This document outlines key topics in human resource management. It discusses 1) human resource planning including job analysis, forecasting labor supply and demand, and matching supply and demand. 2) Staffing including recruiting and selecting employees. 3) Developing employees through orientation, training, and development techniques. 4) Evaluating employee performance through performance appraisals. 5) Compensation and benefits including pay, incentives, and indirect compensation like insurance. 6) The legal context of HRM including equal employment laws. 7) New challenges like managing diversity, knowledge workers, and contingent workers.
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Chap 8 managing hr
1. Chapter 8
Managing Human Resource
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2. Quiz
And All the MoMs you can eat
P-206
1,4,5,6,
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3. FINAL PROJECT
GENERATE REVENUE
REQUIRED
SUBMIT GROUP NAMES
DATE OF IDEA SUBMISSION
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4. Marks Distribution
50 Terminal Examination
20 Mid Term Examination
15 Quizzes
15 Final Assignment
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5. 1. THE FOUNDATION OF HRM
The Strategic importance of HRM
Human Resource Planning
2. STAFFING THE ORGANIZATION
Selecting Human Resource
3. DEVELOPING HUMAN RESOURCES
Orientation
Training & Development Techniques and methods
4. EVALUATING EMPLOYEE PERFORMANCE
5. PROVIDING COMPENSATION AND BENEFITS
Compensation
Indirect compensation and benefits
6. THE LEGAL CONTEXT OF HRM
Equal employment opportunity
Contemporary legal issues in HRM
6. 7. NEW CHALLENGES IN THE CHANGING
WORKPLACE
Managing workforce diversity
Managing knowledge workers
Contingent and temporary workers
Reference: Teacher tools
7. THE FOUNDATIONS OF HRM
HRM:
Attracting, developing, and maintaining an
effective workforce
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8. Human Resource Planning Process
Forecast
demand for
labor
Conduct analysis
Forecast internal
supply of labor
Forecast
external
Develop plan to supply of
match demand labor
with supply
9. Job Analysis
“systematic analysis of Jobs Within an organization”
Job Description:
Systematic evaluation of the duties,
working conditions, tools, materials, and
equipment related to the performance of a
job
Job Specification:
Description of the skills, abilities, and other
credentials required by a job
10. Forecasting Labor Supply
Internal Forecasting:
The number and type of employees who will be in the
organization in some future date
Replacement Charts
Listing of each managerial position, who occupies it, how
long that person will likely stay in the job, and who is
qualified as a replacement
Skills Inventories (Emp Information Sys)
Computerized system containing info on each employee’s
education, skills, work experiences, and career aspirations
11. Forecasting Labor Supply
External Forecasting
The number and type of people who will be available for
hiring from the labor market at large.
State Employment Commissions
Government Reports
College Information
Availability of temporary workers
12. Matching HR Supply and Demand
Dealing with predicted shortfall
Find out through comparing future demand and internal
supply
Hire new employees
Consider hiring temporary workers
Retrain and transfer current employees into understaffed areas
Productivity enhancing systems
Convince older workers not to retire
Dealing with overstaffing:
Transfer the extra employees to other teams
Not providing replacements
Encourage early retirement
Lay offs
13. STAFFING
Process of attracting qualified candidates to apply for a job
Internal Recruiting
Considering current
employees for new What are the
positions
strengths and
weaknesses of
External Recruiting each approach?
Attracting outside
candidates to apply
for jobs
14. Selecting Human Resources
Objective:
To gather information that will predict their job
success and then to hire the candidates likely
to be most successful
Process
Application Forms
Tests
Interviews
15. DEVELOPING HUMAN RESOURCES
Orientation:
Process of introducing new employees to
the organization so that they can quickly
become effective contributors
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16. Training & Dev techniques &
Methods
Work based programs
1. On the Job Training:
Work based training, which is conducted while an
employee is in an actual work situation
2. Vestibule Training
Work based training conducted in a simulated
environment away from the work site
3. Systematic job rotation and transfer
Work based training in which employees are
systematically moved from one job to another so that
they can learn a wider array of tasks and abilities
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17. Training & Dev techniques &
Methods
Instructional based program
Training designed to impart new knowledge and
information
1. Lecture or discussion
Instructional based training in which knowledge and
information are descriptively presented
2. Computer assisted instruction
Instruction based training in which knowledge and
information are presented via computer
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18. Training & Dev techniques &
Methods
Training Technology
Video Teleconferencing
Interactive Video
Team building and Group based Training
Cooperation and group learning
Outdoor programs
Leadership programs
Physical activities
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19. EVALUATING EMPLOYEE
PERFORMANCE
Performance Appraisal
Formal evaluation of an
employee’s job
performance in order to
determine the degree to
which the employee is
performing effectively
20. PROVIDING COMPENSATION
AND BENEFITS
Compensation:
Set of rewards that organizations provide
to individuals in-return, for their willingness
to perform various jobs and tasks.
Elements of Compensation
Base salary
Incentives
Bonuses
Benefits
Other rewards 20
21. Compensation
Wages:
Compensation in the form of money paid for time
worked
Salary
Compensation in the form of money paid for
performing the responsibilities of a job
Merit pay plan
Performance based pay plan which are formally
based on at least some meaningful portion of
compensation on merit 21
22. Indirect Compensation & Benefits
Benefits:
Compensation other than wages and salaries like
rewards, incentives and other things of value
Mandated protection plans
Unemployment insurance
Social security; pension plans, provident fund
Optional protection plans
Health insurance (dentals, maternity, death coverage etc)
Private pension plans
Paid time off;
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paid vacations, sick and annual leaves
23. Other types of Benefits
Wellness programs
Counseling services
Childcare benefits
Cafeteria benefits; set limit on benefits per
employee, giving employee to choose from a
variety of alternative benefits
Fitness centers, sports, pick n drop, educational
assistance
25. Equal Employment opportunity
Equal employment opportunity:
Legally mandated nondiscrimination in
employment on the basis of race, religion,
gender or national origin
Illegal discrimination
Discrimination against protected classes that
cause them to be unfairly differentiated from
others
Protected Class:
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Like women, black, disabled
26. Contemporary issues in HR
management
Employee safety and health
Sexual Harrasment
Employment at will
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27. NEW CHALLENGES IN THE
WORKPLACE
Managing workforce diversity
Managing knowledge workers
Contingent and temporary workers
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