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*Chapter Eleven

Human Resource

Management: Finding and Keeping the

Best Employees

Copyright © 2010 by The McGraw-Hill Companies, Inc. All rights reserved.McGraw-Hill/Irwin

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*CHALLENGES in FINDING

HIGH-LEVEL WORKERS

• A shortage of trained workers in key areas

• Worker shortage in skilled trades

• Changes in employee attitudes about work

• A declining economy with fewer full-time jobs

• Expanding global markets with low-wage workers

• Increasing benefit demands and benefit costs

• A decreased sense of employee loyalty

LG1

The Human Resource Challenge

11-2

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*CIVIL RIGHTS ACT of 1964

• Title VII prohibits discrimination in hiring, firing, compensation, apprenticeships, training, terms, conditions or privileges of employment based on:- Race- Religion- Creed- Sex- Age - National Origin

LG2

Laws Affecting Human Resource Management

11-3

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*HUMAN RESOURCE PLANNING

PROCESS

Determining a Firm’s Human Resource Needs

LG3

• Preparing a human resource inventory of employees.

• Preparing a job analysis.

• Assessing future human resource demand.

• Assessing future labor supply.

• Establishing a strategic plan.

11-4

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*RECRUITING EMPLOYEES

Recruiting Employees from a Diverse Population

LG4

• Recruitment -- The set of activities for obtaining the right number of qualified people at the right time.

• Human resource managers use both internal and external sources to recruit employees.

• Small businesses often make use of web sources like CareerBuilder and Monster to recruit employees.

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*EMPLOYEE SOURCES

LG4

Recruiting Employees from a Diverse Population

11-6

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*SELECTION

Selecting Employees Who Will be Productive

LG5

• Selection -- The process of gathering information and deciding who should be hired, under legal guidelines, to fit the needs of the organization and individuals.

11-7

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*TRAINING and DEVELOPING

EMPLOYEES

Training and Developing Employees for Optimum Performance

LG6

• Training and Development -- All attempts to improve productivity by increasing an employee’s ability to perform.

• Training focuses on short-term skills.

• Development focuses on long-term abilities.

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*MOST COMMONLY USED TRAINING

and DEVELOPMENT ACTIVITIES

Training and Developing Employees for Optimum Performance

LG6

• Orientation

• On-the-Job Training

• Apprenticeships

• Off-the-Job Training

• Online Training

• Vestibule Training

• Job Simulation

11-9

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*DEVELOPING EFFECTIVE

MANAGERS

Management Development

LG6

• Management Development -- The process of training and educating employees to become good managers and tracking the progress of their skills over time.

• Management training includes:

- On-the-job coaching

- Understudy positions

- Job rotation

- Off-the-job courses and training

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*COMPENSATION PROGRAMS

Compensating Employees: Attracting and Keeping the Best

LG8

• A managed and competitive compensation program helps:

- Attract the kinds of employees the business needs.

- Build employee incentive to work efficiently and productively.

- Keep valued employees from going to competitors or starting their own firm.

- Maintain a competitive market position by keeping costs low due to high productivity from a satisfied workforce.

- Provide employee financial security through wages and fringe benefits.

11-11

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*TYPES of PAY SYSTEMS Pay Systems

LG8

• Salary

• Hourly Wage/Day Work

• Piecework System

• Commission Plans

• Bonus Plans

• Profit Sharing Plans

• Gain-Sharing Plans

• Stock Options

11-12

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*FLEXIBLE SCHEDULING PLANS

Scheduling Employees to Meet Organizational and Employee Needs

LG9

• Flextime Plan -- Gives employees some freedom to choose which hours to work as long as they work the required number.

• Compressed Work Week -- Employees work the full number of work hours, but in fewer than the standard number of days.

• Job Sharing -- Lets two or more part-time employees share on a full-time job.

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