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Human Resources Management
Learning Outcomes ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],After studying this chapter, you should be able to:
Learning Outcomes (cont’d) ,[object Object],[object Object],[object Object],[object Object],After studying this chapter, you should be able to:
IDEAS ON MANAGEMENT  at Scitor ,[object Object],[object Object],[object Object],[object Object]
Exhibit 7 – 1   ●  The Human Resources Management Process
Exhibit 7 –2   ●  Human Resource Management Resources Sources : Information taken from Administaff Inc.’s company profile on the Yahoo! Finance Web site at  http://finance.yahoo.com/q/pr?s=ASF,  accessed July 16 ,  2007; Vurv Technology’s company profile on the Yahoo! Finance Web site at  http://biz.yahoo.com/ic/127/127188 . html , accessed July 16, 2007; and CCH Incorporated’s Web site at  http://www.cch.com , accessed July 16, 2007. A leading provider of research, compliance, and management tools for human resources professionals. Its services cover a wide range of topics, including human resources management and law relating to performance management, employment policy and safety, workers’ compensation, and employee benefits. CCH’s resources for HR professionals include the  Human Resources Management Library , the  HRAnswersNow  Web site, and the  HR How-To  Book Series. CCH Incorporated (http://hr.cch.com) Develops software for executive recruiters, temp agencies, and other types of staffing and human resources organizations. Its Web-based software helps companies analyze their workforces and attract, hire, and retain employees more efficiently. Vurv offers its software in versions that target the needs of corporate human resources departments and staffing agencies, and it offers applications for monitoring skills and competency levels throughout an organization. The company also offers consulting, global deployment, and technology integration services. Vurv Technology ( http://www.vurv.com) The nation’s leading professional employer organization (PEO), serving as a full-service human resources department for small and medium-sized businesses throughout the United States. Its personnel management system offers various services, including benefits and payroll administration, health and workers’ compensation insurance programs, personnel records management, employer liability management, employee recruiting and selection, employee performance management, and employee training and development services. The company’s services also include drafting and reviewing personnel policies and employee handbooks; designing job descriptions; performing perspective employee screening and background investigations; designing performance appraisal processes and forms; professional development and issues-oriented training; employee counseling; substance abuse awareness training; drug testing; outplacement services; and compensation guidance. Among the company’s products are online applications such as HRTools.com, PersonnelPolicy.com, JobDescription.com, and PerformanceReview.com. Administaff, Inc. ( http://www.administaff.com )
Exhibit 7 –3   ●  Federal Laws Related to HRM
The Legal Environment ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]
Preemployment Inquires ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]
Exhibit 7 –4   ●  Preemployment Inquiries
Exhibit 7 –4   ●  Preemployment Inquiries (cont’d)
 
The Human Resources Department ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]
Human Resources Planning ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]
Exhibit 7 –5   ●  Job Description DEPARTMENT: Plant Engineering JOB TITLE: Lead Sheet Metal Specialist JOB DESCRIPTION: Responsible for the detailed direction, instruction, and leading of sheet metal department personnel in the construction and repair of a wide variety of sheet metal equipment. Receives verbal or written instructions from foreperson as to sequence and type of jobs or special methods to be used. Allocates work to members of the group. Directs the layout, fabrication, assembly, and removal of sheet metal units according to drawings or sketches and generally accepted trade procedures. Obtains materials or supplies needed for specific jobs according to standard procedures. Trains new employees, as directed, regarding metal-working procedures and safe working practices. Checks all work performed by the group. Usually makes necessary contacts for the group with supervision or engineering personnel. May report irregularities to higher supervision but has no authority to hire, fire, or discipline other employees.
Exhibit 7 –6   ●  Recruiting Sources
 
The Selection Process 1. Application form 2. Screening interviews 3. Testing 4. Background and reference checks 5. Interviewing 6. Hiring
Exhibit 7 –7   ●  Types of Interviews and Questions
Exhibit 7 –8   ●  Interview Preparation Steps
Exhibit 7 –9   ●  Interviewing Steps
Selecting the Candidate ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]
Join the Discussion Ethics & Social Responsibility   ,[object Object],[object Object],[object Object]
Developing Employees ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]
Developing Employees (cont’d) ,[object Object],[object Object],[object Object],[object Object]
Developing Employees (cont’d) ,[object Object],[object Object],[object Object],[object Object],[object Object]
Exhibit 7 – 10   ●  Job Instructional Training Steps
Exhibit 7 – 11   ●  Training Methods
 
Performance Appraisal ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]
Exhibit 7 – 12   ●  The Performance Appraisal Process
Exhibit 7 – 13   ●  Performance Appraisal Measurement Methods
Performance Appraisal Measurement Methods ,[object Object],[object Object],[object Object],[object Object]
Performance Appraisal Measurement Methods (cont’d) ,[object Object],[object Object],[object Object],[object Object]
Performance Appraisal Measurement Methods (cont’d) ,[object Object],[object Object],[object Object],[object Object],[object Object]
Performance Appraisal Measurement Methods (cont’d) ,[object Object],[object Object],[object Object],[object Object],[object Object]
Performance Appraisal Measurement Methods (cont’d) ,[object Object],[object Object],[object Object],[object Object]
 
