HRM Human Resource Management

• What disciplinary measure to do managers enforce for bad employee behavior

• When is the best time to discuss a person’s bad behavior at work. Right away or let it sit.

• How do you know how strict to act to your employees?

• Not many HR questions.

HR and Corporate Strategy

• People implement strategy.

• Need the right people to implement strategy.

• Recruiting selection are obvious tools

• But so are training, performance appraisal and development.

• HRM as a control system.

• Feedforward controls – ensures directions and resources are right before the work begins.

• Recruitment and selection

• Feedback control takes place after an action is completed.

• Performance appraisal and discipline.

Together these insure

• That people are more likely to follow corporate strategy.

• People are very important (some argue most important).

Legal issues

• Employment Law Prohibits discrimination

• Age

• Race

• Sex

• Disabilities

• Religion

• Ethnicity

Interesting questions

• Can you get into a law suit if you fail to hire an other wise qualified candidate who does speak English well and is a US citizen or permanent resident?

• Can you fire someone because they have cancer?

• Can you refuse to hire someone who is an orthodox Muslim and wear a headscarf because customers would not like it.

• Can Hooters only hire female table attendants?

• HR procedures in place to deal with legal issues.

• Policies that discourage discrimination.

• Examples.

• As a supervisor this does minimize freedom to hire/promote.

• If experience this, just know its intent.

• Intent is based on objectivity

Feedforward control and HR

• Recruitment and selection. Hire the right people and the organization has fewer problems.

Mixture of what is done, what should be done

Recruitment

• Attracting a pool of qualified

Job applicants

Internal recruitment

• Soliciting current employees (including internships).

External Recruitment

• Soliciting employees from general labor market. (College placement, placement agencies, want ads, walk ins, etc

General comments

• Why internal?

• Why external?

• Tradeoffs to consider.

• Competencies vs work style

• Common modes of recruitment for College students, post college, higher level positions.

Selection

• Resumes (Book leaves off)

• Interviews (structured and unstructured)

• Tests (work sampling; assessment centers; work sampling: written tests)

• Background checks and References

What should you do

• First: Know what you are looking for.

• Job analysis is the cornerstone of all HR decisions. Job analysis determine scope and depth of job. The requisite skills abilities and knowledge to perform the job.

• Does so before one makes a choice. Guides the information gathering process.

• Example.

Based on this what types of information are you going to ask of

job applicants.

• How do you determine skills knowledge and abilities to do the job using the tools we described earlier?

Lets see what is really done.

• Hudson’s video.

Career talk

• Job as a manager?• Me and my choice (several asked

questions how I got into it).• Your choice. Have a good image of

management.• Little Difference between Marketing and

Management. Jobs similar. Sales/manager trainee in retail organization.

Summary

• Recruitment and selection as feedforward control. Systematize the selection process.

Performance Appraisal.

Evaluating job performance and providing feedback to the job holder.

Two Elements

• Evaluation • Communication

Evaluation

• Everyone hates evaluation. Supervisors and subordinates.

• Minimize stress – feedback regularly throughout the week. Both positive and negative. Not once a year.

• Share the evaluation sheet with subordinate during orientation. Explain what it takes to get good ratings

• Forced distribution vs Absolute distribution.

• Minimize leniency bias.

• Lots of efforts to minimize other biases (bosses pet).

• Objective measures of performance.

• Behavior indicators of performance (check lists).

Communication

• Hardest part is giving negative feedback.

• Attribution bias personality or situation.

Errors

• Rush through the positives and focus on the negative.

• Get argumentative and persuasive.

• Poor listening.

• No error tolerance.

• Take your time.

• No surprises.

• Review goals against which employee is measured

• Provide specific positive and negative examples of performance

• Discuss causes of performance problems and listen to employee explanation.

• Establish strategy, timetable and review process

• Set new goals/standards (if changes)

• Leave the meeting on an encouraging note.

video

Role play

If poor performance continues

• Discipline and progressive discipline.• Progressive discipline. Employee entitled

to due process in disciplinary actions. • Advance warning of grounds for

termination. Except in extreme cases (theft, gross negligence), employees warned about inappropriate behavior and given chance to correct behaviors.

• Determine actions that entail discipline and levels of discipline.

• Set a schedule of communications appropriate to infractions.

• Verbal Warning, written warning, suspension, termination.

• Minor infractions, significant infractions, major infractions.

• Progressive discipline vs employment at will.

• Make termination a part of due process. Can not instantly fire someone. Must first talk about employment problems and give a chance to rectify.

• If not working out--give person time to look elsewhere.

• Avoid social ostracism. Everyone who leaves should leave with OK feelings.

• Recommend late Friday PM. Time to cool off.

• Debate about explanations for termination. Employment at will vs progressive discipline.

compensation

• Ways to use positive reinforcement.

Compensation consists of

• Base pay (retention and recruitment)• Benefits (retention and recruitment)• Performance based pay (book uses

incentive plans). This influences performance.

• Firms need to choose the right mix of these meet organizational objectives.

• Tradeoffs to consider. More of one less than the other. Also add labor costs.

Summary

• Go to top and respond to student questions.