MANA 3319
Human Resource Management
Dealing effectively with human resource (HR) issues is essential for all managers.
The human resource staff supports managers in carrying out HR responsibilities.
Issuers managers need to focus on are:
- Work Force Diversity( Remember Chapter11)
- Unionization: The number of Unions has been declining over the years.
- Factors contributing to this decline:
- Strong employer challenges to unions
- Plant closures
- International competition
- Shrinking manufacturing sector
- Labor Contract: Written agreement between union and management that specifies pay schedule, fringe benefits, COLA, and the like.
- In the U.S., labor relations are characterized by:
- Business unionism
- Job-based unionism
- Collective bargaining
- Voluntary contracts
- Adversarial relationships( you do not need to know the Acts.)
- Legislation: Includes Key issues like: (You need to read about these in the book, do not memorize the ACTs)
- Equal Opportunity
- Employment at will
- Protected Class
- Sexual Harassment
- Disparate Treatment
- Adverse impact
- Job relatedness
- BFOQ( Bona Fide Occupational Qualifications)
- Seniority
- Globalization
Functions of HR in the Organization.
SHRP: Developing a vision about where the company wants to be and how it can use human resources to get there. The ultimate objective is SHRP is a sustained competitive advantage.
Human Resource Planning
Staffing: Consists of
- Recruitment – the process of generating a pool of qualified candidates for a particular job. effective recruitment effort should create a pool of qualified applicants.
- Selection – the screening process used to decide which of the applicants to hire. Issues to be considered here are:
- Validity is how well a technique used to assess candidates is related to performance on the job. Demonstrated by:
- Content Validity
- Empirical Validity
- Reliability is a measure of the consistency of results of the selection method.
Tools:
Application Form
Letter of Recommendation
Ability Tests
Personality Tests
Honesty Tests
Psychological Tests
Performance Simulation Tests
Interviews
Physical Exams
Orientation: Helps new employees to:
- Learn more about the company
- Learn what is expected of them in the job
- Reduce the initial anxiety of a transition
- Become familiar with co-workers
- Learn about work rules and personnel policies
Employee Training
Training is a planned effort to provide employees with specific skills to improve their performance.
Effective training
–improves morale
–improves an organization’s potential.
The Training Process:
Techniques Used:
- Slides
- CAI
- Lectures
- Simulations
- Cross Functional Training
The Career Planning Process: Long-term effort in which the organization helps employees utilize their full potential.
Involves three major phases:
Assessment- choose realistically attainable career paths
Direction- determine the steps needed for employees to attain goals
Development- Outlines actions for employees.
Performance Appraisal
- Two-way communication between supervisors and employees.
- Constructive feedback to employees in order to capitalize on strengths and reduce weaknesses.
- Helps managers in making payment decisions
Approaches to Performance Appraisal:
Judgment Approaches
- Relative judgments
- Absolute judgments
Measure Approaches
- Traits
- Behaviors Observation
- Behavioral anchored rating scales- critical incidents
- Outcomes
MBO is a kind of performance appraisal
MBO or management by Objectives is a technique used in modern management. It involves
Compensation: Employees are paid for their contributions to the company.
3 Objectives
Attract high-quality workers from the labor market.
Retain the best employees the company already has.
Motivate employee performance.
Components of Compensation
A Good Compensation System Should:
Fit the firm’s strategic objectives
Fit with the firm’s characteristics and environment
Achieve internal equity (perception of fairness)
Achieve external equity
Be based on employee contributions.
A Pandey