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*Chapter Eleven

Human Resource

Management: Finding and Keeping the

Best Employees

Copyright © 2010 by the McGraw-Hill Companies, Inc. All rights reserved.McGraw-Hill/Irwin

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*HUMAN RESOURCE MANAGEMENT

Working with People is Just the Beginning

LG1

11-2

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*HUMAN RESOURCE MANAGEMENT (HRM)

• Human Resource Management -- The process of determining human resource needs and then recruiting, selecting, developing, motivating, evaluating, compensating and scheduling employees to achieve organizational goals.

• HRM’s role has grown because:1. Increased recognition of employees as a

valuable resource.

2. Changes in law that rewrote old workplace practices.

LG1

Working with People is Just the Beginning

11-3

*

*DEVELOPING the FIRM’S

ULTIMATE RESOURCE

• Service and high-tech manufacturing requires employees with highly technical job skills.

LG1

Developing the Firm’s Ultimate Resource

• Such workers are scarce, making recruiting and retention more important and more difficult.

• The human resource job is now the job of all managers in an organization.

11-4

*

*CHALLENGES in FINDING

HIGH-LEVEL WORKERS

• A shortage of trained workers in key areas

• Worker shortage in skilled trades

• Changes in employee attitudes about work

• A declining economy with fewer full-time jobs

• Expanding global markets with low-wage workers

• Increasing benefit demands and benefit costs

• A decreased sense of employee loyalty

LG1

The Human Resource Challenge

11-5

U.S. Equal Employment Laws

7-6Table 7.1

U.S. Equal Employment Laws (cont.)

7-7Table 7.1

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*CONTROVERSIAL PROCEDURES

of EEOC

• Affirmative Action -- Policy designed to “right past wrongs” by increasing opportunities for minorities and women in the workplace.

• Reverse Discrimination -- Discrimination against whites or males in hiring or promoting.

• This policy has been at the center of many debates and lawsuits.

LG2

Laws Affecting Human Resource Management

11-8

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*MINDING the LAW in HRM

• Employers must know the law and act accordingly.

• Legislation affects all areas of HRM.

• Court cases highlight that sometimes it’s proper to go beyond providing equal rights.

• Changes in law and legislation occur regularly.

LG2

Effects of Legislation

11-9

1. During interviews, it’s not appropriate to ask an applicant his/her age.

2. It’s not appropriate to ask an applicant about past work experience.

3. It’s OK to ask whether the applicant is physically able to lift heavy weights.

4. It’s appropriate to ask women questions about their children.

5. You have the right to ask an applicant for names of work-related and personal references.

6. It’s OK to ask any applicant whether he or she has an automobile.

IMPLEMENTING EEOC WHICH STATEMENTS ARE T/F?

11-10

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*HUMAN RESOURCE PLANNING

PROCESS

Determining a Firm’s Human Resource Needs

LG3

• Preparing a human resource inventory of employees.

• Preparing a job analysis.

• Assessing future human resource demand.

• Assessing future labor supply.

• Establishing a strategic plan.11-11

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*WHAT’S a JOB ANALYSIS?

Determining a Firm’s Human Resource Needs

LG3

• Job Analysis -- A study of what employees who holds various job titles do.

• Job Description -- Specifies the objectives of the job, the type of work, the responsibilities and duties, working conditions and relationship to other jobs.

• Job Specifications -- A summary of the minimal education and skills needed to do a particular job.

11-12

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*RECRUITING EMPLOYEES

Recruiting Employees from a Diverse Population

LG4

• Recruitment -- Activities for obtaining the right number of qualified people at the right time.

• Methods

• Internal

• External

11-13

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*EMPLOYEE SOURCES

LG4

Recruiting Employees from a Diverse Population

11-14

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*SELECTION

Selecting Employees Who Will be Productive

LG5

• Selection -- Gathering information and deciding who should be hired, under legal guidelines, to fit the needs of the organization and individuals.

11-15

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*STEPS in the

SELECTION PROCESS

Selecting Employees Who Will be Productive

LG5

1. Obtaining complete application forms

2. Conducting initial and follow-up interviews

3. Giving employment tests

4. Conducting background investigations

5. Obtaining results from physical exams

6. Establishing trial (probationary) work periods

11-16

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*OOPS!

