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Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
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Human Resources

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  • 1. Human Resources
  • 2. The Bread Basket
    • Question 1: Unskilled: Dishwashers/Kitchen Help
    • Semiskilled: Cashier
    • Skilled: Cake Decorator
    • Professional: Accountant and Baker.
    • Question 2: Due to the city’s community college there are likely trained bakers. But bakeries may be popular, which mean the good bakers could be already working.
    • Question 3: Average Labour cost = $500/1000 = 0.5 cents
    • Question 4: It could be beneficial considering employees are usually more productive after a break. Also if the employers are worried about productivity they many want to invest in more efficient equipment.
    • Question 5: Usually when a company’s reputation improves the number of customers increase. By paying more for a qualified baker the Bread Basket can gain this cost back by charging more.
    • Question 6: Giving her an extra break, air-conditioning the kitchen, letting her go home early, a few days extra vacation, an additional assistant.
  • 3. Creating a Positive Attitude in the Workplace
    • Compensation:
    • The most important consideration for employees is usually the amount of money they are paid, or compensation.
    • Compensation is affected by supply and demand. The greater the demand for a skill, the higher the compensation.
    • Compensation can take many forms.
  • 4. Compensation
    • Hourly Wages:
    • Most common method of payment. Ranges from minimum wage to hundreds of dollars.
    • Minimum wage is the lowest hourly wage an employer can pay an employee.
    • Most employees will receive overtime if they work more than their regular hours or on holidays.
  • 5. Compensation
    • Salary:
    • A fixed amount of money that employees receive on a regular schedule.
    • Often expressed in a yearly amount and no overtime is paid.
  • 6. Compensation
    • Salary Plus Commission:
    • In sales jobs (especially retail) employers pay the employee a percentage of his or her sales.
    • This is called commission . It is an incentive that encourages employees to work harder.
  • 7. Compensation
    • Straight Commission:
    • Based solely on the employee’s sales.
    • Usually offered to people in wholesale businesses or large industries. Also high-priced items.
  • 8. Compensation
    • Incentive Bonus:
    • A bonus is a reward for good performance. AKA “variable pay”
    • If an employee meets his sales quotas he or she may receive a bonus (extra money, a trip)
  • 9. Compensation
    • Performance-Based Pay:
    • Calculated on the amount of a particular product that an employee can make. AKA piecework .
    • Found in the clothing industry. Rewards skill and speed.
    • Some employers abuse this system. One example is sweatshops . Here wages are low and working conditions are poor.
  • 10. Compensation
    • Fee for Service:
    • Found in construction, catering, and cleaning business.
    • They provide an estimate for a job including costs and profit.
    • Usually a written contract is signed between the two parties.
  • 11. Compensation
    • Royalty or Licensing Fee:
    • Payment for the use of ideas and creativity. (Authors, song writers, inventors)
    • Those who pay for your idea ( the licensee ) assumes all risk.
  • 12. Health and Safety
    • Federal and Provincial laws require businesses to provide a healthy and safe work environment .
    • Business must do this legally, but why else should they do this?
  • 13. Health and Safety
    • Health:
    • Business lose in two ways when an employee is sick.
    • First they lose the worker’s productivity and skill. Second they must provide sick pay .
    • Because businesses benefit from healthy employees, many companies offer wellness programs.
    • These programs promote physical and emotional well-being of employees to help reduce absenteeism.
  • 14. Health and Safety
    • Safety:
    • Legislation such as the Canada Labour Code is intended to prevent accidents and injuries at work.
    • Employers must ensure all equipment is safe and proper training is given.
    • Employers all must ensure dangerous chemicals are properly stored. The workplace is free from hazards, and first aid equipment and training are provided.
    • If an employee is injured on the job, a workers’ compensation board pays the employee while he or she is recovering.
  • 15. Role of the Human Resource Manager
    • Need for a new Employee:
    • HR manager determines how many employees are needed when a company opens or expands.
