1 / 28

HUMAN RESOURCE MANAGEMENT

20/3/2006. 2. . The Human Resource Function. . Securing human resources. . . Retaining human resources. PlanningRecruitingSelecting. Compensation and benefitsTraining and developmentAppraising performanceScheduling employees. Legal and social environment. . . Job analysis. . . Labor force condi

tab
Télécharger la présentation

HUMAN RESOURCE MANAGEMENT

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

    1. 20/3/2006 1 HUMAN RESOURCE MANAGEMENT

    2. 20/3/2006 2 The Human Resource Function

    3. 20/3/2006 3 Human Resources - Trends Technology, Globalization and Downsizing of the work force Employees working at home Emphasis on employee participation, teamwork, quality, customer satisfaction Better training, higher education of the work force

    4. 20/3/2006 4 The Human Resources Challenge Shortage of Hi-Tech workers Excess of untrained and obsolete workers Complex laws and regulations More women and older workers Low morale due to downsizing Increasing demand for part-time workers Cheap labor from low wage countries Need for new and innovative compensation packages

    5. 20/3/2006 5 VIDEO: FINDING & KEEPING THE BEST EMPLOYEES As a human resources manager, how would you defend implementing an employee fitness program in an organization? As an employee? Do you think these types of programs are possible & beneficial only in large corporations? What are some of the trends causing organizations to bge more concerned with employee health & well-being?

    6. 20/3/2006 6 Determining Human Resource Needs Forecast future needs Prepare a Human Resources Inventory Prepare a Job Analysis Job Descriptions Job Specifications Assess future demands Assess future supply Establish a plan to meet corporate needs

    7. 20/3/2006 7 Job Analysis

    8. 20/3/2006 8 Recruiting Employees

    9. 20/3/2006 9 Selecting Employees Completed application form Initial and follow-up interviews Employment tests Background investigations Physical exams

    10. 20/3/2006 10 Training And Development Employee Orientation On-The-Job Training Apprenticeship Programs Formal (Off the Job) Training Job Simulation

    11. 20/3/2006 11 Where Are the Most Qualified Workers in the World?

    12. 20/3/2006 12 TRAINING OF MANAGERS Managers need different training from other employees. Management development programs On-the-job coaching Understudy positions Job rotation Off-the-job courses & training Mentoring & networking

    13. 20/3/2006 13 Performance Appraisals Establish performance standards Communicate the standards Evaluate performance Review results with employee Take corrective action Use the results

    14. 20/3/2006 14 A Sample Performance Appraisal Form

    15. 20/3/2006 15 Compensating Employees Attracting qualified workers Productivity incentives Retaining valued employees Protection from illness, disability and layoffs Retirement benefits

    16. 20/3/2006 16 FACTORS AFFECTING THE WAGE MIX

    17. 20/3/2006 17 Gaps in Earnings Between Men and Women

    18. 20/3/2006 18 Employment Interruption Termination Voluntary departures must be scrutinized Sexual harassment is illegal Discrimination is illegal Lay off Counseling Outplacement Maintain employee morale Communicate honest information

    19. 20/3/2006 19 SOLVE THE DILEMMA: MORALE AMONG THE SURVIVORS What did Medallion’s HRM department do right in dealing with the employees who were laid off? What are some of the potential problems that must be dealt with after an organization experiences a major trauma such as massive layoffs? What can Medallion do to make the team approach work more smoothly? What role do you think diversity training should play?

    20. 20/3/2006 20 DEALING WITH EMPLOYMENT-MANAGEMENT ISSUES

    21. 20/3/2006 21 Major Issues in Labor Relations Plant closings and layoffs The impact of old attitudes - Theory X Managers Transformation of the economy Globalization Foreign competition and cheap labor

    22. 20/3/2006 22 Trade Unions in Canada Long and bloody road Industrial Revolution - children worked long, dangerous hours Unions illegal until 1872 Strike leaders were beaten, jailed, or shot Workers Compensation, minimum wage, vacations, holidays, pension plans, unemployment insurance are all recent developments

    23. 20/3/2006 23 The Collective Bargaining Process

    24. 20/3/2006 24 Tactics Used by Labor and Management to Resolve Conflicts

    25. 20/3/2006 25 Work Stoppages and the Law Strikes Lockouts Strikebreakers - scabs or replacement workers Restrictions - some are not allowed to strike Back to Work Legislation - The Public Good

    26. 20/3/2006 26 The Future of Labor Relations Are Unions Still Necessary? Workers are protected by laws Adversarial role - New cooperation New issues - outsourcing, downsizing, AIDS, executive compensation, affirmative action, mandatory drug testing, pay equity for women

    27. 20/3/2006 27 ASSIGNMENT FOR 22/3/2006 TOPIC: Customer-Driven Marketing Class Activities: Solve the Dilemma: Will It Go? P. 293 Build Your Skills: The Marketing Mix, p.298 Video: Firing Your Customer, p. 299

    28. 20/3/2006 28 TOPICS & ACTIVITIES FOR 27/3/2006 TOPIC: DIVERSITY IN ORGANIZATIONS CLASS ACTIVITY: DISCUSSION OF DIVERSITY EXERCISE

    29. 20/3/2006 29 ASSIGNMENT FOR 27/3/2006 For the class concerning diversity, the class will be divided into groups; you are search for information concerning discrimination in the workplace Diversities: First Nations, African-Canadians, Asian Canadians, women, persons with disabilities In class you will first divide into like groups (comparing findings) Depending on the time, different groups will be forms, looking for similarities & differences (otherwise there will be class discussion of the similarities & differences) Report to the class

More Related