Chapter 12 Human Resource Management: Finding the Best Employees

Third Step

Assessing future human resources demand -because technology changes rapidly, training programs must be started long before the need is apparent

5. Establishing a strategic plan

The plan must address recruitment, selection, training and development, evaluation, compensation, scheduling, and career management for the labour force

Most management training programs include:

- On-the-job coaching - Understudy positions - Job rotation - Off-the-job courses and training

Both Training and development programs include 3 steps:

1) assessing the needs of the organization and the skills of the employees to determine training needs 2) designing training activities to meet the identified needs 3) evaluating the effectiveness of the training

Major uses of performance appraisal

1. Identify training needs 2. Use as a promotional tool 3. Recognize workers' achievements 4. Evaluate hiring process 5. Judge effectiveness of orientation process 6. Use as a basis for terminating workers

Then hiring Process

1. Recruitment 2. Selection -Application - Interview -Test -Investigate -Probation

Performance Appraisal: Six Steps

1. establish Standards 2. communicate Standards 3. Evaluate Performance 4. Discuss Results 5. Take Corrective Action 6. Use results to make decisions

4. assessing future human resources supply

The labour force is constantly shifting: getting older becoming more technically oriented, etc.

Fringe Benefits

Benefits that provide additional compensation to employees

Terminating Employees

Downsizing and restructuring, global competition, and shifts in technology have human resources managers struggling to manage layoffs and firings

Retiring Employees

In addition to layoffs, another tool used to downsize companies is to offer early retirement benefits to entice older (and more expensive) workers to retire

Losing Employees

Learning about their reasons for leaving can be valuable in preventing the loss of other good people in the future

Compensation

One of th main marketing tools that companies use to attract (and retain) qualified employees, and it is one of the largest operating costs of many organizations

First Step in determining HR needs

Preparing a human resources inventory of the organizations employees

Second step

Preparing a job analysis - A job analysis is a study of what is done by employees who hold various job titles 1) Job descriptions 2) Job Specifications