    • They forecast employee turnover . The rate employees leave the firm.
    • When a vacancy occurs the HR manager first looks within the company to fill the position.
  • 16. Role of the Human Resources Manager
    • Looking for the Right Employee :
    • Depends on the type of job.
    • Recruit at a University, Advertise in a newspaper, HRDC, Workopolis, Company’s web site, Co-op student, Employee referral.
  • 17. Role of the Human Resources Manager
    • The Application Process and Interview:
    • HR department receives applications, resumes, and cover letters.
    • The next step is an interview. Done by the HR manager and usually a departmental manager.
    • The interview is done to determine the applicant’s personality, work habits, interests.
  • 18. Role of the Human Resources Manager
    • Job Training:
    • HR department coordinates orientation and training for all new employees.
    • During this time new employees learn the business policies on compensation, work hours, benefits, rules, dress codes, health and safety procedures.
    • Many companies offer ongoing training.
  • 19. Role of the Human Resources Manager
    • Keeping Good Employees:
    • Employers invest in employees and want to keep them. High employee turnover can be costly.
    • Many Employers offer a range of perks for employees.
  • 20. Role of the Human Resources Manager
    • Departures, Dismissals, Retirement:
    • Departures: An employee leaves voluntarily.
    • Dismissals: An employee is not fulfilling their duties and is dismissed.
    • -Corrective interview: The employer and employee discuss problems and make a plan to improve
    • -Employee layoff: Companies may need to cut back expenses and lay off workers, usually based on seniority.
    • -Severance package: This is a final payment given to a dismissed employee.
    • Retirement: When an employee voluntarily withdraws from the labour market. A pension provides income when an individual is no longer working.
  • 21. Rights in the Workplace
    • List some right that employees have:
    • Many employee rights are based on the Universal Declaration of Human Rights.
    • The provincial and federal governments have employment standards.
    • Each province also has human rights legislation. This makes it illegal to harass or discriminate based on gender, race, religion, age, etc.
    • What is Discrimination?
    • What is Harassment?
  • 22. Rights in the Workplace
    • The Rights of the Employer:
    • Employers can hire, dismiss, and promote employees.
    • Require specific job-related experience or qualifications.
    • Establish salary and wage scales.
    • Require employees to follow defined policy and procedures.
  • 23. Organization and Management
    • Organizational Structures:
    • Organization: A business organization is designed to acquire, store, transform and distribute goods and services.
    • Organization Charts: Graphically shows how the company is structured.
    • Work Teams: Many businesses are adopting a work-team organizational approach. A work team is made up of qualified people from different departments in the organization.
  • 24. How Management Functions
    • Management: Tries to achieve a company’s goals by deciding how best to use the business’s human, financial, and material resources.
    • Management performs five major functions for any business; planning, organizing, directing, controlling, and staffing.
  • 25. How Management Functions
    • Planning: The process of setting and working to achieve both short-term and long-term goals.
          • Long-term goals of any business is to maximize profits.
          • Short-term goals are often expressed as sales or income targets.
    • Organizing : Each Department within a company has its own manager, who is responsible for organizing the department.
          • That manager determines tasks and duties for the department and ensures each employee is aware of his or her role.
  • 26. How Management Functions
    • Directing: Directing is also called leading. There are two main types of leaders.
          • Autocratic leaders: Do not allow employees to participate in decision making.
          • Democratic leaders: Provide opportunities for employees to contribute to the decision – making process.
          • Motivating: Motivation means different things to different people. A skillful manager discovers best how to motivate each employee.
          • Communicating: A good leader communicates directions, corporate values, plans and goals clearly and effectively.
          • Empowerment: Empowering employees by giving them more responsibility and decision making power.
  • 27. How Management Functions
    • Controlling: The method managers use to increase, maintain, or decrease the resources that they are allocated.
    • Staffing : Large companies can have an entire department devote to staffing and other HR functions. In smaller businesses, the owners usually perform the HR functions.

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