GB 311 Module 11

orientation

The first step in the training and development process, designed to introduce employees to the company culture and provide key administrative information.

human resource (HR) management

The management function focused on maximizing the effectiveness of the workforce by recruiting world-class talent, promoting career development, and determining workforce strategies to boost organizational effectiveness

wages

The pay that employees receive in exchange for the number of hours or days that they work.

salaries

The pay that employees receive over a fixed period, most often weekly or monthly.

internal recruitment

The process of seeking employees who are currently within the firm to fill open positions.

external recruitment

The process of seeking new employees from outside the firm.

job specifications

The specific qualifications necessary to hold a particular position.

Equal Employment Opportunity Commission (EEOC)

1972, Congress beefed up the EEOC with additional powers to regulate and to enforce its mandates, making the EEOC a powerful force in the human resources realm

Tattoos

About 29% of the population (and 47% of millennials) sport at least one tattoo. 37% of HR managers cite tattoos as the third most likely physical attribute to limit career potential (behind bad breath and non-traditional piercings) currently no laws protect people with tattoos from discrimination in the hiring process, but it's not all bad news if you're forced (or you choose) to show your ink 94% percent of people with tattoos would hire someone with tattoos, so as ink becomes more common in the workplace, tattoo-based discrimination may soon be a thing of the past

Emerging during the American civil rights movement in the 1960s, affirmative action seeks to make up for the systematic discrimination of the past by creating more opportunities in the present

Affirmative action

Big Picture of HR

Effective human resource management can create an unbeatable competitive edge—a fair, productive, empowering workplace pays off in bottom-line results

Title VII (also created what)

Equal Employment Opportunity Commission (EEOC)

Video:

Equal Employment Opportunity Commission (EEOC) -- The main US employment law oversight -- each state has their own employment law (Wisconsin = Wisconsin WDW) --- check with supervisor first --> otherwise they'll send you back to get requirements done first

key pieces of employment legislation

Fair Labor Standards Act of 1938: Established a minimum wage and overtime pay for employees working more than 40 hours a week. Equal Pay Act of 1963: Mandated that men and women doing equal jobs receive equal pay. Occupational Safety and Health Act of 1970: Required safety equipment for employees and established maximum exposure limits for hazardous substances. Immigration Reform and Control Act of 1986: Required employers to verify employment eligibility for all new hires. Americans with Disabilities Act of 1990: Prohibited discrimination in hiring, promotion, and compensation against people with disabilities and required employers to make "reasonable" accommodations for them. Family and Medical Leave Act of 1993: Required firms with 50 or more employees to provide up to 12 weeks of job-secure, unpaid leave on the birth or adoption of a child or the serious illness of a spouse, child, or parent.

Careers in HR

Human Resources Manager

the future of HR

Looking forward, a growing number of firms will most likely outsource traditional HR tasks such as payroll and benefits administration to companies that specialize in these areas. HR departments could then focus on their core mission: working with senior management to achieve business goals by cultivating the firm's investment in human resources

ways managers can alleviate stress from employees

Managers can mitigate the trauma most effectively by showing empathy and concern for their employees, and by treating any laid-off employees with visible compassion

effects of sexual harassment

Not just the perpetrator is liable for sexual harassment; employers may share accountability if they did not take "reasonable care" to prevent and correct sexually harassing behavior, or if they did not provide a workable system for employee complaints

Controversy of affirmative action (Opponents POV)

Opponents have raised concerns that giving preferential treatment to some groups amounts to "reverse discrimination" against groups who do not get the same benefits They claim that affirmative action violates the principle that all individuals are equal under the law

Human Resources Manager

Plan, organize, lead, and coordinate the personnel, or labor relations activities of an organization Identify staff vacancies and recruit, interview, and select applicants, ensuring a strong match between personnel and positions Establish, maintain, and implement a competitive pay and benefit structure, and insure that policies remain in compliance with federal, state, and local laws Establish and conduct employee orientation and training programs Provide current and prospective employees with information about company policies, pay, benefits, and promotional opportunities Counsel and coach management as necessary on human resources issues. Maintain accurate human resources records Keep current regarding professional and technical knowledge

Supreme court on Controversy of affirmative action

Recent U.S. Supreme Court decisions have supported affirmative action, pointing out that government has a "compelling interest" in ensuring racial diversity. But the Court has rejected "mechanistic" affirmative action programs that amount to quota systems based on race, ethnicity, or gender

violates Title VII of the Civil Rights Act of 1964 -- involves discrimination against a person based on his or her gender the conduct must be unwelcome

Sexual harassment

what doesn't qualify "reasonable care"

Simply adopting a written policy against sexual harassment is not enough

HR in lawsuits

To avoid employment lawsuits, most firms rely on HR to digest the complex, evolving web of employment legislation and court decisions, and to ensure that management understands the key issues

underlying goal of Controversy of affirmative action

a diverse workplace with equal opportunity for all—stands to benefit both business and society as a whole.

