Evaluating effective organizational structure
•Effective two-way communication
•Align with organizational goals
•Clarify authority and responsibility
•Respond to environmental changes promptly
Why do we need organizational design?
•Achieve goals
•Make the best use of people’s experiences, knowledge, skills, and expertise, etc.
•Provide a smooth communication channel
•Reduce uncertainty
•Encourage cooperation
Staffing and Human Resource Management
Learning Objectives
•Describe the human resource management process
•Contrast recruitment and downsizing options
•Review various selection devices
•Identify various training methods
•Review performance evaluation techniques
•Review compensation administration and factors that affect wage structures
Human Resource Management Process
Legal environment of HRM
•Government regulations
•Affirmative action programs: programs to ensure that decisions and practices enhance the employment, upgrading, and retention of members of protected groups.
The Effectiveness of Interviews
•Prior knowledge about an applicant
•Attitude of the interviewer
•The order of the interview
•Negative information
•The first five minutes
•The content of the interview
•The validity of the interview
•Structured versus unstructured interviews
Employee Orientation
Smooth Insider-Outsider Transition
Improve Work Performance
Minimize Resignations
Employee Training
•Determine strategic goals
•Identify essential tasks
•Determine critical behaviors
•Assess deficiencies in skills, knowledge, and abilities
Compensation Administration
•Knowledge, skills, abilities
•Authority and responsibility
•Nature of the business
•The environment
•Geographic location
•Performance levels
•Seniority
•Compensation philosophy
summary
•Human capital is key source of competitiveness of organizations
•Decisions regarding human resource management must align with organizational goals
•The goals of HRM are to improve employee’s capabilities, skills, knowledge, and loyalty to organizations.
The Effectiveness of Interviews
•Prior knowledge about an applicant
•Attitude of the interviewer
•The order of the interview
•Negative information
•The first five minutes
•The content of the interview
•The validity of the interview
•Structured versus unstructured interviews
Employee Orientation
Smooth Insider-Outsider Transition
Improve Work Performance
Minimize Resignations
Employee Training
•Determine strategic goals
•Identify essential tasks
•Determine critical behaviors
•Assess deficiencies in skills, knowledge, and abilities
Compensation Administration
•Knowledge, skills, abilities
•Authority and responsibility
•Nature of the business
•The environment
•Geographic location
•Performance levels
•Seniority
•Compensation philosophy
summary
•Human capital is key source of competitiveness of organizations
•Decisions regarding human resource management must align with organizational goals
•The goals of HRM are to improve employee’s capabilities, skills, knowledge, and loyalty to organizations.