Areas Where Job Applicants Make Mistakes

Source: USA Today, www.usatoday.com.

Selecting Employees Who Will be Productive

LG5

11-17

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*HIRING CONTINGENT WORKERS

Hiring Contingent Workers

LG5

• Contingent Workers -- Include part-time and temporary workers, seasonal workers, independent contractors, interns and co-op students.

• There are about 5.7 million contingent workers in the U.S.

11-18

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*WHY HIRE

CONTINGENT WORKERS?

Hiring Contingent Workers

LG5

• Companies hire contingent workers:

- When full-time workers are on leave

- During periods of peak demand

- In uncertain economic times

- To save on employee benefits

- To screen candidates for future employment

11-19

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*TRAINING and DEVELOPING

EMPLOYEES

Training and Developing Employees for Optimum Performance

LG6

• Training and Development -- All attempts to improve productivity by increasing an employee’s ability to perform.

• Training focuses on short-term skills.

• Development focuses on long-term abilities.

11-20

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*THREE STEPS of TRAINING and

DEVELOPMENT

Training and Developing Employees for Optimum Performance

LG6

1. Assessing organization needs and employee skills to develop appropriate training needs.

2. Designing training activities to meet identified needs.

3. Evaluating the training’s effectiveness.

11-21

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*MOST COMMONLY USED TRAINING

and DEVELOPMENT ACTIVITIES

Training and Developing Employees for Optimum Performance

LG6

• Orientation

• On-the-Job Training

• Apprenticeships

• Off-the-Job Training

• Online Training

• Vestibule Training

• Job Simulation11-22

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*DEVELOPING EFFECTIVE

MANAGERS

Management Development

LG6

• Management Development -- Training and educating employees to become good managers and tracking the progress of their skills over time.

• Management training includes:

- On-the-job coaching

- Understudy positions

- Job rotation

- Off-the-job courses and training

11-23

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*WHY GOOD EMPLOYEES QUIT

LG6

Management Development

Source: Robert Half International

11-24

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*USING NETWORKS and

MENTORING

Networking

LG6

• Networking -- Establishing and maintaining contacts with key managers in and out of the organization and using those contacts to develop relationships.

• Mentors -- Managers who supervise, coach and guide selected lower-level employees by acting as corporate sponsors.

• Networking and mentoring go beyond the work environment.

11-25

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*APPRAISING PERFORMANCE

on the JOB

Appraising Employee Performance to Get Optimum Results

LG7

• Performance Appraisal -- Measures employee performance against established standards in order to make decisions about promotions, compensation, training or termination.

• A 360-degree review gives managers opinions from people at different levels to get a more accurate idea of the worker’s ability.

11-26

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*SIX STEPS of PERFORMANCE

APPRAISALS

Appraising Employee Performance to Get Optimum Results

LG7

1. Establishing performance standards that are understandable, measurable and reasonable.

2. Clearly communicating those standards.

3. Evaluating performance against the standards.

4. Discussing the results with employees.

5. Taking corrective action.

6. Using the results to make decisions.

11-27

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*MAJOR USES of

PERFORMANCE APPRAISALS LG7

Appraising Employee Performance to Get Optimum Results

• Identify training needs

• Use as a promotion tool

• Recognize worker’s achievements

• Evaluate the firm’s hiring process

• Judge the effectiveness of the firm’s orientation process

• Use as a basis for possible termination of a worker

11-28

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*PERFORMANCE APPRAISAL

MISTAKESCommon Problems Made While Reviewing Employees

• Contrast Effect - Comparing one employee to another.

• Halo/Horn Effect - Allowing performances in specific areas to unfairly influence overall performance evaluation.

• Similar-to-Me Effect - Generosity to those you feel are more like you.

Appraising Employee Performance to Get Optimum Results

LG7

11-29

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*COMPENSATION PROGRAMS

Compensating Employees: Attracting and Keeping the Best

LG8

• A managed and competitive compensation program helps:

- Attract the kinds of employees the business needs.

- Build employee incentive to work efficiently and productively.

- Keep valued employees from going to competitors or starting their own firm.

- Maintain a competitive market position by keeping costs low due to high productivity from a satisfied workforce.

- Provide employee financial security through wages and fringe benefits.

