Your SlideShare is downloading. ×
0
Managing human resources and labor relations
Managing human resources and labor relations
Managing human resources and labor relations
Managing human resources and labor relations
Managing human resources and labor relations
Managing human resources and labor relations
Managing human resources and labor relations
Managing human resources and labor relations
Managing human resources and labor relations
Managing human resources and labor relations
Managing human resources and labor relations
Managing human resources and labor relations
Managing human resources and labor relations
Managing human resources and labor relations
Managing human resources and labor relations
Managing human resources and labor relations
Managing human resources and labor relations
Managing human resources and labor relations
Managing human resources and labor relations
Managing human resources and labor relations
Managing human resources and labor relations
Managing human resources and labor relations
Managing human resources and labor relations
Managing human resources and labor relations
Managing human resources and labor relations
Managing human resources and labor relations
Managing human resources and labor relations
Managing human resources and labor relations
Managing human resources and labor relations
Managing human resources and labor relations
Managing human resources and labor relations
Managing human resources and labor relations
Managing human resources and labor relations
Managing human resources and labor relations
Managing human resources and labor relations
Managing human resources and labor relations
Managing human resources and labor relations
Managing human resources and labor relations
Upcoming SlideShare
Loading in...5
×

Thanks for flagging this SlideShare!

Oops! An error has occurred.

×
Saving this for later? Get the SlideShare app to save on your phone or tablet. Read anywhere, anytime – even offline.
Text the download link to your phone
Standard text messaging rates apply

Managing human resources and labor relations

6,844

Published on

After Six month research i have made this presentation

After Six month research i have made this presentation

Published in: Education
1 Comment
1 Like
Statistics
Notes
  • Name of presentation contains two terms - 'human resources' and 'labor relations'.
    I see slides about 'human resources', but where slides about 'labor relations'? Is your are meaning that it's the same, then why are you doubling it at the name? If not - where slides? :-)))
       Reply 
    Are you sure you want to  Yes  No
    Your message goes here
No Downloads
Views
Total Views
6,844
On Slideshare
0
From Embeds
0
Number of Embeds
1
Actions
Shares
0
Downloads
327
Comments
1
Likes
1
Embeds 0
No embeds

Report content
Flagged as inappropriate Flag as inappropriate
Flag as inappropriate

Select your reason for flagging this presentation as inappropriate.

