objectives · –social media •hr departments must put policies in place to protect their...

Objectives

• To introduce human resource

management and discuss its importance.

• To identify legislation and its effects on

human resources.

• To analyze international human resources

in global firms.

2

Main Menu

• Introduction

• Legal Issues

• International Resource

Management

3

Human Resource Management

• Is designed to maximize employee

performance, focusing on polices and

systems; also known as HR

• Serves as a link between an organization's

management and its employees by:– recruiting for the company through social

media, online publishing, etc.

– training employees through mentors and

orientation

– focusing on the retention status of good

employees

– recording performance evaluation outcomes 5

Human Resource Management

• Responsibilities include: – managing internal business relationships

– managing external business relationships

– retaining good employees

– overseeing an organization's recruitment,

interviews, selection and hiring process

through job analysis

– developing employee involvement

– handling flexible work schedules

– dealing with contemporary challenges

– dealing with changes within the organization

6

Internal Business Relationships

• Should be positive – having common courtesy

• be polite to everyone

– using effective communication• learn who works best with different forms of

communication (i.e.; e-mail, phone calls, etc.)

– respecting other individuals’ time • show up on time or if you are in charge of a

meeting start on time and do not go over the

time set aside for the meeting

7

Internal Business Relationships

• Should be positive – welcoming new employees

• always have an open door

– following up with individuals• allow individuals to ask additional questions

and become more comfortable

8

External Business Relationships

• Are kept positive by: – mentoring

• advise or train a new employee– example: training a manager who is going to

manage a different store

– networking• exchanging information and developing

contacts to further a career through

interactions with others

• most positions are filled though referrals from

employee networks

9

External Business Relationships

• Are kept positive by: – collaborating

• working with a different company on the same

projects – example: Coca-Cola® and ECO Plastics work

together to produce recycled plastic containers

10

Retention Strategies

• Include: – communicating

• meeting in person on a regular basis

– coaching• do not just manage, take genuine interest in

employees as individuals

– creating growth opportunities • look to promote from within the company

– providing incentives• child care, pay raises, payed vacation, time off,

etc.

– establishing clear expectations• set SMART goals and deadlines

11

Job Analysis

• Is the concept of studying and collecting

information relating to the responsibilities

of a specific job

• Is used by human resources to: – decide to hire

– determine salary ranges

– establish job titles

– create employee's job goals and objectives

– develop a career plan

– create reasonable accommodations

– manage and evaluate performance

12

Employee Involvement

• Is the participation of all employees to help

the organization meet goals regardless of

differences– creating a positive work environment based

on trust, exceptional customer service,

collaboration, teamwork and operational

excellence

13

Flexible Work Schedules

• Helps with work life balance and increased

productivity

• Include:– scheduling of hours worked and

arrangements regarding shifts and breaks

– amount of hours worked such as part time

jobs

– ability to work from anywhere with a Internet

connection

14

Flexible Work Schedules

• Are used by human resources by: – being able to adjust employees schedule on

short notice for an unplanned event

– helping the employee to avoid using vacation

time or sick days

15

Contemporary Challenges

• In social issues include: – leadership development

• new and unexperienced management are

replacing the established management team

– social media• HR departments must put policies in place to

protect their companies image

16

Contemporary Challenges

• In political issues include: – healthcare law compliance

• The Affordable Care Act– HR departments determine which insurance

providers can be used, which affects everyone

in the company

– tax rates • corporate taxes

– a tax which must be paid by a company based

on the amount of profit generated

17

Changes to a Company

• Can include: – downsizing

– outsourcing and employee leasing

– off shoring

18

Downsizing

• Is making a company smaller by

eliminating staff positions

• Should be handled by HR – being compassionate

– treating employees with

respect

– being honest

19

Outsourcing & Employee Leasing

• Is getting goods or services from an

outside supplier

• Is generally used by companies with fewer

than 50 employees

• Can cause some problems with

employees by becoming impersonal – employees may feel uncomfortable talking

with a HR advisor who only comes in when

there is a problem, as opposed to someone

who is always around

20

Off Shoring

• Is when companies base their products or

services overseas to take advantages of

lower costs

• Has disadvantages such as: – language barriers

– time differences

– lower productivity

21

Strategic Planning

• Is the course of action taken to achieve

long-range goals

• Reflects the company's direction and

purpose

• Is needed to ensure employees can

achieve objectives by being:– adequate

– qualified

– capable

22

Strategic Planning

• Can be achieved by: – overcoming resistance

– engaging employees

– implementing plan in phases

– communicating

23

Overcoming Resistance

• Can be done by focusing on key strategies – clearly and consistently

• in advance of when change is to happen

– helping employees better understand what is

happening • the reason behind the change as well as the

way it may affect them

24

Overcoming Resistance

• Can be done by focusing on key strategies – ensuring what is being planned to take place

