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Managing Human Resources
Chapter 9
Job analysis
& design
I.
HR planning &
forecasting
Employee
recruitment
Employee
selection
Human Resource Planning
A. Job Analysis
1. job description - lists the tasks and
responsibilities of a job
2. job specification - skills, knowledge,
and abilities a person must have to fill a job
Job analysis
& design
HR planning &
forecasting
Employee
recruitment
B. HR Planning & Forecasting
1. Demand forecast
2. Supply forecast (internal):
Employee
selection
3. Labor Supply & Demand
a. frequent changes, use of contingency workers
b. Labor shortage in the 1990s
-some individuals seeking work advertise
themselves as free agents, employers bid for
interviews
c. post-September 11 labor demand
Source: Entrepreneur, Jan. 2000, p. 16.
Job analysis
& design
HR planning &
forecasting
Employee
recruitment
III. Employee Recruitment:
A. Internal recruitment sources
1. Present and former employees
2. Previous applicants
B. External Recruitment Sources
1. Newspaper advertisements
2. Trade journals and magazines
3. Colleges and universities
4. Employment agencies
5. Job fair
Employee
selection
Job analysis
& design
HR planning &
forecasting
Employee
recruitment
Employee
selection
IV. Employee Selection:
The process of determining which
people in the applicant pool possess the
qualifications necessary to be
successful on the job.
A. Steps of the Selection Process
Hire or not hire
Physical examination
Background and reference checks
Selection interview
Employment testing
Initial screening
Training &
development
Performance planning
& evaluation
Compensation
& benefits
V. Training and Development:
A. Employee Orientation
B. On-the-job training
1. job rotation
2. apprenticeship
3. mentoring
C. Off-the-job training
1. vestibule training
2. programmed instruction
D. Employee development
VI. Performance Planning/Evaluation
A. Performance appraisal
– Compares an employee’s actual performance
with the expected performance
– Typically used to determine an employee’s
• Compensation
• Training needs
• Advancement opportunities
– typically a direct relationship between appraisal
and compensation/advancement
VII. Compensation & Benefits
A. Types of Compensation or Pay
1. hourly wages
2. salaries
3. piecework and commission
4. accelerated commission schedule
5. bonus
6. profit sharing
7. fringe benefits and services
VIII. Organizational Career Mgmt
A. Job change within the organization
1. promotion
2. transfer
3. demotion
B. Separations from the organization
1. layoff
2. termination
3. resignation
4. retirement
IX. Laws Affecting Human Resources
A. Role of Gov’t agencies in HRM
1. Fair Labor Standards Act (1938)
2. Equal Pay Act (1963)
3. Occupational Safety & Health
Act(1970)
4. Americans with Disabilities Act (1990)
B. Making affirmative action work
X. Labor Relations
A. Why join a union?
B. Federal regulation of union-mgmt
interations
C.Job security
-union shop
-open shop
-agency shop
-closed shop
D. The labor contract
1. collective bargaining
2. the contract
3. discipline
4. grievances
5. strike
1/--страниц
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