Fairness factor questions

am I basing decision soley on business related criteria? am i treating people consistently? am i following organization policy? am I communicating accurately and honestly? should i consult with JR or our legal team?

Victim of sexual harassment

anyone affected—either directly or indirectly—by the offensive conduct

compensation

covers both pay and benefits

Lawsuit impacts on companies

employment lawsuits can cost millions of dollars and deeply damage the reputation of an organization

Controversy of affirmative action (Supporter's POV)

everyone who benefits from affirmative action must—by law—have relevant and valid qualifications They argue that proactive measures are the only workable way to right past wrongs and to ensure truly equal opportunity

core goal of HR

find, hire, and develop the best talent

#MeToo movement

in late 2017 highlighted the unfortunate prevalence of sexual harassment and assault in the workplace, and human resources is the first line of defense Handling sexual harassment complaints can be especially thorny for human resources, particularly on behalf of younger workers—since the conventional understanding of sexual harassment does not typically match the legal definition of sexual harassment

sexual harasser (EEOC)

may be either a woman or a man, and the harasser doesn't need to be the victim's supervisor

Civil Rights Act of 1964 (Title VII)

outlaws discrimination in hiring, firing, compensation, apprenticeships, training, terms, conditions, or privileges of employment based on race, color, religion, sex, or national origin. Over time, Congress has supplemented Title VII with legislation that prohibits discrimination based on pregnancy, age (40+), and disability

Fun side of HR

recruitment training and development evaluation (most of the time) promotions celebrations (birthdays, weddings, etc.)

other recruitment methods

referral program

lay offs

response to recession

Negatives of HR

separation, termination, layoffs the death of an employee (info and counseling) poor/bad evaluation legal issues -- harassment, wrongful termination, whistle blowers, etc discipline having a bad rap because they're HR

Forms of Sexual Harassment (EEOC)

sexual favors presence of hostile work environment

periodic performance appraisals

sitting down with each employee on a one-to-one basis and comparing actual results to expected results affects decisions regarding compensation, promotions, training, transfers, and terminations.

types of testing

skills testing personality testing drug testing physical exams

"reasonable care"

taking proactive steps—such as comprehensive training—to ensure that everyone in the organization understands (1) that the firm does not tolerate sexual harassment and (2) that the firm has a system in place for complaints and will not tolerate retaliation against those who complain.

training employees off-site on real equipment Police academies often use vestibule training for firearms.

vestibule training

core HR functions of compensation

Researching, designing, and managing effective compensation systems

compressed workweek

A version of flextime scheduling that allows employees to work a full-time number of hours in less than the standard workweek.

flextime

A scheduling option that allows workers to choose when they start and finish their workdays, as long as they complete the required number of hours.

probationary period

A specific time frame (typically three to six months) during which a new hire can prove his or her worth on the job before he or she becomes permanent.

on-the-job training

A training approach that requires employees to simply begin their jobs—sometimes guided by more experienced employees—and to learn as they go.

History of Business Timeline: AT&T and the Berlin Wall

1984 The Supreme Court rules that AT&T has a monopoly and must split into several regional companies. 1989 The Berlin Wall falls, marking a symbolic victory of market capitalism over communism.

Equal Employment Opportunity Commission (EEOC)

A federal agency designed to regulate and enforce the provisions of Title VII.

performance appraisal

A formal feedback process that requires managers to give their subordinates feedback on a one-to-one basis, typically by comparing actual results to expected results.

Title VII

A portion of the Civil Rights Act of 1964 that prohibits discrimination in hiring, firing, compensation, apprenticeships, training, terms, conditions, or privileges of employment based on race, color, religion, sex, or national origin for employers with 15 or more workers.

cafeteria-style benefits

An approach to employee benefits that gives all employees a set dollar amount that they must spend on company benefits, allocated however they wish within broad limitations.

job description

An explanation of the responsibilities for a specific position.

structured interviews

An interviewing approach that involves developing a list of questions beforehand and asking the same questions in the same order to each candidate.

