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Staffing and Human Resource Management

Staffing and Human Resource Management. Learning Outcomes. Describe the human resource management process Learn how government regulations affect human resource decisions Study job descriptions and job specifications Contrast recruitment and downsizing options

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Staffing and Human Resource Management

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  1. Staffing and Human Resource Management Chapter 6

  2. Learning Outcomes • Describe the human resource management process • Learn how government regulations affect human resource decisions • Study job descriptions and job specifications • Contrast recruitment and downsizing options • Explain how validity and reliability impact selection Chapter 6

  3. Learning Outcomes • Review various selection devices • Identify various training methods • Review performance evaluation techniques • Review compensation administration and factors that affect wage structures • Define sexual harassment, family-friendly benefits, labor-management cooperation, workplace violence, and layoff-survivor sickness Chapter 6

  4. Human Resource Management Process Human Resource Planning Recruitment or Downsizing Selection of Employees Orientation Training and Development Performance Appraisals Competent High-Performing Workers Compensation and Benefits Safety and Health Chapter 6

  5. The Legal Environment of HRM Affirmative Action Employment Training Retention Chapter 6

  6. Human ResourcePlanning Making a Current Assessment Making a Future Assessment Designing a Future Program Chapter 6

  7. School Placement Internal Searches Employee Referrals Traditional Recruiting Sources Employee Leasing Temp Services Employment Agencies Advertisements Chapter 6

  8. Downsizing Options Firing Layoffs and Attrition Transfers Reduced Workweeks Early Retirements Job Sharing Chapter 6

  9. Selection Decision Outcomes Reject Error Correct Decision Successful Later Job Performance Correct Decision Accept Error Unsuccessful Reject Accept Selection Decision Chapter 6

  10. Selection Devices Written Tests Performance Simulations Chapter 6

  11. The Effectiveness of Interviews • Prior knowledge about an applicant • Attitude of the interviewer • The order of the interview • Negative information • The first five minutes • The content of the interview • The validity of the interview • Structured versus unstructured interviews Chapter 6

  12. Well-Matched Applicants Realistic Job Previews Realistic Expectations Increased Commitment Chapter 6

  13. Employee Orientation Smooth Insider-Outsider Transition Improve Work Performance Minimize Resignations Chapter 6

  14. Employee Training • Determine strategic goals • Identify essential tasks • Determine critical behaviors • Assess deficiencies in skills, knowledge, and abilities Chapter 6

  15. Job Rotation Understudy Assignments Training Methods Classroom Lectures Films and Videos Simulation Exercises Vestibule Training Chapter 6

  16. Performance Appraisal Methods Written Essay Critical Incidents Graphic Rating Scales BARS Multiperson MBO 360-Degree Appraisal Chapter 6

  17. Performance Problems on the Job Discipline Problems Employee Counseling Chapter 6

  18. Knowledge, skills, abilities Authority and responsibility Nature of the business The environment Geographic location Performance levels Seniority Compensation philosophy Compensation Administration Chapter 6

  19. Administration of Employee Compensation Determining Pay Levels Determining Benefits Chapter 6

  20. Current HRM Issues Workforce Diversity Sexual Harassment Chapter 6

  21. Current HRM Issues Family-Friendly Benefits Unions and Management Chapter 6

  22. Current HRM Issues Workplace Violence Survivors of Layoffs Chapter 6

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