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Human Resources Management

Human Resources Management

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Human Resources Management

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  1. Human Resources Management

  2. What are the functions of HRM? Hiring, firing, evaluation, diversity, laws, motivation, discipline, supervision, orientation, training & development, collective bargaining…..

  3. Poor HR… Hire wrong people Staff under performs Employee dissatisfaction…attrition Difficult employees Under utilize employee capacities Break laws

  4. The Turnover Situation… 60% of all companies don’t know what they are going to do about this • The Boomer Effect • 82.8 million boomers • 1946-1964 • 2013, 76+ million ready for retirement • Doesn’t account for death, illness, major life changes

  5. The Turnover Situation… • The Gen X & Y Effect (1965-1997) • 53% seek better compensation and benefits. • 35% cited dissatisfaction with potential career development. • 32% said they were ready for a new experience.

  6. The Turnover Situation… • The Skilled Workforce Effect • Staff reductions • Do the job of 2 people • More responsibilities • More jobs require skilled workforce • The economy! • Over qualified • Desire to keep part timers • Hiring non P & R people

  7. The Turnover Situation… • Fiscal Accountability • Hiring costs • @$3500 for entry & mid level • @$7000 for upper level professional • Training costs…new & current employees • @$1200 per employee per year • Break even point • 6.2 months for mid level managers

  8. Organizational Capacity • Existing staff levels • Numbers • FT, PT, where they are on org chart • Expertise • Hire more people with a specific expertise • External training & development…$$$ • Internal T & D….cross training • Viable when expertise is within the agency

  9. Organizational Capacity • Existing staff levels • Work allocation • Structural problems • Redundancy in jobs • Unnecessary jobs – ie. middle level managers • Under staffed in one area, overstaffed in another • Combine part time staff into 1 full time • Fixing work allocation issues allows for reallocation of resources

  10. Organizational Capacity • Fiscal resources • Drives most HR decisions • May show a need, but have to have resources • Show fiscal commitment – salary, hourly, benefits, cost of the search

  11. Organizational Capacity • Supervisory resources • Can staff increase their span of control? • Is a new supervisor needed? • Increases coordination • Impact on other staff in the unit • Ie. Shift in job responsibilities

  12. Organizational Capacity • Physical resources & administrative support systems • Office space • Computers • Communication systems • Specialized equipment • Admin support

  13. Organizational Capacity A=ready for promotion; B=currently lacks training & experience for promotion, C=questionable promotability Projected turnover of existing staff