Professional Documents
Culture Documents
Increased legal complexities The recognition that human resources are a valuable means for improving productivity
The awareness today of the costs associated with poor human resource management
Job Analysis
Systematic analysis of jobs in an organization
Job Description
Systematic evaluation of the duties, working conditions, tools, materials, and equipment related to the performance of a job
Job Specification
Description of the skills, abilities, and other credentials required by a job
Forecasting HR Demand & Supply Forecasting the supply of labor is really two
tasks: Forecasting Internal Supply
The number and type of employees who will be in the firm at some future date
managers can make plans to manage predicted shortfalls or overstaffing. If a shortfall is predicted: New employees can be hired. Present employees can be retrained and transferred into understaffed areas. Individuals approaching retirement can be convinced to stay on. Labor-saving or productivity-enhancing systems can be installed .
Internal Staffing
The process of promoting staff from within the company
Internal Recruiting
Practice of considering present employees as candidates for job openings
External Recruiting
Practice of attracting people outside an organization to apply for jobs
Tests
Interviews Other Techniques
Validation
Process of determining the predictive value of information
What knowledge, skills, and abilities does the organization need to compete?
What skills must its workforce possess in order to perform the organizations work effectively?
On-the-Job Training: Work-based training, sometimes informal, conducted while an employee is in actual work situation
Vestibule Training: Worked-based training conducted in a simulated environment away from the work site Systematic Job Rotation & Transfer: Work-based training in which employees are systematically moved from one job to another so that they can learn a wider array of tasks and skills
Lecture or Discussion Approach: Instructional-based training in which knowledge and information are descriptively presented
Computer-Assisted Training: Instruction-based training in which is knowledge and information are presented via computer
Interactive Video
Material is presented via video technology on a monitor from a central serving mechanism, a video disk, CD-ROM, or web site
Providing Feedback
360 Feedback: Performance appraisal system in which information is provided from all sources supervisors, employees, peers, and so forth
Forced Distribution Method: Performance appraisal method that classifies employees into different performance categories based on a predetermined distribution
Rating Methods
Graphic Rating Scale: Performance rating method using a numerical scale to rate performance along a set of dimensions Critical Incident Method: Performance rating method based on stated examples that reflect especially good or poor performance
Job Evaluation
Methods for determining the relative worth of jobs in order to set compensation levels
Performance-Based Compensation
Sales Commission
Individual incentive plan rewarding employees with a percentage of sales volume that they generate
Profit Sharing
Group-based incentive plan in which employees are paid a share of company profits
Illegal Discrimination
Discrimination against protected classes that causes them to be unfairly differentiated from others
Protected Class
Set of individuals who by nature of one or more common characteristics are protected by law from discrimination on the basis of any of those characteristics
Reverse Discrimination
Practice of discriminating against well-represented groups by overhiring members of underrepresented groups
Employment-at-Will