Exhibit 7 – 14   ●  The Evaluative Performance Appraisal Interview
Exhibit 7 – 15   ●  The Developmental Performance Appraisal Interview
Compensation ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]
Join the Discussion Ethics & Social Responsibility   ,[object Object],[object Object],[object Object]
Compensation (cont’d) ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]
Health and Safety ,[object Object],[object Object],[object Object]
Join the Discussion Ethics & Social Responsibility   ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]
Labor Relations ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]
Exhibit 7 – 16   ●  The Union-Organizing Process
Labor Relations (cont’d) ,[object Object],[object Object],[object Object],[object Object]
Loss of Employees ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]
KEY TERMS ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]

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Chapter 7 - Human Resource Management

  • 2.
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  • 5. Exhibit 7 – 1 ● The Human Resources Management Process
  • 6. Exhibit 7 –2 ● Human Resource Management Resources Sources : Information taken from Administaff Inc.’s company profile on the Yahoo! Finance Web site at http://finance.yahoo.com/q/pr?s=ASF, accessed July 16 , 2007; Vurv Technology’s company profile on the Yahoo! Finance Web site at http://biz.yahoo.com/ic/127/127188 . html , accessed July 16, 2007; and CCH Incorporated’s Web site at http://www.cch.com , accessed July 16, 2007. A leading provider of research, compliance, and management tools for human resources professionals. Its services cover a wide range of topics, including human resources management and law relating to performance management, employment policy and safety, workers’ compensation, and employee benefits. CCH’s resources for HR professionals include the Human Resources Management Library , the HRAnswersNow Web site, and the HR How-To Book Series. CCH Incorporated (http://hr.cch.com) Develops software for executive recruiters, temp agencies, and other types of staffing and human resources organizations. Its Web-based software helps companies analyze their workforces and attract, hire, and retain employees more efficiently. Vurv offers its software in versions that target the needs of corporate human resources departments and staffing agencies, and it offers applications for monitoring skills and competency levels throughout an organization. The company also offers consulting, global deployment, and technology integration services. Vurv Technology ( http://www.vurv.com) The nation’s leading professional employer organization (PEO), serving as a full-service human resources department for small and medium-sized businesses throughout the United States. Its personnel management system offers various services, including benefits and payroll administration, health and workers’ compensation insurance programs, personnel records management, employer liability management, employee recruiting and selection, employee performance management, and employee training and development services. The company’s services also include drafting and reviewing personnel policies and employee handbooks; designing job descriptions; performing perspective employee screening and background investigations; designing performance appraisal processes and forms; professional development and issues-oriented training; employee counseling; substance abuse awareness training; drug testing; outplacement services; and compensation guidance. Among the company’s products are online applications such as HRTools.com, PersonnelPolicy.com, JobDescription.com, and PerformanceReview.com. Administaff, Inc. ( http://www.administaff.com )
  • 7. Exhibit 7 –3 ● Federal Laws Related to HRM
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  • 10. Exhibit 7 –4 ● Preemployment Inquiries
  • 11. Exhibit 7 –4 ● Preemployment Inquiries (cont’d)
  • 12.  
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  • 15. Exhibit 7 –5 ● Job Description DEPARTMENT: Plant Engineering JOB TITLE: Lead Sheet Metal Specialist JOB DESCRIPTION: Responsible for the detailed direction, instruction, and leading of sheet metal department personnel in the construction and repair of a wide variety of sheet metal equipment. Receives verbal or written instructions from foreperson as to sequence and type of jobs or special methods to be used. Allocates work to members of the group. Directs the layout, fabrication, assembly, and removal of sheet metal units according to drawings or sketches and generally accepted trade procedures. Obtains materials or supplies needed for specific jobs according to standard procedures. Trains new employees, as directed, regarding metal-working procedures and safe working practices. Checks all work performed by the group. Usually makes necessary contacts for the group with supervision or engineering personnel. May report irregularities to higher supervision but has no authority to hire, fire, or discipline other employees.
  • 16. Exhibit 7 –6 ● Recruiting Sources
  • 17.  
  • 18. The Selection Process 1. Application form 2. Screening interviews 3. Testing 4. Background and reference checks 5. Interviewing 6. Hiring
  • 19. Exhibit 7 –7 ● Types of Interviews and Questions
  • 20. Exhibit 7 –8 ● Interview Preparation Steps
  • 21. Exhibit 7 –9 ● Interviewing Steps
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  • 27. Exhibit 7 – 10 ● Job Instructional Training Steps
  • 28. Exhibit 7 – 11 ● Training Methods
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  • 31. Exhibit 7 – 12 ● The Performance Appraisal Process
  • 32. Exhibit 7 – 13 ● Performance Appraisal Measurement Methods
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  • 38.  
  • 39. Exhibit 7 – 14 ● The Evaluative Performance Appraisal Interview
  • 40. Exhibit 7 – 15 ● The Developmental Performance Appraisal Interview
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  • 44.
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  • 47. Exhibit 7 – 16 ● The Union-Organizing Process
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  • 50.