Chapter 7: Recruiting, Motivating, And Keeping Quality Employees

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Chapter Objectives
1) 2) 3) 4) 5) 6)

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Define human resource management and explain how managers develop and implement a human resource plan. Explain how companies train and develop employees, and discuss the importance of a diverse workforce. Define motivation and describe several theories of motivation. Identify factors that make an organization a good place to work, including competitive compensation and benefits packages. Explain how managers evaluate employee performance and retain qualified employees. Explain why workers unionize and how unions are structured, and describe the collective-bargaining process.

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Human Resource Management

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all actions that an organization takes to attract, develop, and retain quality employees.

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Strategic Human Resource Planning

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developing a plan for satisfying an organizations HR needs.

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HR Process
Strategic Plan Job Analysis Develop Select

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Forecast

Recruit
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Job Analysis
identify the tasks, responsibilities and skills that it entails, as well as the knowledge and abilities needed to perform it.
Documents of Job Analysis Job Description Job Specification
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How to Forecast Hiring (and Firing) Needs

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HR Supply & Demand Forecasting

Demand > Supply
Hire more workers Extra hours Subcontract/ outsource Labor-saving initiatives
Supply > Demand
Not replace Encourage early retirement Layoffs Fire

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Recruiting
identifying suitable candidates and encouraging them to apply for openings...

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Discrimination
a person is treated unfairly on the basis of a characteristic unrelated to ability.
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Equal Employment Opportunity Commission

Enforces:
Title VII of the Civil Rights Act of 1964 Equal Pay Act of 1963 Age Discrimination in Employment Act of 1964 Title I & Title V of the Americans with Disabilities
Act of 1990

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Sources Of Qualified Candidates- Internal

Bulletin Board Online

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Newsletter
Direct Recommendation

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Sources Of Qualified Candidates- External

Corporate Web Site College-Campus Recruiting Internships 3rd Party Web Sites Classified Ads Facebook and Twitter Local Job Fairs In-Store Recruiting Posters Business Cards
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Selection
gathering information on candidates, evaluating their qualifications, and choosing the right one.

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Selection Process
Application
Decision

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Testing

Exam/Checks
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Interview

Contingent Workers
hired to supplement a companys permanent workforce.

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Types Of Contingent Workers

Independent Contractors Consultants

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Freelancers
On-Call

Temps
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Employers Benefits Of Using Contingent Workers

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Hired/Fired Easily Control of Labor Costs Often Cheaper/No Benefits Specialized Skills/Talents Try Out

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Disadvantages Associated with Using Contingent Workers

Increased training costs and Decreased loyalty to the company

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Developing Employees
New-Employee Orientation
Training & Development
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Orientation

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the way (the employer) introduces new employees to the organization and their jobs.

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Employee Sensations in Orientation

Nervous/Enthusiastic Anxious but not wanting too much attention Interested but fearful of being overwhelmed Fit in but worried about being new/inexperienced
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Employer Pitfalls of Orientation

No workspace Ignore/fail to supervise Neglecting to introduce to the coworkers No work assigned or busy work Swamp with company facts

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Training And Development

Off-The-Job

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On-The-Job

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Diversity in the Workplace

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Motivation
internally generated drive to achieve a goal or follow a particular course of action.

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Maslows Hierarchy-Of-Needs Theory

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Key Aspects of Maslows Model

1)
2)

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Satisfy lower-level before seeking to satisfy higher-level. Once a need is satisfied it no longer motivates; the next higher need takes its place.

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Points to Maslows Model

1) Not all employees driven by same needs 2) Needs that motivate individuals can change over time

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Herzbergs Categories
Motivation- strong contributors to job satisfaction Hygiene- not strong contributors to satisfaction but must be present to meet expectations/prevent job dissatisfaction

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Herzbergs Two-Factor Theory

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Expectancy Theory
proposes...employees will work hard to earn rewards...they value and...consider obtainable.

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Vrooms Expectancy Theory

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Equity Theory
motivationwhich focuses on our perceptions of how fairly were treated relative to others.

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Equity Theory Comparisons

Similar Position Different Position-Same
Organization

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Similar Occupation Shared Characteristics Self At Different Time

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Job Redesign
Job Redesign Job Rotation- Systematic

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Job Enlargement- Enhancement

Job Enrichment- Increased
responsibility/opportunity for growth
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Job Enlargement V. Enrichment

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Alternative Work Arrangements

o Flextime o Compressed Workweeks o Part-Time Work o Job Sharing o Telecommuting

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Family-Friendly Programs
Dependent Care Paid Parental Leave Caring For Yourself UnmarriedWithout Children?

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Compensation and Benefits

$Wages & Salaries $Benefits
Legally Required Paid Time Off Insurance Retirement Piecework Commissions

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$Incentive Programs
Bonus Profit-Sharing Stock-Option

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How to do a Performance Appraisal

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Benefits Of Appraisal
Opportunity to discuss performance
and set goals

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Identify/discuss appropriate training Documentation for salary, promotion,

demotion, or dismissal (also disadvantage)

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Feedback
360-Degree Employees (mostly
managers) get feedback from all directions
participate

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Upward Managers subordinates

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Retaining Employees
Negative impact = turnover Create Positive Work Environment =
Employee-friendly workplace

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Recognize Contributions Involve In Decision Making

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Why People Quit

Unreasonable Demands Opinion Not Valued No Clear Expectations Work Rejection Favoritism

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Involuntary Termination
Downsize Employment-at-Will Legal doctrine
that allows an employer to fire an employee at will

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Labor Union
an organized group of workers that bargains with employers to improve its members pay, job security, and working conditions.

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Labor Union Density

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Union Structure
Labor Federation National Union

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Local Union Shop Steward Shop Steward

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Collective Bargaining
The process of settling differences and establishing mutually agreeable conditions under which employees will work

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Negotiation Process
Negotiations

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Mediation

Arbitration

Grievance
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Negotiation Breakdown
Union Tactics Mngmt Tactics

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Strike

Picket

Boycott

Lockout
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Strike Breakers