An initial screening mechanism. Questions about education and experience. Primarily a tool to reject unqualified candidates, rather than to actually choose qualified candidates.

Applications

a more effective way of handling on-the-job training each beginner serve as an assistant to a fully trained worker for a specified period of time before gaining full credentials to work in the field In the United States, apprenticeships are fairly common in trades such as plumbing and bricklaying. But in Europe, apprenticeships are much more common across a wide range of professionals, from bankers to opticians.

Apprenticeship

human resources challenges

Avoiding employee lawsuits by knowing the law and encouraging legal practices offering enough flexibility to keep their best workers without jeopardizing their company's business goals Employees who bring forward complaints of sexual harassment would of course like to know what actions are being taken, but in fairness to the accused, HR must sometimes keep them in the dark, which can at times make HR appear insensitive In jobs that require learning and creativity—such as top management positions—tying pay to performance can actually harm the company. Performance-based pay also increases the likelihood that a top-level manager is willing to cook the books to achieve his or her performance goals. Untangling these sorts of issues is a real strategic challenge for HR management How can human resources continue to add value as the ground shifts beneath them—and as they wonder how long their own jobs will last?

advantages of internal recruitment

Boosts employee morale by reinforcing the value of experience within the firm Reduces risk for the firm, since current employees have a proven track record Lowers costs of both recruitment and training

job analysis

The examination of specific tasks that are assigned to each position, independent of who might be holding the job at any specific time.

Variable Pay System

Commission Bonuses Profit sharing Stock options Pay for knowledge

Examples of pay for performance

Commission -- involves payment as a percentage of sales. Usually, larger commissions go with smaller base pay. Bonuses -- lump-sum payments, typically to reward strong performance from individual employees. Profit Sharing -- plans that reward employees with a share of company profits above and beyond predetermined goals. Stock Options -- the right to buy shares of company stock at some future date for the price of the shares on the day that the company awarded the options. Pay for Knowledge -- involves awarding bonuses and pay increases in exchange for increases in knowledge such as earning an MBA.

factors compensation is based on

Competition: How much do competing firms offer for similar positions? Contribution: How much does a specific person contribute to the bottom line? Ability to Pay: How much can the company afford? Cost of Living: What would be reasonable in light of the broader local economy? Legislation: What does the government mandate?

mostly delivered via the Web now plays a crucial role in off-the-job training. standardizes the presentation of the material, since it doesn't depend on the quality of the individual instructor Web helps employers train employees wherever they may be in the world, at their own pace and convenience

Computer-Based Training/ Online training

temporary full-time workers, independent contractors, on-call workers, and temporary agency or contract agency workers employees who don't expect regular, full-time jobs accounted for just over 40% of U.S. employment in 2010—up from 30% in 2005 they offer flexibility, which can lead to much lower costs Too much reliance on contingent workers could unwittingly sabotage company productivity and the customer experience. Also, contingency workers tend to suffer from significantly higher poverty rates, meaning that they are more likely to face the damaging conditions that typically accompany poverty.

Contingent Workers

examples of behavioral questions

Describe a time when you had to think "outside the box" to find a solution to a pressing problem. Describe a situation that required you to do a number of things at the same time. How did you handle it? What was the outcome? If you realized that a coworker was cheating on his expense report, how would you handle the situation? What would you do if your boss asked you to complete a key project within an unreasonable time frame?

Human resource planning objectives must flow from the company's master plan, and the HR strategies must reflect company priorities. The first step should be to determine where the firm currently stands in terms of human resources and to forecast future needs. Other key areas of focus follow: Recruitment: The key to recruitment is finding qualified candidates who fit well with the organization. The right people can come from either internal or external labor pools. Selection: Choosing the right person from a pool of candidates typically involves applications, interviews, tests, and references. The terms of the job offer itself play a role as well. Training: The training process begins with orientation but should continue throughout each employee's tenure. Options include on-the-job training, off-the-job training, and management development. Evaluation: Performance feedback should happen constantly. But most firms also use formal, periodic performance appraisals to make decisions about compensation, promotions, training, transfers, and terminations. Compensation: Compensation includes both pay and benefits. Interestingly, companies that offer higher compensation generally outperform their competitors in terms of total return to shareholders. Separation: Employees leave their jobs for both positive and negative reasons. When the separation is not voluntary—e.g., layoffs or termination—fairness and documentation are critical.

Discuss human resource planning and core human resources responsibilities.

