© the mcgraw-hill companies, inc., 1999 nickelsmchughmchugh
TRANSCRIPT
© The McGraw-Hill Companies, Inc., 1999
Nickels • McHugh • McHugh
© The McGraw-Hill Companies, Inc., 1999
Chapter11
Human Resource Management: Finding and Keeping the Best Employees
Irwin/McGraw-Hill
© The McGraw-Hill Companies, Inc., 1999
The Job of Human Resource Management
Securing human resources
Retaining human resources
Planning
Recruiting
Selecting
Compensation and Benefits
Training and Development
Appraising Performance
Scheduling Employees
Legal and social environment
Job analysis
Labor force conditions
11-1
Irwin/McGraw-Hill
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11-2
Source: Louis Harris & Associates
Promise of long-term employment 82%Support of training & education 78% Hires/keeps hard-working people 75% Encourages a collegial workplace and creativity 74%
Reason % That Agree
What Attracts Workers to Specific Employers?
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11-3
Irwin/McGraw-Hill © The McGraw-Hill Companies, Inc., 1999
What Not to Ask in Job Interviews
What is your date of birth? Have you ever filed a worker’s compensation claim? Sometimes, we will need the person we hire to work
late hours. Will this cause problems with your child-care arrangements?
What is your native language? What is your place of birth? Do you own a home? I see that you use a walker. If we were to hire you,
what accomodations would you require to perform the job?
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Skills Employers are Seeking
0 20 40 60
Administrative
Secretarial/Clerical
Management
Data Processing
Professional/Technical
11-4
percent
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Skills Most in Demand
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Provide flexibility to meet demand fluctuations
Acquire specific expertise
Fill in for absentee workers
Screen candidates for future employment
Control increasing benefit costs
Offset effects of downsizing
Why Companies Use Temporary Workers
11-5
Source: The Conference Board
© The McGraw-Hill Companies, Inc., 1999
Work in Diverse Groups 13%
Oral Communication Skill 9%
Written Communication 6%
Able to Meet Deadlines 8%
Basic Math Skills 8%
Basic Computer Skills 14%
Evaluation of High School SeniorsRequired Skill % Ready
Do Employers Feel Students are “Ready” for Work?
11-6
Source: Roger Starch, Worldwide, Inc.
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Information Sought on Job Descriptions versus Job Specifications
11-7
Irwin/McGraw-Hill
• Job title
• Date
• Department
• Objectives
• Source of assignments
• Major duties or responsibilities
• Positions supervised
• Working conditions
• Accountability
Job Description
Irwin/McGraw-Hill
Job Specification• Job title
• Date
• Education
• Training
• Experience
• Physical condition
• Specific skills and knowledge
• Personal characteristics
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11-8
© The McGraw-Hill Companies, Inc., 1999
Major Uses of Performance Appraisals
To identify training needs. To use as a promotion tool. To recognize workers’ achievements. To evaluate the hiring process. To judge the effectiveness of the orientation
process. To use as a basis for terminating workers.
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Child Care 86%
Employee/Assistance Plans 85%
Flexible Schedules 68%
Elder Care 30%
Survey of 1,500 Major Employers
Benefit % of Employers
Employers Offering Family-Friendly Benefits
11-9
Source: Hewitt Associates; Bureau of Labor Statistics
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Unusual Benefits Offered to Workers
Steelcase — 1,200-acre camping and recreational area for workers.
SYNOVUS — $50 bonus to take physical exam; $200 reward if vital signs are OK.
Los Angeles Dodgers — Free ice cream for Staff if team is in first place.
XEROX — Life Cycle Account or $1,000 to help employees with major thresholds (buying a home, college).
11-10
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© The McGraw-Hill Companies, Inc., 1999
Percentage of Employers that Grant Family Leave
0
10
20
30
40
50
60
70
12 weeks
13-16 weeks
26 weeks
52 weeks
Other Options
Amount of Leave time
percent
Employers with 50 or more employees
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11-11
© The McGraw-Hill Companies, Inc., 1999
11-12
Irwin/McGraw-Hill © The McGraw-Hill Companies, Inc., 1999
Job-Oriented Motivational Techniques
Job Enrichment & RedesignTelecommutingFlextimeCompressed WorkweeksWork and Job Sharing
© The McGraw-Hill Companies, Inc., 1999SOURCE: The Conference Board
11-13
Employee request 88.2%Support of corporate image69.8%Part of work/family initiative67.1%Recruiting advantage 60.5%Support work-force diversity55.2%Increase productivity 51.9%Prevent turnover 51.3%
Company’s Reasons for Establishing Flexible Work Plans
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11-14
Irwin/McGraw-Hill © The McGraw-Hill Companies, Inc., 1999
It’s okay to ask any applicant whether he or she has an automobile.
It’s appropriate to ask applicants to attach photographs to their applications.
During interviews, it’s appropriate to ask an applicant his or her age.
It’s appropriate to ask if an applicant is a naturalized U.S. citizen.
It’s not appropriate to ask an applicant about past work experience.
Decide if the following statements are true or false
What Do You Know About Equal Employment Opportunity Laws?
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Irwin/McGraw-Hill © The McGraw-Hill Companies, Inc., 1999
You may ask an applicant to indicate what foreign languages he or she can read, write or speak fluently.
It’s appropriate to ask an applicant if he or she has an arrest record.
It’s okay to ask whether the applicant is physically able to lift heavy weights.
It’s appropriate to ask women questions about child- care arrangements.
You have the right to ask an applicant for names of work-related and personal references.
Decide if the following statements are true or false
What Do You Know About Equal Employment Opportunity Laws?