The document discusses key aspects of human resource management including its strategic role in organizations, environmental influences, and goals around attracting, developing, and maintaining an effective workforce. It covers topics such as HR planning, recruiting, selection, training, performance appraisal, compensation, benefits, and termination. Federal legislation and a changing social contract between employers and employees are also examined.

1. Human Resource Management CHAPTER 12 0

4. The Strategic Role of Human Resource Management All managers are resource managers Employees are viewed as assets Matching process, integrating the organization’s goals with employees’ needs How a company manages its workforce may be single more important factor in sustained competitive success 0

6. Strategic Human Resource Management Goals Company Strategy HRM Environment Legislation Trends in society International events Changing technology Exhibit 12.1 0 Develop an Effective Workforce Training Development Appraisal Maintain an Effective Workforce Wage and salary Benefits Labor relations Terminations HRM planning Job analysis Forecasting Recruiting Selecting Attract an Effective Workforce

12. The Changing Social Contract New Contract Old Contract Employee Employer Employability, personal responsibility Partner in business improvement Learning Job security A cog in the machine Knowing Continuous learning, lateral career movement, incentive compensation Creative development opportunities Challenging assignments Information and resources Traditional compensation package Standard training program Routine jobs Limited information SOURCE: Based on Louisa Wah, “The New Workplace Paradox “ Management Review, January 1998,7; and Douglas T. Hall and Jonathan B. Moss, “The New Protean Career Contract: Helping Organizations and Employees Adapt,” Organizational Dynamics, winter 1998, 22-37. Exhibit 12.4 0

22. Attracting an Effective Workforce Choose Recruiting Sources Want ads Headhunters Internet HR Planning Retirements Growth Resignations Select the Candidate Application Interview Tests Welcome New Employee Employee Contributions Ability Education Creativity Commitment Expertise Company Inducements Pay and benefits Meaningful work Advancement Training Challenge Matching Model Match with Company Needs Strategic goals Current & future competencies Market changes Employee turnover Corporate culture Employee Needs Stage of career Personal values Promotion aspirations Outside interests Family concerns Match with Exhibit 12.5 0

25. Basic Building Blocks of HR Management Job Analysis Job Description Job Specification 0

28. Interviewing An Applicant Know what you want Prepare a road map Use open-ended questions Do not ask irrelevant questions Do not rush interview Do not rely on your memory 0