11-30

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*TYPES of PAY SYSTEMS Pay Systems

LG8

• Salary

• Hourly Wage/Day Work

• Piecework System

• Commission Plans

• Bonus Plans

• Profit Sharing Plans

• Gain-Sharing Plans

• Stock Options

11-31

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*COMPENSATING TEAMS Compensating

Teams

LG8

• Team-based pay programs are more challenging than individual pay systems.

• The two most common methods for teams involve:

- Skill-Based: Pay is increased as skill increases. (Eastman Chemical uses this system.)

- Gain-Sharing: Pay is increased as performance increases. (Nucor Steel uses this system.)

11-32

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*FRINGE BENEFITS on the JOB Fringe Benefits

LG8

• Fringe Benefits -- Sick leave, vacation pay, pension and health plans that provide additional compensation to employees beyond base wages.

• In 1929, Fringe benefits accounted for less than 2% of payroll cost. Today it’s about 30%.

• Healthcare has been the most significant increase in fringe benefit cost.

11-33

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*The RANGE of

FRINGE BENEFITS

Fringe Benefits

LG8

• Fringe benefits include incentives like:- Company cars

- Country club memberships

- Recreation facilities

- Special home mortgage rates

- Paid and unpaid sabbaticals

- Day-care and elder care services

- Dental and eye care

- Legal counseling

- Short or compressed work weeks11-34

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*

LG8

SPECIAL PERKS at DREAMWORKS

Fringe Benefits

• Free DVDs and screenings of current films.

• Free breakfast and lunch plus dinner when working late.

• Free snack rooms on every floor.

• Profit sharing.

• Ping-Pong and poker tournaments during work hours.

11-35

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*CAFETERIA-STYLE and

SOFT BENEFITS

Fringe Benefits

LG8

• Cafeteria-Style Fringe Benefits -- Allow employees to choose the benefits they want (up to a certain dollar amount).

• Soft Benefits include:- Onsite haircuts and shoe repair

- Concierge services

- Free meals at work

- Doggie daycare

- Onsite farmer’s markets

11-36

*

*

LG8

CHANGING TIMES, CHANGING EMPLOYEE BENEFITS

Fringe Benefits

Employer Benefits

1998 2008

Provide Pension Plans

48% 29%

Offer Wellness Programs

51% 60%

Retirement Plan Contribution

91% 81%

Permit Some Flexible Work

Hours68% 80%

Source: National Study of Emplyees (2008), Family & Work Institute.

11-37

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*LET’S GO to the BEACH!

Average Vacation Days by Country

Fringe Benefits

LG8

11-38

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*FLEXIBLE SCHEDULING PLANS

Scheduling Employees to Meet Organizational and Employee Needs

LG9

• Flextime Plan -- Gives employees some freedom to choose which hours to work as long as they work the required number.

• Compressed Work Week -- Employees work the full number of work hours, but in fewer than the standard number of days.

• Job Sharing -- Lets two or more part-time employees share on a full-time job.

11-39

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*USING FLEXTIME PLANS Flextime Plans

LG9

• Most flextime plans require Core Time -- When all employees are expected to be at their job stations.

• Flextime is hard to incorporate into shift work and managers have to work longer hours.

• Communication among employees can also be difficult under flextime and managers have to be alert to any system abuses.

11-40

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* A FLEXTIME CHART Flextime Plans

LG9

11-41

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*COMPRESSED WORK WEEKS Flextime Plans

LG9

• Employees enjoy long weekends after working long days.

• Productivity is a concern.

• Nurses and firefighters often work compressed work weeks.

11-42

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*JOB SHARING BENEFITS Job Sharing

Plans

LG9

• Provides employment opportunities for many people who cannot work full time.

• Workers tend to be enthusiastic and productive.

• Absenteeism and tardiness are reduced.

• Employers can schedule part-time workers in peak demand periods.

11-43

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*MOVEMENT of EMPLOYEES

Moving Employees Up, Over and Out

LG9

• Employees are promoted or reassigned.

• Employees are terminated due to performance or economic situations.

• Employees retire.

11-44

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*TERMINATING EMPLOYEES

Terminating Employees

LG10

• As the economic crisis grew, more and more employers have had to layoff employees.

• Even when the economy is booming, employers are hesitant to hire full-time workers because of the cost of termination.

• Firing employees is more difficult for employers because of laws preventing termination for certain acts.

