Академический Документы
Профессиональный Документы
Культура Документы
Roadmap
The Human Resources environment The Human Resources management process Recruiting Interviewing Training Disciplining Legal and ethical concerns
LIS580- Spring 2006 2
FIGURE 91
G.Dessler, 2003
Personnel Planning
The process by which management ensures it has the right number and kinds of people in the right places at the right time, who are capable of helping the organization achieve its goals Steps in the planning process:
1. Assessing current human resources 2. Assessing future human resources needs and developing a program to meet those needs
Prentice Hall, 2002
FIGURE 92
G.Dessler, 2003
FIGURE 95
G.Dessler, 2003
job analysis personnel planning recruiting interviewing testing and selection training and development
G.Dessler, 2003
10
Job Analysis
Job Analysis
The procedure used to determine the duties of particular jobs and the kinds of people (in terms of skills and experience) who should be hired for them.
Job Specification
The human qualifications in terms of traits, skills, and experiences required to accomplish a job.
Job Description
A document that identifies a particular job, provides a brief job summary, and lists specific responsibilities and duties of the job.
G.Dessler, 2003
11
12
What are your responsibilities? What are the environmental and working conditions involved? What are the jobs physical demands? Its emotional and mental demands? What are the health and safety conditions? Does the job expose you to any hazards or unusual working conditions?
G.Dessler, 2003
13
Employee Recruiting
Recruiting
Attracting a pool of viable job applicants.
G.Dessler, 2003
14
Sources of Recruits
Current employees Advertising The Internet Employment agencies
Public Private
Contingent workers and temporary help agencies Executive recruiters Employee referrals Walk-ins
G.Dessler, 2003
15
Types of Tests
Intelligence Mechanical comprehension Personality and interests Ability/achievement (current capabilities/knowledge) Aptitude (performance potential) Management assessment center
G.Dessler, 2003
16
G.Dessler, 2003
17
18
19
20
Orienting Employees
Orientation
The introduction of a new employee to the job and the organization
Objectives of orientation
To reduce the initial anxiety all new employees feel as they begin a new job To familiarize new employees with the job, the work unit, and the organization as a whole To facilitate the outsiderinsider transition
April 20, 2006 LIS580- Spring 2006 21
Training Employees
Training Program
The process of providing new employees with information they need to do their jobs satisfactorily.
22
Employee Training
What and Why?
Changing skills, knowledge, attitudes, or behavior. Changing what employees know, how they work; or their attitudes toward their jobs, co-workers, managers, and the organization
23
24
360-degree appraisal
An appraisal device that seeks feedback from a variety of sources for the person being rated
Prentice Hall, 2002
25
MBO
Employees are evaluated by how well they accomplish a specific set of objectives determined to be critical in the successful completion of their jobs
Prentice Hall, 2002
26
Source: Gary Dessler, Human Resource Management, 9th ed. (Upper Saddle River, NJ: PrenticeHall, 2000), p.90.
FIGURE 913
G.Dessler, 2003
27
Checklist 9.5
How to Conduct the Appraisal Interview Prepare for the interview. Be direct and specific.
G.Dessler, 2003
28
Discipline
Actions taken by a manager to enforce an organizations standards and regulations
Employee counseling
A process designed to help employees overcome performance-related problems
Prentice Hall, 2002
29
31
32
G.Dessler, 2003
33
Grievance
A complaint that an employee lodges against an employer, usually one regarding wages, hours, or some condition of employment, such as unfair supervisory behavior.
G.Dessler, 2003
34
Checklist 9.6
Guidelines for Disciplining an Employee
Make sure the evidence supports the charge. Protect the employees due process rights. Warn the employee of the disciplinary consequences. The rule allegedly violated should be reasonably related to the efficient and safe operation of the work environment. Fairly and adequately investigate the matter. Be sure there is substantial evidence of misconduct.
G.Dessler, 2003
35
36
Equal Pay Act of 1967 Age Discrimination in Employment Act of 1967 State and local laws Vocational Rehabilitation Act of 1973
Source: Gary Dessler, Human Resource Management, 7th ed. (Upper Saddle River, NJ: Prentice-Hall, 2000), p.52.
Pregnancy Discrimination Act of 1978 Vietnam Era Veterans Readjustment Assistance Act of 1974 Wards Cove v. Antonio; Patterson v. McLean Credit Union Morton v. Wilks Americans with Disabilities Act of 1990 Civil Rights Act of 1991
G.Dessler, 2003
37
Affirmative Action
Affirmative Action
A legislated requirement that employers make an extra effort to hire and promote those in a protected (women or minority) group.
G.Dessler, 2003
38
39
Diversity as Policy
What do these statistics point out about the current state of diversity in our organizations? Have you seen evidence of this in your own work? Why is marketing seen as so important in encouraging diversity? Do you agree?
April 20, 2006 LIS580- Spring 2006 40
LaborManagement Relations
NorrisLaGuardia Act
Guarantees each employee the right to bargain with employers for union benefits.
Wagner Act
Outlaws unfair labor practices such as employers interfering with, restraining, or coercing employees who are exercising their legally sanctioned rights of organizing themselves into a union.
41
42
Next Time
Guest Lecturer: Cara Wilson from Teams and Leaders
Well be looking at some practical cases of organizational dynamics, and some techniques consultants use to examine and change them Read the assigned article for some ideas for questions, and bring your own from the past weeks readings and discussions
April 20, 2006 LIS580- Spring 2006 43