Gain-Sharing -Profit-Sharing -Cafeteria Plans Both Reward group performance and seek to improve productivity (Gain, Profit) They can also be fully customized to a particular division, department, or team.

Guide Lines for Setting Goals

-Goals too easy or tasks too simple, Limits performance. -Challenging but attainable, Peak Performance. -Goals too difficult or task too complicated, Demotivates Employees.

Examples of job analysis

-Interviews with management and current jobholders. -Observations in the workplace. -Self administered questioners

Compensation

-Job-based pay -Skills based pay

Advantages of Internal

-Knowing company culture, background, and products, allows to make a quicker and more meaningful impact in the new role. -Demonstrates that employees and access to a potential career path that allows growth and development. -Organization is aware of the skills and potential of the candidate

Contextual Forces Impacting Human Capital

-Legislation -Labor Mobilization -Globalization

Training and developing Employees : Reasons

-Need to orient employees on business practices -teach skills with a new piece of equipment -Educate on new product or service offerings

Formal training

-On-the-job -Off-the-job

SMART GOALS

-Specific -Measurable -Attainable/ Achievable -Relevant -Timely

Flexible work Options

-Variable Work schedule -Flexible work schedule -Job Sharing -Telecommuting

Separations

-Voluntary -Involuntary -Downsizing -Survivor Syndrome

Labor Relations

-Wagner Act of 1935 -Taft Hartley Act of 1947

Training and Developing employees : To be effective training should fit..

-internally with the structure and culture of the organization -Externally with the strategic, competitive landscape

Survivor Syndrome

A condition that can occur when certain employees who survive a downsizing become narrow minded, self absorbed, resentful, or risk averse. Survivors act more positively when they believe that the layoffs were necessary, administered fairly, and victims were treated fairly.

Development

A longer term, ongoing process of training that improves an employees personal abilities over time (continuing education). Attracts higher quality employees and keeps them more engaged in the company. Is effective when the organizations needs are aligned with the individuals career needs.

Downsizing

A process designed to reduce inefficiency and waste that builds up in an organization over time in an effort to be more competitive. Management should notify employees of downsizing at least 60 days in advance. Delivery of the news should be brief, to the point, and come directly from their immediate supervisor.

Gain-Sharing

A team based compensation structure that rewards teams based on the achievement of certain metrics associated with productivity, efficiency, or quality

Profit-Sharing

A team-based compensation structure that shares rewards based on improvements in profitability.

Top 10 Motivators for Millennials

Achievement, Customer Orientation, Fun enjoyment, Inspiration, Identity and Purpose, Learning, creativity, Structure and Order, Power, Altruism.

Acquiring Human capital (Cont'd) again

Affected by the type of competitive strategy that a company pursues: Cost leadership strategy-hr practices should focus on cost effectively increasing productivity, Differentiation strategy, Focused innovation strategy.

Wagner Act of 1935

Allowed employees the right to organize and fight for better wages, working conditions, and job security.

Civil Rights Act 1991

Amended the original Civil Rights Act to make it easier for employees to win in their discrimination lawsuit.

Cafeteria Plans

An arrangement that allows employees to make their own choice about benefit options. Taxable benefits like retirement, or nontaxable like health coverage. It allows the employees to select what is most important to them this way employees do not have to pay for benefits that are not important to them.

Situational Interviews

Asking to explain how a candidate would respond in various situations likely to occur on the job. Helps predict future behavior, helps understand candidates analytical abilities

Off-The-Job

Away from the worksite at a facility that is specifically designed to teach certain skills. EX: Pilots, NASA, Starbucks UK

Managing Yourself

Before considering different career options an individual must determine, His strengths and values, what he would like to do, what he is good at, what are his interests.

Baby Boomer Financial Reward

Boomers understand the value of hard work. They have no problem taking on additional responsibilities and putting in a few extra hours, but they want to be financially compensated. With a family to take care of and a retirement future to plan, bringing more money in is important to Boomers.

M-Mesurable

Can you track the progress and me sure the outcome?, How much, how many, how will i know when my goal is accomplished?

Job-based pay

Determine by the nature of a particular job. The ply way to increase pay is to switch jobs. Most often used in hierarchical organizations where job tasks are narrowly defined and managers closely monitor behavior.

On-The-Job

Conducted on the worksite and is often led by an employees supervisor. Tests are often done to validate employee knowledge. Ex: Sales reps, Dental assistants, Real estate, Bakers.

Differentiation stragegy HR practices should include?

Constant feedback system, Collaboration across functions, Employee participation in decision making.

Top 10 Motivators for Generation X'ers

Customer Orientation, Achievement, Inspiration, Identity and purpose, Learning, creativity, fun and enjoyment, altruism, power, stability.

Top 10 Motivators for Baby boomers

Customer Orientation, Learning, Identity and purpose, Creativity, Achievement, Inspiration, Financial Reward, Stability, Fun and enjoyment, Altruism.

S-Specific

Define the goal as much as possible with no unclear language, Who is involved, what di i want to accomplish, where will it be done, why and i doing this/reasons and purpose, which constraints and or requirements do i have?

Goal Setting

Defining objectives or targets for individual or firm performance.

Millennials Structure and Order

Despite the rampant (and false) belief that Millennials are self-absorbed, self-serving, and fickle, our research reveals a rather surprising statistic: This age group thrives on structure. They want their duties and roles made clear. They want to know exactly what is expected of them.

