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HR Management
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9/1/2012
1
© IES Business Consultants 1
HR Management
© IES Business Consultants
Attracting a quality workforce
• Human resource planning, recruitment, and selection
Developing a quality workforce
• Employee orientation, training and development, and
performance appraisal.
Maintaining a quality workforce
• Career development, work-life balance, compensation
and benefits, employee retention and turnover, and
labor-management relations.
HRM Responsibilities
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© IES Business Consultants
Steps in the HR Planning Process
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© IES Business Consultants
� The foundation of HR planning is job analysis.
– The orderly study of job facts to determine just what is done, when,
where, how, why, and by whom in existing or potential new jobs.
� Job analysis provides information for developing:
– Job descriptions
– Job specifications
How to attract a Quality Workforce
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© IES Business Consultants
� Recruitment
– Steps in the recruitment process:
• Advertisement of a job vacancy.
• Preliminary contact with potential job candidates.
• Initial screening to create a pool of qualified applicants.
How to attract a Quality Workforce
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© IES Business Consultants
– External recruitment — candidates from outside the hiring organization.
– Internal recruitment — candidates from within the organization.
– Traditional recruitment — candidates receive information only on most positive organizational features.
Recruitment Methods
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© IES Business Consultants
� Six Steps for Selection :
1. Completion of a formal application form.
2. Interviewing.
3. Testing.
4. Reference checks.
5. Physical examination.
6. Final analysis and decision to hire or reject.
Selection Process . . .
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© IES Business Consultants
Selection Process . . . Reasons for Rejection
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© IES Business Consultants
1. If they are counting the bricks, put them in accounting.
2. If they are recounting them, put them in auditing.
3. If they messed up the place with the bricks, put them in engineering.
4. If they are arranging the bricks in a strange order, put them in planning.
5. If they are throwing the bricks at each other, put them in operations.
6. If they are sleeping, put them in security.
7. If they have broken the bricks into pieces, put them in IT.
8. If they are sitting idle, put them in HR.
9. If they say they have tried different combinations, yet not a brick has
been moved, put them in sales.
10. If they have already left for the day, put them in marketing.
11. If they are staring out of the window, put them on strategic planning.
12. And then last but not least, if they are talking to each other and not a
single brick has been moved … Congratulate them and put them in top management
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How to recruit the Right Person
© IES Business Consultants
� Step 1—Application Forms
– Declares individual to be a job candidate.
– Documents applicant’s personal history and qualifications.
– Personal résumés may be included.
Applicants lacking appropriate credentials are rejected at this step.
How to attract a Quality Workforce
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© IES Business Consultants
� Step 2—Interviews
– Exchange of information between job candidate and key members of
the organization.
– Opportunity for job candidate and organizational members to learn
more about each other.
How to attract a Quality Workforce
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© IES Business Consultants
� Step 3 — Employment Tests
– Common types of employment tests:
• Intelligence
• Aptitude
• Personality (Psychometric Assessment)
• Interests
How to attract a Quality Workforce
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© IES Business Consultants
Be prepared ahead of time.
Take the call in private.
Dress professionally.
Practice your interview voice.
Have reference materials handy.
Have a list of questions ready.
Ask what happens next.
How to succeed in a telephone interview
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© IES Business Consultants
� Step 4 — Reference and Background Checks
– Inquiries to previous employers, academic advisors, coworkers ...
– Can enhance candidate’s credibility.
How to attract a Quality Workforce
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� Step 5 — Physical Examinations
– Ensure applicant’s physical capability to fulfill job requirements.
– Basis for enrolling applicant in life, health, and disability insurance
programs.
– Drug testing is done at this step.
How to attract a Quality Workforce
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© IES Business Consultants
� Step 6 — Final Decision to Hire or Reject
– Best selection decisions will involve extensive consultation
among multiple parties.
– Selection decision should focus on all aspects of the
candidate’s capacity to perform the designated job.
How to attract a Quality Workforce
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© IES Business Consultants 17
Socialization Model
© IES Business Consultants
� Socialization
– Process of influencing the expectations, behavior, and attitudes of a new employee in a way considered desirable by the organization.
� Orientation
– Set of activities designed to familiarize new employees with their jobs, coworkers, and key aspects of the organization.
Socialization
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© IES Business Consultants
� On-the-job training
– Job rotation
– Coaching
– Mentoring
– Modeling
� Off-the-job training
– Management development
Training
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© IES Business Consultants
Performance Appraisal
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Performance (Appraisal) SystemDivision / Dpt. Job Title:
Name of employee:
Functions to be appraisedPersnl
Apprsl
Target
%
Suprvsr
Apprsl
Actual
Apprsl
%
Total % Recommendations for employee's developmentOverall
appraisal
Tech
Ap
pra
isa
l Essential Tasks 90% 100% 80% 80%
77%
76%
Secondary Tasks 70% 100% 90% 90%
Areas of responsibilities 80% 100% 70% 70%
Performance expectations 85% 100% 60% 60%
Key Performance Indicators (KPI) 90% 100% 85% 85%
Ad
min
Ap
pra
isa
l
Team working 75% 10% 85% 9%
74%
Communication 50% 10% 70% 7%
Client focus 90% 5% 90% 5%
Problem solving Decision making 85% 30% 85% 26%
Open thinking & Learning 90% 5% 90% 5%
Managing Time & Pressure 50% 5% 50% 3%
Coaching & Developing others 90% 10% 0% 0%
Leadership 50% 10% 100% 10%
Health, Safety & Environment 100% 5% 50% 3%
Initiative 85% 10% 90% 9%
100%
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© IES Business Consultants
Behavioral Rating for Performance Appraisal
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© IES Business Consultants
• Immediate Superior.
• Peers or co-workers.
• Self-evaluation.
• Immediate subordinates.
• The 360-Degree Evaluations
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Who should do the Evaluation?
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© IES Business Consultants 23
The 360 degree Evaluation
© IES Business Consultants
COPYRIGHT
Copyright 2012 © Dr Hesham Sadek. All rights reserved. Reproduction or translation of
this work beyond that named in Section 117 of the United States Copyright Act without the
express written permission of the copyright owner is unlawful. Requests for further
information should be addressed to Dr Hesham Sadek.
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