Great Recession (2009)--> massive layoffs thrust human resources into turmoil. The growing wage gap between senior managers and the average employee = tension for a number of stakeholders. Older workers have begun to retire, while younger workers bring optimism, open minds, technological know-how, and an unprecedented sense of entitlement to the workforce. Many women are leaving traditional jobs. Workers are actively seeking more flexibility and a better work-life balance. And the number of costly employee lawsuits has skyrocketed in the past couple of decades.

Discuss key human resource issues in today's economy

Civil Rights Act of 1964 (most influential piece of employment law)

Federal legislation that prohibits discrimination in hiring, firing, compensation, apprenticeships, training, terms, conditions, or privileges of employment based on race, color, religion, sex, or national origin.

flexibility

Flexible scheduling options include flextime, telecommuting, and job-sharing plans, discussed in detail below since 2009 recession --> workers began to give up flexible schedules—or to stop even asking about them in the first place—out of fear that they would appear less committed to their jobs

contingent workers

Employees who do not expect regular, full-time jobs, including temporary full-time workers, independent contractors, and temporary agency or contract agency workers.

Human resource managers can directly contribute to company performance by recruiting top talent, promoting career development, and boosting organizational effectiveness.

Explain the importance of human resources to business success

Perhaps the most influential piece of employment legislation is the Civil Rights Act of 1964. Title VII of this act prohibits discrimination in hiring, firing, compensation, apprenticeships, training, terms, conditions, or privileges of employment based on race, color, religion, sex, or national origin. Additional legislation prohibits discrimination based on pregnancy, age, and disability. The Equal Employment Opportunity Commission (EEOC) enforces the provisions of Title VII. Affirmative action programs—while controversial—have received support from the U.S. Supreme Court. And human resource managers must guard against sexual harassment in the organization, since it violates Title VII.

Explain the key federal legislation that affects human resources.

benefits

Noncash compensation, including programs such as health insurance, vacation, and childcare.

gives workers some degree of freedom in terms of when they start and finish their workday, as long as they complete the required number of hour oblige their employees to start work between mandated hours in the morning—say, anytime between 7 a.m. and 10 a.m.—to take lunch between certain hours in the middle of the day, and to complete work at the end of eight hours. everyone is present during core hours for communication and coordination, but it provides choice outside those parameters increases employee morale and retention, but it makes less sense in jobs that entail extensive teamwork and customer interaction. It also requires careful management to avoid abus

Flextime

common appraisal goofs

Gotcha! Too many managers use the performance appraisal as a chance to catch employees doing something wrong rather than doing something right. The Once-a-Year Wonder Many companies mandate annual reviews, but some managers use that as an excuse to give feedback only once a year. Straight from the Gut Although "gut feel" can have real value, it's no substitute for honest, relevant documentation of both expectations and accomplishments. What Have You Done for Me Lately? Many managers give far too much weight to recent accomplishments, discounting the early part of the review period. The "Me Filter" While appraisals are a bit subjective by their very nature, some managers filter every comment through their personal biases. Here are some examples: Positive Leniency: "I'm a nice guy, so I give everyone great scores." Negative Leniency: "I have high expectations, so I give everyone low scores." Halo Effect: "I like this employee, so I'll give her top scores across the board."

position that recruits coworkers to participate in the hiring process.

Hiring manager

Women at Work and the Persistent Pay Gap

In 1980, women earned just $0.67 for every dollar that their male counterparts earned. As of 2015 (the latest available data), women earned $0.83 for every dollar that men earned. In 2015, young women saw a smaller pay gap than average, earning $0.90 for every dollar that their male counterparts earned it would take a woman an extra 44 days of work to earn what a man does in one year.

Classroom training happens away from the job setting but typically during work hours teach a wide variety of topics from new computer programming languages, to negotiation skills, to stress management, and more some employers train workers off-site on "real" equipment

Off-the-Job Training

five key reasons of continuous training and development process that relate directly to a healthy bottom line

Increased innovation in strategies and products Increased ability to adopt new technologies Increased efficiency and productivity Increased employee motivation and lower employee turnover Decreased liability (e.g., sexual harassment lawsuits)

In 2017, dismantled its extensive employee telecommuting program. gave thousands of remote employees a choice: relocate to a regional office—sometimes hundreds of miles from their homes—or leave the company. The policy change was a rude shock to many employees because IBM was an early adopter of telecommuting and an outspoken advocate of its effectiveness IBM defended the decision as a strategy to improve collaboration and accelerate the pace of work. Rebuilding the design and digital marketing teams in-house -- allow the company to respond quickly to real-time data and customer feedback.

