HRD

• Human Resource Management


  The process of planning, organizing, directing (motivating), and controlling the procurement, development, compensation, integration, maintenance, and separation of organizational human resources to the end that organizational, individual, and societal needs are satisfied
• HRM Activities


  • Recruitment & selection
  • Training and development
  • Performance appraisal and feedback
  • Pay and benefits
  • Labor relations
• Human Resource Planning


  All activities managers do to forecast current and future HR needs
• Human Resource Planning


  1. Demand forecasts made by managers estimate the number & qualifications the firm will need

  2. Supply forecasts estimate the availability and qualifications of current workers and those in the labor market
• HRM Components


  • Recruitment
  • Selection
  • Training & Development
  • Performance appraisal & feedback
  • Pay and Benefits
  • Labor relations
• Recruitment


  Develop a pool of qualified applicants
• Selection


  Determine relative qualifications & potential for a job
• Training & Development


  Ongoing process to develop worker's abilities and skills
• Performance appraisal & feedback

  Provides information about how to train, motivate, and reward workers
• Pay and Benefits


  High performing employees should be rewarded with raises, bonuses
• Labor relations


  Managers need an effective relationship with labor unions that represent workers
• Recruitment


  • External recruiting
  • Internal Recruiting
• External recruiting


  Managers look outside the firm for people who have not worked at the firm before
• Internal Recruiting


  Positions filled within the firm
• Outsourcing


  Managers can decide to contract with outside workers rather than hiring them
• Selection Tools


  • Background Information
  • Interviews
  • References
  • Paper tests
  • Physical Ability tests
  • Performance tests
• Selection Process


  1. Background Information

  2. Interview

  3. Physical Ability Test

  4. Paper & Pencil Tests

  5. Performance Tests

  6. References
• Reliability


  The degree to which the tool measures the same thing each time it is used
• Validity


  Does the test measure what it is supposed to measure?
• Labor Union


  An organization with legal authority to negotiate with the employer on behalf of employees
• Bona Fide Occupational Qualification (BOQ)


  Individual characteristics necessary for performance of job requirements
• Union Shop


  Must be in the union
• Training


  Teach organizational members how to perform current jobs
• Development


  Build worker's skills to enable them to take on new duties
• Types of Development


  • Varied Work Experiences
  • Formal Education
  • Long-distance learning
• Right-to-work laws


  Can't force membership
• Contrast Error


  Interviewer bases judgement of a candidate upon a comparison with preceding interviewee
• Similarity Error


  Bias toward a candidate that is similar to the interviewee
• Situational Interviews


  Give scenarios to candidates and judge their responses
• Job Analysis


  The act of examining positions within an organization
• Job Description


  Narrative explaining the scope of a position
• Job Characteristics


  Tasks involved in a position
• Job Requirements


  Personal characteristics necessary to fill a position
• Performance Appraisal


  Process of evaluating employee performance
• Who Appraises Performance?


  • Supervisors
  • Peers
  • Customers & Clients
  • Subordinates
  • Self
• Pay level


  How the firm's pay incentives compare to other firms in the industry
• Pay Structure


  Clusters jobs into categories based on importance, skills, and other issues
• Benefits


  Some are required (social security, workers comp), others (health insurance, day care, and others) are provided at the employers option
• Cafeteria-style plan


  Employee can choose the best mix of benefits for them
• Pay


  • Base Wage
  • Incentive Pay