Ch14 Hrm Employee Rights

MODULE 15

HUMAN RESOURCE MANAGEMENT “Nurturing turns potential into performance” • What is the purpose and legal context of human resource management? • What are the essential human resource management practices?

HUMAN RESOURCE MANAGEMENT

Purpose of Human Resource Management MODULE GUIDE 15.1

    

Human resource management attracts, develops, and maintains a talented workforce. Government legislation protects workers against employment discrimination. Employee rights and other issues complicate the legal environment of work. Labor relations and collective bargaining are closely governed by law.

HUMAN RESOURCE MANAGEMENT

Purpose of Human Resource Management  Human

Resource Management

 involves

attracting, developing, and maintaining a quality workforce.

Basic Responsibilities of Human Resource Management 1. Attract a quality workforce—human resource planning, recruitment, and selection. 2. Develop a quality workforce—employee orientation, training, performance appraisal. 3. Maintain a quality workforce—retention and career development.

PURPOSE OF HUMAN RESOURCE MANAGEMENT

Legal Aspects Of HRM 

Discrimination 



Equal Employment Opportunity 





An effort to give preference in employment to women or other minorities Employment criteria justified by capacity to perform a job

Comparable Worth 



The right to employment and advancement without regard to race, religion, sex, color or national origin

Affirmative Action 



When someone is denied a job or position for non job related reasons

Persons performing jobs of similar worth should receive comparable pay

Bona-fide Occupational Qualifications 

Employment criteria justified by capacity to perform a job

PURPOSE OF HUMAN RESOURCE MANAGEMENT

Legal Aspects Of HRM

PURPOSE OF HUMAN RESOURCE MANAGEMENT

Labor Relations & Collective Bargaining    

Workplace Privacy  The right to privacy while at work Independent Contractors  Hired on temporary contracts and are not part of the organization’s permanent work force Labor Union  An organization that deals with employers on the workers collective behalf Labor Contract  A formal agreement between a union and employer about the terms of work for union members

U.S. labor union facts: • U.S. union membership was 12.5% in 2004, down from 20.1% in 1983. • 8% of private sector workers belong to unions, and 36% of government workers. • Many of the fastest growing unions represent white-collar workers. • 75% of U.S. adults believe unions improve wages and working conditions; • 67% believe unions are too involved in politics.

PURPOSE OF HUMAN RESOURCE MANAGEMENT

Legal Aspects Of HRM

HUMAN RESOURCE MANAGEMENT

Human Resource Practices MODULE GUIDE 15.2

     

Human resource planning matches staffing with organizational needs. Recruitment and selection attract and hire qualified job applicants. Socialization and orientation integrate new employees into the organization. Training continually improves employee skills and capabilities. Performance management techniques appraise individual accomplishments. Retention and career development provide career paths and options.

HUMAN RESOURCE MANAGEMENT

Human Resource Practices 

Human resource planning is the process of analyzing staffing needs and identifying actions that should be taken to satisfy them over time.

HUMAN RESOURCE PRACTICES

Recruitment And Training 

Recruitment 



the process of attracting qualified job candidates to fill vacant positions; realistic job previews try to provide candidates with accurate information on the job and organization.

Selection 

Choosing whom to hire from a field of qualified applicants 

Realistic Job Previews 



Reliability 



means a selection device gives consistent results over repeated measures

Validity 



Provide job candidates with pertinent information regarding a job and organization

Means scores on a selection device have links to future performance

Assessment Centers 

Examine how job candidates handle simulated job situations

HUMAN RESOURCE PRACTICES

Orientation And Training 

Orientation 



the process of formally introducing new employees to their jobs and socializing them with performance expectations.

Training 

keeping workers’ skills up to date and job relevant; important training approaches include coaching and mentoring. 

Coaching 



An experienced person offers performance advice to a less experienced person

Mentoring 

Assigns early career employees as protégés to more senior ones

MANAGEMENT TIPS How to succeed in a telephone interview • Prepare ahead —study the organization; list your relevant strengths and capabilities. • Minimize Distractions —be in a quiet room, with privacy, without interruptions. • Dress professionally —this increases confidence, sets your interview tone. • Practice your verbal skills —what you say and how you sound affects your first impression. • Have materials handy —have all supporting documents within easy reach. • Have questions ready —be ready; don’t hesitate; ask questions during interview. • Ask what happens next —ask how to follow up, what information you can interview, formal application, in-depth interviews, employment testing, and reference checks.

HUMAN RESOURCE PRACTICES

Performance Appraisals  Performance

Appraisal

 The

process of formally evaluating performance and feedback to an employee

Two Purposes of Performance Appraisal 1. Evaluation—document and let people know how well they are doing; judgmental role. 2. Development—identify how training and support can improve performance; counseling role.

HUMAN RESOURCE PRACTICES

Performance Appraisals  Critical 

Keeps a log of a person’s effective and ineffective job behavior

 360 

Incident Technique

Degree feedback

Includes superiors, subordinates, peers and even customers in the appraisal process

 Multi-person 

Rates employees against each other

 Graphic 

Comparison

Rating Scale

Uses a checklist of characteristics or traits to evaluate performance

HUMAN RESOURCE PRACTICES

Performance Appraisals 

Behaviorally Anchored Rating Scale

Uses specific descriptions of actual behaviors to rate various levels of actual performance

HUMAN RESOURCE PRACTICES

Retention And Career Development  Career

Development

 Manages

how a person grows and progresses in their career

 Career  The

Planning

process of managing career goals and individual capabilities with opportunities for their fulfillment