This document outlines key topics in human resource management. It discusses 1) human resource planning including job analysis, forecasting labor supply and demand, and matching supply and demand. 2) Staffing including recruiting and selecting employees. 3) Developing employees through orientation, training, and development techniques. 4) Evaluating employee performance through performance appraisals. 5) Providing compensation and benefits including pay, incentives, and indirect benefits. 6) The legal context of HRM including equal employment laws. 7) New challenges like managing diversity, knowledge workers, and contingent workers.

1. Chapter 8
Managing Human Resource
http://www.slideshare.net/Subjectmaterial

2. Quiz
 And All the MoMs you can eat
 P-206
 1,4,5,6,
2

3. FINAL PROJECT
 GENERATE REVENUE
 REQUIRED
 SUBMIT GROUP NAMES
 DATE OF IDEA SUBMISSION
3

4. Marks Distribution
50 Terminal Examination
20 Mid Term Examination
15 Quizzes
15 Final Assignment
4

5. 1. THE FOUNDATION OF HRM
 The Strategic importance of HRM
 Human Resource Planning
2. STAFFING THE ORGANIZATION
 Selecting Human Resource
3. DEVELOPING HUMAN RESOURCES
 Orientation
 Training & Development Techniques and methods
4. EVALUATING EMPLOYEE PERFORMANCE
5. PROVIDING COMPENSATION AND BENEFITS
 Compensation
 Indirect compensation and benefits
6. THE LEGAL CONTEXT OF HRM
 Equal employment opportunity
 Contemporary legal issues in HRM

6. 7. NEW CHALLENGES IN THE CHANGING
WORKPLACE
 Managing workforce diversity
 Managing knowledge workers
 Contingent and temporary workers
 Reference: Teacher tools

7. THE FOUNDATIONS OF HRM
 HRM:
 Attracting, developing, and maintaining an
effective workforce
7

8. Human Resource Planning Process
Forecast
demand for
labor
Conduct analysis
Forecast internal
supply of labor
Forecast
external
Develop plan to supply of
match demand labor
with supply

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. Forecasting Labor Supply
Internal Forecasting:
The number and type of employees who will be in the
organization 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. Forecasting Labor Supply
External 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. Matching HR Supply and Demand
Dealing with predicted shortfall
Find 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 retire
Dealing with overstaffing:
 Transfer the extra employees to other teams
 Not providing replacements
 Encourage early retirement
 Lay offs

13. STAFFING
Process 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. 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. DEVELOPING HUMAN RESOURCES
 Orientation:
 Process of introducing new employees to
the organization so that they can quickly
become effective contributors
15

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. 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. 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. EVALUATING EMPLOYEE
PERFORMANCE
Performance Appraisal
Formal evaluation of an
employee’s job
performance in order to
determine the degree to
which the employee is
performing effectively

20. PROVIDING COMPENSATION
AND 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. 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. 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. 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. THE LEGAL CONTEXT OF HR
MANAGEMENT
24

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. Contemporary issues in HR
management
 Employee safety and health
 Sexual Harrasment
 Employment at will
26

27. NEW CHALLENGES IN THE
WORKPLACE
 Managing workforce diversity
 Managing knowledge workers
 Contingent and temporary workers
27