Chap 8 managing hr

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  • Chap 8 managing hr

    1. 1. Chapter 8 Managing Human Resource http://www.slideshare.net/Subjectmaterial
    2. 2. Quiz And All the MoMs you can eat P-206 1,4,5,6, 2
    3. 3. FINAL PROJECT GENERATE REVENUE  REQUIRED  SUBMIT GROUP NAMES  DATE OF IDEA SUBMISSION 3
    4. 4. Marks Distribution50 Terminal Examination20 Mid Term Examination15 Quizzes15 Final Assignment 4
    5. 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. 6. 7. NEW CHALLENGES IN THE CHANGING WORKPLACE  Managing workforce diversity  Managing knowledge workers  Contingent and temporary workers  Reference: Teacher tools
    7. 7. THE FOUNDATIONS OF HRM HRM:  Attracting, developing, and maintaining an effective workforce 7
    8. 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. 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. 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. 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. 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. 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. 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. 15. DEVELOPING HUMAN RESOURCES Orientation:  Process of introducing new employees to the organization so that they can quickly become effective contributors 15
    16. 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. 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. 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. 19. EVALUATING EMPLOYEE PERFORMANCEPerformance AppraisalFormal evaluation of anemployee’s jobperformance in order todetermine the degree towhich the employee isperforming effectively
    20. 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. 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. 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. 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. 24. THE LEGAL CONTEXT OF HRMANAGEMENT 24
    25. 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. 26. Contemporary issues in HRmanagement Employee safety and health Sexual Harrasment Employment at will 26
    27. 27. NEW CHALLENGES IN THEWORKPLACE Managing workforce diversity Managing knowledge workers Contingent and temporary workers 27

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