2. Over view
Human Resources Functions
Employees, Jobs outcomes, and people
Organization Environment
Building Performance and Motivation
Performance
Maintaining Human Resources
Acquiring Human Resources Planning
Managing Multinational HRM
3. Human Resource Management
All management decisions and practices that directly
affect or influence the people
Job analysis is information about jobs, and divided to
Job description
activities performed on a job
equipment use
Working conditions
Job Specification
Skills
Knowledge
Abilities
Other physical
Personal characteristics necessary to perform a job
4. Basic Job analysis steps
Scope of the project
-- Decide purposes of project
-- Decide which jobs to include
Methods of Job Analysis
--Data need
--Identify source of job data
--Select specific procedures of job analysis
--Data
Data Collection and Analysis
-- Collect job data
--Analyze data
--Report results to company
--Recheck job analysis data periodically
Assessing Job Analysis Methods
--Evaluate results against criteria of benefits, costs, and legality
5. Human Resource Function
It means:
Employees
--Motivation
--Abilities
--Interests
--Personality
--Attitudes
Jobs
--Requirements
--Rewards
Job Outcomes
--Performance
--Productivity
--Quality
--Satisfaction
--Retention
7. Human Resources Choices Is Needed
Staffing
Appraising
Compensating
Training and Development
Employee Influence
Work Systems
Changes in Strategy, Changes in
Choices
8. Human Resource Planning
Human resource planning is
concerned with the flow of people
into, through out of an organization.
Require two types of information:
Data from the external environment
Data from inside the organization.
9. Equal Employment Opportunity: The Legal Environment
Equal employment opportunity (EEO) is used
to represent a collection of legal and social
policies stating that members of U.S.
society should have equal access to and
treatment in employment.
The Constitution
Fifth Amendment and Fourteenth
Amendment. There is two suites can
employees possibly file suit in court :
1- using either the Fifth or the Fourteenth
Amendment as the basis for the case
2- arguing that he or she is being deprived of
properly without due process of law.
10. Human Resource Development
It is coordinates the provision of training and
development experiences in organization.
An Instructional System Design ( ISD)
Needs assessment
--Assess training needs
--Organizational analysis
-- Job and task analysis
Person analysis
Develop training objectives
Design and Develop
-- Select training methods
--Develop detailed content
12. Building Performance and Motivation Performance
Performance Management is the
integration of performance appraisal
systems with broader human resources
system as a mean of aligning
employees, work behaviors with the
organization’s goals.
Performance management:
1-Defining performance
2- Appraisal process
3- Measuring performance
4- Feedback and coaching
13. Compensation System Development
An organization is working to accomplish
specific goals and objectives.
Basis for the exchanges:
1- The employee provides knowledge, skills,
and abilities, desired to by the organization
to meet its goals in return for money, goods,
and services
Taken together, the money, goods, and
services the employer provides for
employees constitute the compensation.
Compensation system is Direct and Indirect
system.
14. Continues
Indirect system is to protection programs as
-- Medical insurance
-- Life insurance
-- Disability income
-- Pension
-- Social Security
And this also to pay for time not worked
-- Vacations
-- Holidays
-- Sick leaves
-- Jury duty
15. Continues
Services and perquisites
-- Recreational facilities
-- Car
-- Financial planning
-- Low-cost or free meals
This is all of the organization have to apply it as law
and use it equally on all the employees.
Direct compensation
1-base pay
2- merit pay
3- salary
4- wage
16. Continues
These have base steps
Incentive pay
-- Bonus
-- Commission
-- Piece rate
-- Profit sharing
-- Stock option
-- Shift differential
Deferred Pay
-- Saving plan
-- Stock purchase
-- Annuity
17. Maintaining Human Resources
Benefits are to help the employees
and support their parents for daily
life:
Child care,
Health care costs and coverage,
Social security and changes in
pension benefits are among the best
known compensation topics today
18. Continues
Types of Benefits
1- Mandatory Protection Programs
Social Security
Unemployment compensation insurance
Worker’s compensation
2- Compensation for time not worked
3- Operation Protection Programs – Health Insurance
4- Optional Protection programs- Life and Disability Insurance
5- Private Retirement/ Pension Plans
6- Regulations Governing retirement plans
7- Other benefits are
Wellness programs
Educational assistance
Child- care assistance
19. Safety and Health
The work place safety as the federal safety and
health legislation is the Occupational Safety and
Health Act of 1970 to protect the employees at any
organization and the purpose of this act was to
centralize the regulation of workplace safety and to
expand coverage include all organizations in the
United States.
There is three agencies:
1- Occupational Safety and health Review
Commission (OSHRC)
2- Occupational Safety and Health Administration
(OSHA)
3- National Insurance for Occupational Safety and
Health (NIOSH)
20. Labor Relations and Collective Bargaining
Labor management relations are
Process
Forming a union
Collective bargaining after the union
has been formed
The various dispute- resolution
processes used when agreement
cannot be reached
21. References
Human Resources Management to Fisher
Schoenfeldt Show . Sixth Edition Used all
chapters.
http://www.college.hmco.com/business/student
s.
1- Text book [ Human Resources
Management] Sixth edition To Fisher
Schoenfeldt Show
Fisher, S. (2006). Human resources
management. (6th ed., pp. 11-349). 222
Berkeley Street, Boston, MA 02116-3764:
Houghton Mifflin Retrieved from
http://www.college.hmco.com/business/student
s.