is for the better• spread positive messages about the change

– providing strong support • ensuring mangers are provided with training

and information need to answer employee

questions

25

Engaging Employees

• Is important in order to focus on key

strategies – developing a team approach

• include perspectives from a variety of

departments and levels

– assigning roles• allocating responsibilities

in order for employees to

feel they are needed

26

Engaging Employees


strategies – increasing focus on employees

• especially ones who are most affected

– understanding the strategic plan • having different motivational factors for each

employee

27

Implementing the Plan in Phases


strategies– prepare

• develop a planning team and outline key roles

– manage • include plans which communicate operations

– reinforce • collect and analyze feedback and implement

corrective actions where needed

28

Communicating


strategies– providing pre- and post-surveys

• before and after strategic plan to see overall

process

– using formal and informal communication • e-mails and in-person meetings

– being clear and concise • especially when it comes to how long the

strategy will take

– understanding worst case scenarios • develop strategies to address them

29

Fair Labor Standards Act of 1938

• Requires one and a half times the regular

rate of pay after 40 hours for qualified

employees

• Establishes the minimum wage rate

• Provides child labor protection

31


• Restricts working hours for youth less than

16 years of age

• Lists hazardous occupations too

dangerous for young workers

• Prohibits pay discrimination on the basis of

sex

32


• Protects employees and future employees

from discrimination based on: – gender

– age

– physical or mental disability

– race

– religion

– education

• Protects against adverse impacts which

refers to employment practices that seem

neutral but have discriminatory effects

33

Equal Pay Act of 1963

• Prohibits sex-based wage discrimination

between men and women who are

performing under similar working

conditions

34

Age Discrimination in Employment Act

of 1967

• Prohibits employment discrimination

toward persons 40 years of age or older

35

Americans with Disabilities Act of 1990

Titles I & V

• Prohibits employment discrimination

toward qualified individuals with disabilities

• Applies to companies with 15 or more

employees

36

Family & Medical Leave Act of 1993

• Applies to companies which employ 50 or

more employees for 20 weeks out of the

current or preceding year

• Provides 12 weeks of unpaid, job-

protected leave per year, while maintaining

group health benefits

37

Family & Medical Leave Act of 1993

• Is applicable to employees:– during birth and care of a newborn child

– adopting a child

– providing foster care

– caring for an immediate family member

(spouse, child or parent) with a serious

medical condition

– when unable to work because of a serious

health condition

38

Civil Rights Act of 1964 Title VII

• States it is illegal to discriminate in

employment against individuals on the

basis of race, color, religion, sex, national

origin or disability

39


• States it is illegal to discriminate when it

comes to:– hiring and firing

– promoting or transferring

– compensating or paying

– providing fringe benefits

– recruiting

– establishing other workplace conditions

40


• Includes other discriminatory practices

such as:– harassing

– retaliating because of a discrimination charge

– stereotyping when making employment

decisions

41


• Includes other discriminatory practices

such as:– denying employment opportunities based on

marriage to or association with an individual

– requiring employees to speak only English on

the job, unless it is necessary for conducting

business

42


• Prohibits discrimination based on– participation in schools or places of worship

associated with a particular racial, ethnic or

religious group

– birthplace, ancestry, culture or linguistic

characteristics common to a specific ethnic

group

43


• Covers employers and entities including:– companies employing 15 or more individuals

• private employers

• state and local governments

• education institutions

– private and public employment agencies

– labor organizations

– federal government

44

Equal Employment Opportunity

Commission (EEOC)

