BA 232 Business Management Chapter 9

technology-based training methods

-CD-ROM/DVD/videotapes/audiotapes -Videoconferencing/teleconferencing/satellite TV -E-Learning

the legal environment of HRM

1. Equal Employment Opportunity 2. Compensation and Benefits 3. Labor Relations 4. Health and Safety

work unit orientation

1. familiarize the employee with the goals of the work unit, 2. clarifies how his or her job contributes to the unit goals, 3. and includes an introduction of his or her new co-workers

tips for managers- being a good interviewer

1.review the job description and the job specification to help in assessing the applicant 2. prepare a structured set of questions to ask all applicants for the job. 3. review an applicant's resume before meeting them 4. Ask questions and listen 5. write the evaluation of the interview while it is fresh in your mind.

human resource inventory

A report listing important information about employees such as name, education, training, skills, languages spoken, and so forth

Ethnicity

A social division based on national origin, religion, language, and often race.

job specification

A written statement that describes the minimum qualifications a person must have to perform the job successfully

accept errors

Accepting candidates who would later prove to be poor performers

performance simulation tests

Are made up of actual job behaviors. Best know performance simulation test is known as work sampling. Well-constructed performance-simulations tests are valid predictors.

Employment Planning for a manager

Assessing current human resources and future human resource needs; developing a program to meet future human resource needs.The addition of staff through recruitment, the reduction of staff through downsizing, and selection.

family-friendly benefits

Benefits that provide a wide range of scheduling options and allow employees more flexibility at work, accommodating their needs for work-life balance

variable pay

Compensation linked directly to individual, team, or organizational performance

The Human Resource Management Process

Consists of these interrelated activities: recruitment, selection, training, compensation, and supervision. The goals are to obtain, develop, and retain employees.

three approaches to multi-person comparison.

Group order ranking- evaluating manager places employees into classifications individual ranking approach- highest to lowest performance levels paired comparison approach-everyone compared with everyone else. Each employee compared to every other employee.

race

Identity with a group of people descended from a biological ancestor

Employee Benefits

Indirect and non-cash compensation in addition to their normal wages or salaries paid to an employee. Some benefits are mandated by law (such as social security, unemployment compensation, and workers compensation), others vary from firm to firm or industry to industry (such as health insurance, life insurance, medical plan, paid vacation, pension, and gratuity).

orientation of new employees

Orientation- training designed to prepare employees to perform their jobs effectively, learn about their organization, and establish work relationships. The objectives include making new employees familiar with the organization's rules, policies and procedures

Skill-Based Pay Systems

Pay structure that set pay according to the employee's levels of skill or knowledge and what they are capable of doing (KSA) Knowledge skills and abilities.

Affirmative Action Programs

Programs that ensure that decisions and practices enhance the employment, upgrading, and retention of members of protected groups

orientation and training and development

Programs that introduce new employees to their job, the people they will be working with, and the organization. Adapt associates to the organization and ensure job skills and knowledge are kept current.

Job orientation

Provides new employees with basic information about the organization for which they are working. Clarify duties and responsibilities. correct unrealistic expectations new employees might hold about the job.

Eight important HRM activities

Strategic hr planning recruitment and downsizing selection orientation training and development performance management compensation and benefits safety and health

Inclusion

The achievement of a work environment in which all individuals are treated fairly and respectfully, have equal opportunities and resources, and can contribute fully to the organization's success.

Reliability

The degree to which a selection device measures the same thing constantly.

Employment Planning

The process by which managers ensure they have the right numbers and kinds of people in the right places at the right time

Validity

The proven relationship between a selection device and some relevant criterion.

determining whether employee training is needed

What are organizational goals and what tasks need to be done to complete this? What skills or knowledge needed, behaviors necessary for job holder to perform complete duties. Evolving workplace.

employee training

a learning experience that seeks a relatively permanent change in employees by improving their ability to perform on the job

Realistic Job Preview (RJP)

a preview of a job that provides both positive and negative information about the job and the company

Employee Counseling

a process designed to help employees overcome performance-related problems

Job Analysis

a purposeful, systematic process for collecting information on the important work-related aspects of a job. An assessment that defines jobs and behaviors necessary to perform them

lay-off survivor sickness

a set of attitudes, perceptions, and behaviors of employees who survive layoffs

performance management system

a system that establishes performance standards that are used to evaluate employee performance

job description

a written statement that describes a job

discipline

actions taken by a manager to enforce an organization's standards and regulations

360-degree appraisal

an appraisal device that seeks feedback from a variety of sources for the person being rated

sexual harassment

any unwanted remark, behavior, or touch that has sexual content that affects an individual's employment,performance, or work environment.

behavioral or situational interview

applicants are observed how they behave and what they do in situations. 8x more effective in predicting successful job performance.

work-life balance

efforts to help employees balance the competing demands of their personal and professional lives

factors influencing pay and benefits

employee tenure and performance, kind of job, kind of business, unionization?, labor or capital intensive, management philosophy, geographical location, company profitability, size of the company,

board representatives

employees who sit on a company's board of directors and represent the interests of the firm's employees

Hugo Munsterberg was known as ____.

father of industrial psychology effectively using workers to achieve economic production.

Downsizing Options

firing, layoffs, attrition, transfers, reduced workweeks, early retirements, job sharing

organizational orientation

general orientation that presents topics of relevance and interest to all employees about organization's goals and interests, history, philosophy, procedures, rules, and clarifies relevant HR policies. (work hours, pay procedures, overtime requirements)

work councils

groups of nominated or elected employees who must be consulted when management makes decisions involving personnel

Last steps in HRM process

identify performance goals, correct performance problems if necessary, help employees sustain high levels of performance over their entire work career. (performance appraisals, compensation, and benefits, safety and health)

Methods of Recruiting Employees

internet/social media Employee referrals company web site college recruiting/job fairs professional recruiting organizations

contingent jobs

jobs that are temporary and not expected to last

All HRM processes influenced by what outside factors

legislation,diversity, work process, unions, environment,downsizing, restructuring

reject errors

rejecting candidates who would have performed successfully on the job

selection process

screening job applicants to ensure that the most appropriate candidates are hired. the major intent of any selection activity is to reduce the probability of making reject errors or accept errors while increasing the probability of making correct decisions.

Human Resource Management

the management function concerned with getting,training, motivating,and keeping competent employees.

workforce diversity

the ways in which people in an organization are different from and similar to one another in terms of gender,age, race, sexual orientation, ethnicity,cultural background, physical abilities or disabilities.

two most common forms of representative participation

work councils and board representatives

specific performance appraisals methods

written essay critical incidents adjective rating scales bars MBO 360- degree appraisal multi-person compares one another- only one not absolute measuring device.

Traditional Training Methods

• On-the-job • Job rotation • Mentoring and coaching • Experiential exercises • Workbooks/manuals • Classroom lectures