Cancel
No notes for slide

Transcript

  • 1.  
  • 2.
    • The Foundations of Human Resource Management
    • Staffing the Organization
    • Developing the Workforce
    • Compensation and Benefits
    • The Legal Context of HR Management
    • New Challenges in the Changing Workplace
    • Dealing With Organized Labor
    • Collective Bargaining
  • 3. Set of organizational activities directed at attracting, developing and maintaining an effective workforce
  • 4.
    • The importance of HR stems from:
      • Increased legal complexities
      • Recognition of human resources as a valuable means for improving productivity
      • Awareness of costs associated with poor human resource management
  • 5.  
  • 6.
    • Job analysis is a systematic analysis of jobs within an organization. The results:
      • Job description is an outline of the duties of a job, working conditions and the tools, materials, and equipment used to perform it
      • Job specification is a description of the skills, abilities and other credentials required by a job
  • 7.
    • Forecasting the supply of labor is two tasks:
      • Forecasting internal supply—the number and type of employees who will be in the firm at some future date
      • Forecasting external supply—the number and type of people who will be available for hiring from the labor market at large
  • 8.  
  • 9.
    • Replacement chart
    • is a list of each management position, who occupies it, how long that person will likely stay in the job and who is qualified as a replacement
    • Employee information system (or Skills inventory )
    • is a computerized system containing information on each employee's education, skills, work experience and career aspirations
  • 10.  
  • 11.
    • Recruiting
    • is the process of attracting qualified persons to apply for the jobs that are open. Process of acquiring staff:
      • Internal recruiting means considering present employees as candidates for openings
      • External recruiting involves attracting people outside the organization to apply for jobs
  • 12.
    • Validation
    • is the process of determining the predictive value of a selection technique. Techniques include:
      • Application Forms
      • Tests
      • Interviews
      • Other Techniques
  • 13.
    • Training
      • On-the-job
      • training occurs while the employee is at work
      • Off-the-job training
      • takes place at locations away from the work site
      • Vestibule training
      • is off-the-job training conducted in a simulated environment
    • Performance appraisals
    • are designed to show how well workers are doing their jobs
  • 14.  
  • 15. Set of rewards that organizations provide to individuals in return for their willingness to perform various jobs and tasks within the organization
  • 16.
    • Wages
    • are paid for time worked
    • Salary
    • is paid for discharging the responsibilities of a job
  • 17. Special pay programs designed to motivate high performance
  • 18.
      • Bonuses
      • are special payments above their salaries
      • Merit salary systems
      • link raises to performance levels in non-sales jobs
      • Pay for performance ( Variable pay )
      • rewards a manager for especially productive output
  • 19.
    • Profit-sharing plans
    • distribute bonuses to employees when company profits rise above a certain level
    • Gainsharing plans
    • distribute bonuses to employees when a company’s costs are reduced through greater work efficiency
    • Pay-for-knowledge plans
    • encourage workers to learn new skills or become proficient at different jobs
  • 20. Compensation other than wages and salaries offered by a firm to its workers
  • 21.
    • Workers’ compensation insurance
    • is legally required insurance for compensating workers injured on the job
    • Retirement plan
    • is set up to pay pensions to workers when they retire
    • Cafeteria benefits plan
    • sets limits on benefits per employee, each of whom may choose from a variety of alternative benefits
  • 22. Legally mandated nondiscrimination in employment on the basis of race, creed, sex or national origin
  • 23. Set of individuals who by nature of one or more common characteristics are protected under the law from discrimination on the basis of that characteristic
  • 24.
    • Equal Employment Opportunity Commission (or EEOC ) is a federal agency enforcing several discrimination-related laws
    • Affirmative action plan is a practice of recruiting qualified employees belonging to racial, gender or ethnic groups who are underrepresented in an organization
  • 25.
    • Employment Safety and Health
      • Occupational Safety and Health Act of 1970 (or OSHA ) sets and enforces guidelines for protecting workers from unsafe conditions and potential health hazards in the workplace
  • 26.
    • AIDS in the Workplace
    • Sexual harassment is the practice or instance of making unwelcome sexual advances in the workplace
      • quid pro quo harassment
      • hostile work environment
    • Employment-at-will is the principle that organizations should be able to retain or dismiss employees at their discretion
  • 27. Range of workers’ attitudes, values, beliefs and behaviors that differ by gender, race and ethnicity
  • 28.  
  • 29. Employees who are of value because of the knowledge they possess
  • 30. Employee hired on something other than a full-time basis to supplement an organization’s permanent workforce
  • 31.
    • Labor union
    • is a group of individuals working together to achieve shared job-related goals
    • Labor relations
    • is the process of dealing with employees who are represented by a union
    • Collective bargaining
    • is the process by which labor and management negotiate conditions of employment for union-represented workers
  • 32.
    • Trends in Union Membership
    • Trends in Union-Management Relations
    • Trends in Bargaining Perspectives
    • The Future of Unions
  • 33.  
  • 34.  
  • 35.
    • Compensation
      • Cost-of-Living Adjustment ( COLA )
      • Wage Reopener Clauses
    • Benefits
    • Job Security
    • Other Union Issues
    • Management Rights
  • 36.
    • Strike occurs when employees temporarily walk off the job and refuse to work
      • Economic Strikes
      • Sympathy Strikes (or Secondary Strikes )
      • Wildcat strikes
    • Other Labor Actions
      • Picketing
      • Boycott
      • Slowdown
  • 37.
    • Lockouts
    • occur when employers deny employees access to the workplace
    • Strikebreakers
    • are workers hired as permanent or temporary replacements for striking employees
  • 38.
    • Mediation
    • is a method in which a third party (a mediator) suggests, but does not impose, a settlement
    • Voluntary arbitration
    • is a method in which both parties agree to submit to the judgment of a neutral party (an arbitrator)
    • Compulsory arbitration
    • is a method in which both parties are legally required to accept the judgment of a neutral party

×