Skill-Based Pay

Determined by an individuals personal skills and knowledge. Pay is tied to experience and insights an individual brings to a company. Most common in companies with lower hierarchical structures and high degree of ambiguity.

Flexible Work Schedules

During core time employees must be at their workstations, but during flexible time they can choose their own work schedule.

Human recourse planning positions are compensated based on the required combination of?

Education, Experience, potential talent required to preform a particular job.

360-Degree Feedback

Employees conduct a self-assesment of keep competencies and then compare their responses to others in the organization. It helps individuals with career planning, Provides realistic view of employee skills, capabilities, and behaviors, and its a effective tool in leadership development.

Coaching/ Mentoring

Employees get matched up with more experienced member in their field or department.

Telecommuting

Employees spend part of their time working off-site(at home) and use email and internet to stay in contact with the organization.

Family and medical Leave Act 1996

Entitles employees to take unpaid lease of absence for family and medical reasons without losing their job.

Internal

Finding qualified applicants from workers who already work at a firm.

Equal Pay Act 1963

Men and women who do the same job in the same organization should receive the same pay.

Generation X Stability

Most Generation Xers are at a point in their life where they want to lay a solid groundwork for their future. This means that many are purchasing cars, homes, are getting married and raising a family. This makes job security a very attractive perk for this generation.

Generation X power

Much like Millennials, Generation X doesn't want to sit on the sidelines. Given that they are the future leaders of the company, they want to have every opportunity to offer their input on a company's vision and goals.

Occupational Safety and Health Act 1970

Outlines minimum standards of safety in the workplace.

Acquiring Human Capital

Success often starts with who you have on your team. Hiring the right people for the right position is critical for a firm to build and sustain a competitive advantage. HR leaders must develop a pan with company leaders to define and plan for their current and future needs.

Needs Assessment

Process by which an organization determines, what type of training needs to be done, and who is the best positioned to deliver the training

Vocational Rehabilitation Act 1973

Prohibited discrimination against people with disabilities, but only applied to the federal government.

Americans with Disabilities Act 1990

Prohibits discrimination against people with disabilities. the worlds first civil rights law for people with disabilities.

The Civil Rights Act of 1964(Title VII)

Prohibits employment discrimination based on race, sex, color, religion, and national origin. The act also prohibits discrimination in recruitment, hiring, wages, assignment, promotions, benefits, discipline, discharge, and layoffs. The first of many laws which became known as Equal Employment Opportunity (EEO) laws. Also established the Equal Employment Opportunity Commission (EEOC).

Age Discrimination In employment Act (ADEA) 1967

Protects individuals between ages 40 and 65 from discrimination in employment.

Taft Harley Act of 1947

Reined in dome of the powers of the unions, Industrial Unions, and Craft Unions

Human recourse planning

Requires benchmarking compensation and benefits offerings. Requires assessment of the business environment to understand the availability of workers and specific skill levels.

Voluntary

Retirement

Selecting Talent

Reviewing qualitative and quantitative data, Using social media to learn more about potential, Reviewing a candidates past work history, Situational interviews, Conducting reference checks.

Job Sharing

Sharing responsibilities of a job with another person so both can achieve the balance they need. Helps employees who are seeking part time opportunities to attend to parenting responsibilities.

Feedback Analysis

Strategy for discovering individual strengths. Involves tracking the results of an individuals key actions and decisions.

Performance Appraisal

The identification, measurement, and management of individual performance in organizations. Its used to make decisions on working conditions, promotions, terminations, and rewards, and it helps make decisions on measurable goals.

Job analysis

The process of analyzing information about specific job tasks in order to provide a more precise job description and define the characteristics of the ideal candidate fir the position.

Management By Objective (MBO)

The process of managing employees by outlining a series of specific objectives or milestones that they are expected to meet in a time period.

Zappos Hiring process

The social test The nice guy test the service test the ultimate test

Millennials Power

These are not opportunistic usurpers. Millennials may want to be promoted to a more prominent position at some point in their career but what they want right now is the privilege to be a part of company's decisions. If they are going to stay in an organization in the long-term, they want to play a role in deciding where the company is headed.

Variable work Schedules

Traditional work schedules make it hard for employees to attend to personal business. Variable work schedules include working 10 hour days for 4 days a week and less than 8 hours on a fifth day.

Fair Labor Standards Act of 1938

Transformed the working environment. Minimum conditions for health, safety, and general well-being. Federal minimum wage. Maximum hours for a work week. Officially banned child labor. Violators were subject to serve fines and possible imprisonment.

Participation

Using bottom-up approach to generate commitment to targeted objectives.

Realistic job Preview

When an organization provides information to job candidates that highlights the most important conditions of a job including its positive and negative aspects. Have been shin to decrease turnover. Job candidates receive a more comprehensive understanding of the expectations and nature of the position. And can lead to a smaller pool of applicants.

Baby Boomer Stability

With a family already established for younger Boomers and retirement on the horizon for older Boomers, job security is also important to this generation. Unless they are truly unhappy with their jobs, most people of this generation are unlikely to make sudden career changes and would prefer to stick with a company in the long-term

T-Timely

Your objective should include a time limit ex: I will complete this step by month/day/year. It will establish a sense of urgency and prompt you to have better time management.