• Is an independent federal agency

enforcing federal laws prohibiting job

discrimination

• Was created by Congress in 1964 to

enforce Title VII of the Civil Rights Act of

1964– President appoints and Senate confirms five

commissioners and a general counsel

45

Voting Rights Act of 1965

• Gives U.S. Department of Justice the

power to take affirmative steps in

eliminating discrimination

46

Executive Order 11246 in 1965

• Was issued by President Lyndon Johnson

giving the U.S. Department of Labor

affirmative action enforcement

responsibility

47

Railway Labor Act of 1926

• Was the first federal law guaranteeing the

rights of workers to organize and join

unions and elect representatives

• Was put in place to resolve labor strikes

and disputes

• Added airline industries in 1936

48

Norris-LaGuardia Act of 1932

• Banned yellow-dog contracts– a contract between the worker and employer

stating workers would not remain or join a

union

• Did not allow federal courts to issue

injunctions against nonviolent labor

disputers

49

Wagner Act of 1935

• Allowed workers the right to lead strikes

without fear of being prosecuted

• Is also knows as the Labor Relation Act of

1935

• Recognized the right of workers to

organize and bargain collectively with their

employers

50

Taft-Hartley Act of 1947

• Stopped the following:– featherbedding

• labor unions forcing companies to hire

unnecessary workers

– closed shops• labor unions requiring businesses to hire only

union members

• Legalized the following:– establishes right-to-work laws

– allows employees the right to work for a

company whether or not they decide to join

the union51

Landrum-Griffin Act of 1959

• Regulates labor unions’ internal affairs – outlawing secondary boycotts

– requiring public disclosure of financial records

of unions

– guaranteeing the use of secret ballots in union

voting

52

Other Legal Issues

• Include: – Affirmative Action

– organized labor business

– collective bargaining

– social security

– OASDHI Coverage

– workers compensation

– unemployment insurance

53

Affirmative Action

• Is a tool used to prevent discrimination in

the workplace, higher education and

government contracting by promoting

diversity

• Is designed to recognize and eliminate

inequities through extensive recruitment

efforts

54

Affirmative Action

• Is not designed to hire and promote under-

qualified ethnic minorities

• Is designed for organizations to be in

compliance with affirmative action

programs through their efforts even when

results are not met

55

Organized Labor in Business

• Includes the following:– labor unions

• are organizations formed to represent workers

and prevent unfair labor practices

• has members who are typically employees of

the same type of occupation or industry

56

Collective Bargaining

• Is when union representatives and

management come together to discuss

issues arising between employees and

employers– union workers strike when an agreement

cannot be reached

57

Collective Bargaining

• Examples of issues for discussion include:– pay

– working conditions

– work hours

– benefits

58

Social Security

• Is a federal program which– is designed to help workers and retired

workers achieve a degree of economic

security

– helps to replace lost income resulting from• unemployment

• retirement

• disability

• death

– requires participation from almost all U.S.

workers

59

Social Security

• Has three main parts:– old-age, survivors, disability and hospital

insurance (OASDHI)• also known as Social Security

• covers Medicare

– workers’ compensation

– unemployment insurance

60

OASDHI Coverage

• Requires the following to collect benefits:– a claim must be filed with the Social Security

Administration

– an insured worker must be 65 or older to

receive the full amount

– by 2027, the age will be 67

– an insured worker can be 62 or older but will

receive a reduced amount

– a disabled worker must have a severe mental

or physical condition lasting 12 months or

longer or which will result in death

61

OASDHI Coverage

• Covers most U.S. workers

• Allows certain family members to collect

benefits, based on strict regulations, if a

spouse or guardian retires, becomes

disabled or dies

62

Worker’s Compensation

• Purpose includes the following:– to provide medical benefits and pay for lost

wages to workers suffering a work-related

injury or illness

– to provide death benefits to the dependents of

workers who die from a job-related injury or

disease

• Benefits are normally about two-thirds of a

person’s salary

63

Unemployment Insurance

• Purpose is:– to provide

unemployment

insurance to workers

who are unemployed

through no fault of their

own and meet special

eligibility requirements

64

Unemployment Insurance

• Benefits include:– based on a percentage of earnings during a

recent 52-week period (only up to a state

maximum amount)