International Business Machines (IBM)

Central part of the selection process. HR department does initial interviews and then sends qualified candidates to the hiring manager for the actual selection interviews often say surprisingly little about whether a candidate will perform on the job

Interviews

Examples of Job descriptions and job specifications

JD: Work with the music group to help make major decisions regarding the creative and business direction of the band JS: A bachelor's degree in music management JD: Negotiate recording contracts and engagement fees JS: A minimum of three years' experience managing a high-profile band JD: Help band members understand their rights and responsibilities JS: Excellent communication and networking skills

design the right job offer and get your candidate to accept it A phone call from top management, the royal treatment, and special perks go a long way, but most superb candidates also want to know in very specific terms how their contributions would affect the business

Job Offers

allows two or more employees to share a single full-time job. participants split the salary equally, but they often need to allocate full benefits to just one of the partners fewer than 20% of employers offer job-sharing programs and reap the benefits such as higher morale and better retention.

Job Sharing

attempting to duplicate the exact conditions that the trainee will face on the job makes sense for complex, high-risk positions such as astronaut or airline pilot

Job simulation

Hourly wages

Jobs that require less education Federal law requires companies to pay nonexempt wage earners overtime, 50% more than their standard wage, for every hour worked over 40 hours per week

developing new leaders has become a priority in many organizations help current and potential executives develop the skills they need to move into leadership positions programs typically cover specific issues that the business faces

Management Development

Pros: very low-cost Employees simply begin their jobs—sometimes under the guidance of more experienced employees—and learn as they go Cons: good for simple jobs, but they are disappearing from the U.S. market due to the combined impact of offshoring and technology On-the-job training can also compromise the customer experience.

On-the-Job Training

steps of HR

One of the first steps in the HR planning process should be to figure out where the company stands in terms of human resources. What skills does the workforce already have? What skills does it need? The next step is to forecast future human resource requirements. The forecasting function requires a deep understanding of the company's goals and strategies. HR managers must also assess the future supply of workers. (key considerations should include retirement rates, graduation rates in relevant fields, and the pros and cons of the international labor market)

first step in the training and development process focus on introducing employees to the company culture (but without sacrificing need-to-know administrative information) strong orientation programs significantly reduce employee turnover, which lowers costs

Orientation

While HR workers tend to have strong people skills, many lack the business acumen to contribute directly to broad company objectives, and other departments often view HR as either irrelevant or adversarial. HR can respond to these issues by demonstrating that they understand the strategic goals of the company, the core customers, and the competition. The best HR departments use this knowledge to raise the value of the firm's human capital, which in turn increases the value of the firm itself.

Outline challenges and opportunities that the human resources function faces

Optional benefits

Paid vacation days and holidays Paid sick days Health insurance Retirement programs Product discounts

physical exams

Physical exams are also standard but are highly regulated by state and federal law to ensure that firms don't use them just to screen out certain individuals.

affirmative action

Policies meant to increase employment and educational opportunities for minority groups—especially groups defined by race, ethnicity, or gender.

management development

Programs to help current and potential executives develop the skills they need to move into leadership positions.

A complete HR plan (falls under the company's strategic planning umbrella)

Recruitment Selection Training Evaluation Compensation Benefits Separation

don't skip the reference check before you make an offer more than 50% of job candidates lie on their résumé in some way surprisingly, only about 25% of candidates are thoroughly vetted by the companies that consider them.

References and Background Checks

Risks of skills and personality testing

Skills testing and personality testing carry a fair amount of legal risk, since these tests must measure skills and aptitudes that relate directly to the job itself.

Assessing Employee Performance

Straightforward, frequent feedback is a powerful tool to improve employee performance. The best managers provide informal feedback on a constant basis so that employees always know where they stand formal feedback -- periodic performance appraisals

apprenticeships

Structured training programs that mandate that each beginner serve as an assistant to a fully trained worker before gaining full credentials to work in the field.

Reasons employees leave jobs

Success: promotions lured to other firms Failures: being fired Changing business needs: transfers lay offs Personal reasons: family needs retirement change in career aspirations

More than 60% of companies allow telecommuting, and 20-30% of Americans telecommute at least occasionally Over two-thirds of employers report increased productivity among their telecommuters Telecommuting employees are 35-40% more productive than their office-bound colleagues

Telecommuting

Either before or after the interview process (and sometimes at both points)

Testing

compensation

The combination of pay and benefits that employees receive in exchange for their work.

