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Chap 8 managing hr
Chap 8 managing hr
Chap 8 managing hr
Chap 8 managing hr
Chap 8 managing hr
Chap 8 managing hr
Chap 8 managing hr
Chap 8 managing hr
Chap 8 managing hr
Chap 8 managing hr
Chap 8 managing hr
Chap 8 managing hr
Chap 8 managing hr
Chap 8 managing hr
Chap 8 managing hr
Chap 8 managing hr
Chap 8 managing hr
Chap 8 managing hr
Chap 8 managing hr
Chap 8 managing hr
Chap 8 managing hr
Chap 8 managing hr
Chap 8 managing hr
Chap 8 managing hr
Chap 8 managing hr
Chap 8 managing hr
Chap 8 managing hr
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Chap 8 managing hr

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    • 1. Chapter 8 Managing Human Resource http://www.slideshare.net/Subjectmaterial
    • 2. Quiz And All the MoMs you can eat P-206 1,4,5,6, 2
    • 3. FINAL PROJECT GENERATE REVENUE  REQUIRED  SUBMIT GROUP NAMES  DATE OF IDEA SUBMISSION 3
    • 4. Marks Distribution50 Terminal Examination20 Mid Term Examination15 Quizzes15 Final Assignment 4
    • 5. 1. THE FOUNDATION OF HRM  The Strategic importance of HRM  Human Resource Planning2. STAFFING THE ORGANIZATION  Selecting Human Resource3. DEVELOPING HUMAN RESOURCES  Orientation  Training & Development Techniques and methods4. EVALUATING EMPLOYEE PERFORMANCE5. PROVIDING COMPENSATION AND BENEFITS  Compensation  Indirect compensation and benefits6. 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 7
    • 8. Human Resource Planning Process Forecast demand for laborConduct analysisForecast 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 SupplyInternal Forecasting:The number and type of employees who will be in theorganization 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 SupplyExternal 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 DemandDealing with predicted shortfallFind 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 retireDealing with overstaffing:  Transfer the extra employees to other teams  Not providing replacements  Encourage early retirement  Lay offs
    • 13. STAFFINGProcess 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 15
    • 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 16
    • 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 17
    • 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 18
    • 19. EVALUATING EMPLOYEE PERFORMANCEPerformance AppraisalFormal evaluation of anemployee’s jobperformance in order todetermine the degree towhich the employee isperforming effectively
    • 20. PROVIDING COMPENSATIONAND 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; 22  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
    • 24. THE LEGAL CONTEXT OF HRMANAGEMENT 24
    • 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: 25  Like women, black, disabled
    • 26. Contemporary issues in HRmanagement Employee safety and health Sexual Harrasment Employment at will 26
    • 27. NEW CHALLENGES IN THEWORKPLACE Managing workforce diversity Managing knowledge workers Contingent and temporary workers 27

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