2. Learning Objectives
LO 1 Discuss how companies use human resources
management to gain competitive advantage.
LO 2 Give reasons companies recruit both internally and
externally for new hires.
LO 3 Identify various methods for selecting new employees.
LO 4 Evaluate the importance of spending on training and
development.
LO 5 Explain alternatives for who appraises an employee’s
performance.
LO 6 Describe the fundamental aspects of a reward system.
LO 7 Summarize how unions and labor laws influence human
resources management.
10-2
3. Human Resource Management
Human resources
management (HRM)
Formal systems for
the management of
people within an
organization.
10-3
6. The HR Planning Process
Demand forecasts
determining how
many and what type
of people are
needed.
Supply of labor
how many and what
types of employees
the organization
actually will have.
10-6
8. The HR Planning Process
Job analysis
A tool for
determining what is
done on a given job
and what should be
done on that job.
10-8
9. Staffing the Organization
Recruitment
The development of
a pool of applicants
for jobs in an
organization
Internal, external
Selection
Choosing from
among qualified
applicants to hire
into an organization
10-9
11. Interviews
Structured interview
Selection technique
that involves asking
all applicants the
same questions and
comparing their
responses to a
standardized set of
answers.
10-11
14. Reliability and Validity
Reliability
The consistency of
test scores over time
and across
alternative
measurements.
Validity
The degree to which
a selection test
predicts or correlates
with job
performance
Criterion, content
10-14
18. Legal Issues and
Equal Employment Opportunity
Adverse impact
When a seemingly neutral employment practice
has a disproportionately negative effect on a
protected group.
Equal Employment Act 1995
Employment law in Malaysia governing all
matters related to employment including leave
entitlements, paid holidays etc.
10-18
19. Training and Development
Training
Teaching lower-level
employees how to
perform their
present jobs.
Development
Helping managers
and professional
employees learn the
broad skills needed
for their present and
future jobs.
10-19
20. Training and Development
Needs assessment
An analysis
identifying the jobs,
people, and
departments for
which training is
necessary.
10-20
22. Types of Training
Orientation training
Training designed to introduce new employees to
the company and familiarize them with policies,
procedures, culture, and the like
Team training
Training that provides employees with the skills
and perspectives they need to collaborate with
others.
10-22
23. Types of Training
Diversity training
Programs that focus on identifying and reducing
hidden biases against people with differences
and developing the skills needed to manage a
diversified workforce.
10-23
25. Performance Appraisal
Management by objectives (MBO)
A process in which objectives set by a
subordinate and a supervisor must be reached
within a given time period.
360-degree appraisal
Process of using multiple sources of appraisal to
gain a comprehensive perspective on one’s
performance
10-25
26. Giving Feedback
1. Summarize the employee’s performance, and be
specific.
2. Explain why the employee’s work is important to
the organization.
3. Thank the employee for doing the job.
4. Raise any relevant issues, such as areas for
improvement.
5. Express confidence in the employee’s future good
performance.
10-26
28. Employee Benefits
Cafeteria benefit
program
An employee benefit
program in which
employees choose
from a menu of
options to create a
benefit package
tailored to their needs.
Flexible benefit
programs
Benefit programs in
which employees are
given credits to spend
on benefits that fit
their unique needs.
10-28
30. Collective Bargaining
Union shop
An organization with
a union and a union
security clause
specifying that
workers must join
the union after a set
period of time.
Right-to-work
Legislation that
allows employees to
work without having
to join a union.
10-30