Candidate said her hair was perfect when asked why she should become part of the team. Candidate sang to a song on the radio playing overhead. Candidate invited interviewer to dinner afterward. Candidate stated that if the interviewer wanted to get to heaven, she would hire him. Candidate ate crumbs off the table. Candidate answered cell phone and asked the interviewer to leave her own office because it was a "private" conversation. Candidate told the interviewer he wouldn't be able to stay with the job long because he thought he might get an inheritance if his uncle died—and his uncle "wasn't looking too good." Candidate asked the interviewer for a ride home after the interview. Candidate for an accounting position said she was a "people person," not a "numbers person." Candidate flushed the toilet while talking to the interviewer during a phone interview.

Top Ten Things NOT to Do in interview

drug testing

Virtually 100% of Fortune 500 companies conduct pre-employment drug testing, as do most other companies.

Important questions HR managers need to know

What are the strategic goals? Who is the core customer? Who is the competition?

"Reasons" for pay gap

Women are more likely than men to either reduce hours or take time off to care for a child or another family member. Women are overrepresented in lower paying occupations and underrepresented in higher paying occupations. The #MeToo movement highlighted that sexual harassment and abuse continue to run rampant in the workplace, clearly hampering the pace of advancement for all too many women.

telecommuting

Working remotely—most often from home—and connecting to the office via phone lines and/or broadband networks.

sexual harassment

Workplace discrimination against a person based on his or her gender.

typical selection process

accepting applications, interviewing, testing, checking references and background, and making the job offer (small businesses often follow a more streamlined process)

The most effective questions in interview --> behaviors and experiences that are key for the new position

ask the candidate to describe a situation that he or she faced at a previous job—or a hypothetical situation at the new job—and to explain the resolution

less traditional benefits

backup childcare options, free massage, pet health insurance, tuition reimbursement, and paid time off for volunteering

benefits and drawbacks of telecommuting for employee

benefits: Greater challenges maintaining a cohesive company culture Greater challenges fostering teamwork Greater challenges monitoring and managing far-flung employees drawbacks: Less fast-track career potential Less influence within the organization Weaker connection to the company culture Isolation from the social structure at work

benefits and drawbacks of telecommuting for organization

benefits: Lower costs for office space, equipment, and upkeep Higher employee productivity due to better morale, fewer sick days, and more focused performance Access to a broader talent pool (not everyone needs to be local) drawbacks: Much more flexibility Zero commute time (less gas money) Better work-family balance Every day is casual Friday (or even pajama day!) Fewer office politics and other distractions

Broadband technology has turbocharged audio and visual capabilities, which support engaging and interactive online training programs

broadband

less tangible issues company faces taught in management development

communication, planning, business-analysis, change-management, coaching, and team-building skills

job termination

companies must proceed very carefully to avoid wrongful-termination lawsuits *best protection is honesty and documentation always document sound business reasons for termination and share those reasons with the employee

another version of flextime scheduling, allows employees to work a full-time number of hours in less than the standard workweek. most popular option is to work four ten-hour days rather than five eight-hour days Ex: Intel

compressed workweek

Salaries

cover a fixed period, most often weekly or monthly Most professional, administrative, and managerial jobs pay salaries usually higher than wages, salaried workers do not qualify for overtime, which means that sometimes a low-level manager's overall pay may be less than the pay of wage-based employees who work for that manager

extras (Since the recession of 2009)

extra attention on perks that would boost morale without an outrageous price tag

cafeteria-style benefits

giving their employees a set dollar amount per person that they must spend on company benefits key to these plans is choice, which allows employees to tailor their benefits to their individual needs

pros of telecommuting

if every worker who could telecommute did so just half the time, the economic benefit would total more than $700 billion a year. Businesses would increase national productivity by 5 million human-years, or $270 billion worth of work. The nation would save almost 90,000 people from traffic-related injury or death. Accident-related costs would be reduced by more than $10 billion a year. And greenhouse gases would decrease by 54 million tons—the equivalent of taking almost 10 million cars (the entire New York State workforce) off the road for a year.

New employees come from two basic sources

internal and external recruitment

key drawback of online training

it takes a lot of discipline to complete an online program, and some people simply learn better through direct human interaction

factors of an effective performance appraisal

manager must focus on fairness, relevance, objectivity, and balance give feedback on a continual basis to eliminate surprises and maximize performance

Pay for Performance

many organizations link some amount of worker pay directly to performance. The idea is to motivate employees to excel

most common compensation systems in the United States

most common compensation systems in the United States

Types of training programs

orientation skills training management development