– paid for a maximum of 26 weeks

– paid for additional weeks during times of high

unemployment

– subject to federal income taxes and must be

reported on federal income tax return

65

International Human Resource

Management

• Is the process of employing, developing

and rewarding individuals in international

or global organizations

67

International Human Resource

Management

• Is also know as IHR

• Includes a set of goals at the international

level to achieve the same objectives and

have competitive advantages

• Is in place to minimize the risk of

underperformance or failure in overseas

business

68

IHR

• Involves a number of issues not present

when organization activities are confined

to one county

• Include: – cultural differences

– recruiting and selecting employees

– training employees

– dealing with host countries

– evaluations and appraisals

69

Cultural Differences

• In IHR include: – language

– labor laws

– political climate

– technological advancement

– values

– educational level

– social organizations

– roles of religion (i.e.: sacred objects, prayer,

taboos, holidays, etc.)

70

• Has many considerations– desired job abilities

• speaking the native language

– approval requirements for work visa• according to companies ‘home base’

– employee background checks • internally screening and externally

71

Home base refers to the location of the primary office; foreign refers to the

office the company has abroad

Recruiting & Selecting Employees

Recruiting & Selecting Employees

• For staffing abroad comes from:– within the company

• an employee who knows the company well

and is interested in working abroad

• offering home leave allowance, relocation

allowance, spouse assistance, etc.

– outside of the company• have a ‘home base’ manager move abroad in

order to recruit and train citizens of the foreign

country

72

Training Employees

• In different countries includes teaching the

following: – native language

– local culture, art, history and politics

– cultural standings with power, individualism

and collectivism

– awareness of and how to handle cultural

shock

73

Training Employees

• Is similar both at home and internationally

by teaching the same: – work ethic

– company standards

– rules

– goals

74

Compensation in Host Countries

• Has the following issues: – paying executives according to country

standards

– equalizing pay on a global basis

– adjusting for the cost of living

75

• Includes: – USA

• compensation packages including base salary,

bonus, long term incentives

– Europe• paid less compensation but employee benefits

include, insurance, retirement, vacation days

– Japan• compensation of CEO’s is one-third of

America, and is based on seniority of

employees

76

Compensation in Host Countries

Evaluations & Appraisals

• For employees in different countries are

more difficult due to the following:– time differences

• making time to communicate

– travel cost • flights, hotels, food, etc.

– communicate with management• hoping there is no miscommunication and they

can carry out evaluations and appraisals

77

Evaluations & Appraisals

• For employees in different countries can

be accomplished by: – having a translator present

– having management abroad run evaluations

the same as ‘home base’ management

– knowing how each country responds • i.e.: Chinese views performance with

emphasizing upon moral characteristics

78

IHR in a Global Firm

• Has the primary function of maintaining a

local appeal in host countries and keeping

an international brand

• Involves changes such as:– shifting demographics

• proportion of working age people to the

general populations is decreasing

– fluctuating workforce • employees are becoming more contract based,

not long-term

79

International Labor Organization

• Is defined as:– businesses and employees promoting decent

work throughout the world

• Was founded on the belief that peace in

the workplace is essential to success– it emphasizes the need for workers to enjoy

conditions of freedom, equity, security and

human dignity through employment

80


• Has 18 themes driving their work– child labor

– decent work

– economic and social development

– employment promotion

– employment security

– equality and discrimination

– forced labor

– freedom of association

– HIV/AIDS

81


• Has 18 themes driving their work– individual sectors and industries

– labor laws

– labor migration

– safety and health at work

– skills, knowledge and employability

– social security

– employers social dialog

– working conditions

– youth employment

82

Acknowledgements

• The U.S. Equal Employment Opportunity Commission.

Federal Laws Prohibiting Job Discrimination Questions and

Answers. http://www.eeoc.gov/facts/ganda.html 2002.

• U.S. Department of Labor.

http://workforcesecurity.doleta.gov/unemploy/uifactsheet.asp

2003.

83

Acknowledgements

Production Coordinator

Krista Scott

Skyler McCleskey

Brand Manager

Megan O’Quinn

Graphic Designers

Melody Rowell

V.P. of Brand Management

Clayton Franklin84

Executive Producers:

Gordon W. Davis, Ph.D.

©MMXVI

CEV Multimedia, Ltd.

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