11-45

Review Only

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*SALLY MAINQUIST

Certes Financial Pros

• Certes finds financial professionals to fit temporary, flexible work environments.

• Besides receiving outstanding benefits, Mainquist’s workers gain a very broad range of work experience.

Profile

11-47

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*CIVIL RIGHTS ACT of 1964

• Title VII prohibits discrimination in hiring, firing, compensation, apprenticeships, training, terms, conditions or privileges of employment based on:- Race- Religion- Creed- Sex- Age - National Origin

LG2

Laws Affecting Human Resource Management

11-48

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*1972 EQUAL EMPLOYMENT OPPORTUNITY ACT (EEOA)

• Strengthened the Equal Employment Opportunity Commission (EEOC).

• Gave EEOC the right to issue workplace guidelines for acceptable employer conduct.

• EEOC could mandate specific recordkeeping procedures.

• EEOC was vested with the power of enforcement.

LG2

Laws Affecting Human Resource Management

11-49

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*CIVIL RIGHTS ACT of 1991

and OFCCP

• Civil Rights Act of 1991- Amended Title VII and gave victims of discrimination

the right to a jury trial and possible damages.

• Office of Federal Contract Compliance Programs (OFCCP)

- Ensures that employers doing business with the federal government comply with the nondiscrimination and affirmative action laws.

LG2

Laws Affecting Human Resource Management

11-50

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*LAWS PROTECTING

EMPLOYEES with DISABILITIES

• Americans with Disabilities Act of 1990 (ADA)

- Requires employers to give applicants with physical or mental disabilities the same consideration for employment as people without disabilities.

LG2

Laws Protecting Employees with Disabilities and Older Employees

- Also requires “reasonable accommodations” for employees with disabilities.

- Passage in 2008 of Americans with Disabilities Amendments Act expanded protection.

11-51

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*AGE DISCRIMINATION in

EMPLOYMENT ACT (ADEA)

• Age Discrimination in Employment Act (ADEA)

LG2

Laws Protecting Employees with Disabilities and Older Employees

- Protects workers 40 and over from employment and workplace discrimination in hiring, firing, promotion, layoff, compensation, benefits, job assignments and training.

11-52

*

*IT’S NOT EASY BEING SMALL

(Spotlight on Small Business)

• To survive, small businesses must recruit and retain qualified workers.

• Unfortunately, they lack the resources of larger companies to compete for employees.

• Small businesses need innovations like:- Letting staff help recruit and select candidates.- “Test-Drive” an employee.- Seek out publicity through local media.

11-53

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*MOTIVATING TEMPORARY

EMPLOYEES(Making Ethical Decisions)

• Contingent workers perform well if the promise of full-time employment is a possibility.

• Highbrow’s has no intention of hiring any temporary workers full-time.

• But the company feels if they imply two workers will be hired full time, it may improve employee performance. What is the ethical thing for them to do?

11-54

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*WORKING WORLDWIDE

(Reaching Beyond Our Borders)

• Managers need to understand the business needs of each country they operate in.- Compensation: Conversion to foreign currencies and

special allowances often are needed.

- Health and Pension Standards: Benefits are different country-by-country.

- Paid Time Off: Vacation time, sick and personal leave vary.

- Taxation: Tax policies vary.

- Communication: Employees can feel disconnected in other countries.

11-55

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*PROGRESS ASSESSMENT Progress

Assessment

• What are the five steps in human resource planning?

• What factors make it difficult to recruit qualified employees?

• What are the six steps in the selection process?

• Who is considered a contingent worker and why do company hire such workers?

11-56

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*PROGRESS ASSESSMENT

• What’s human resource management?

• What did Title VII of the Civil Rights Act of 1964 achieve?

• What’s the EEOC and what was the intention of affirmative action?

• What does “accommodations” mean in the Americans with Disabilities Act of 1990?

Progress Assessment

11-57

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*PROGRESS ASSESSMENT Progress

Assessment

• Name and describe five alternative compensation techniques.

• What advantages do compensation plans such as profit sharing offer an organization?

• What are the benefits and challenges of flextime? Telecommuting? Job sharing?

11-58

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*PROGRESS ASSESSMENT Progress

Assessment

• Name and describe four training techniques.

• What’s the primary purpose of a performance appraisal?

• What are the six steps in a performance appraisal?

11-59