human resources management. what are the functions of hrm? hiring, firing, evaluation, diversity,...

Human Resources Management

What are the functions of HRM?

Hiring, firing, evaluation, diversity, laws, motivation,

discipline, supervision, orientation, training &

development, collective bargaining…..

Poor HR…

Hire wrong people Staff under performs Employee dissatisfaction…attrition Difficult employees Under utilize employee capacities Break laws

The Turnover Situation…

• The Boomer Effect▫82.8 million boomers▫1946-1964

▫2013, 76+ million ready for retirement

▫Doesn’t account for death, illness, major life changes

60% of all companies don’t know what they are going to do about this

The Turnover Situation… The Gen X & Y Effect (1965-

1997) – 53% seek better compensation

and benefits.

– 35% cited dissatisfaction with potential career development.

– 32% said they were ready for a new experience.

The Turnover Situation… The Skilled Workforce Effect

– Staff reductions Do the job of 2 people More responsibilities

– More jobs require skilled workforce

– The economy! Over qualified

– Desire to keep part timers

– Hiring non P & R people

The Turnover Situation…

Fiscal Accountability– Hiring costs

@$3500 for entry & mid level@$7000 for upper level professional

– Training costs…new & current employees@$1200 per employee per year

– Break even point6.2 months for mid level managers

Organizational Capacity

Existing staff levels– Numbers

FT, PT, where they are on org chart

– ExpertiseHire more people with a specific expertiseExternal training & development…$$$Internal T & D….cross training

– Viable when expertise is within the agency

Organizational Capacity

Existing staff levels– Work allocation

Structural problemsRedundancy in jobsUnnecessary jobs – ie. middle level

managersUnder staffed in one area, overstaffed in

anotherCombine part time staff into 1 full timeFixing work allocation issues allows for

reallocation of resources

Organizational Capacity

Fiscal resources– Drives most HR decisions– May show a need, but have to have

resources– Show fiscal commitment – salary,

hourly, benefits, cost of the search

Organizational Capacity

Supervisory resources– Can staff increase their span of control?– Is a new supervisor needed?– Increases coordination– Impact on other staff in the unit

Ie. Shift in job responsibilities

Organizational Capacity

Physical resources & administrative support systems– Office space– Computers– Communication systems– Specialized equipment– Admin support

Organizational Capacity

Projected turnover of existing staffPosition Incumbent Age Promotability Bench strength

CEO M. Mouse 60 - Daisy, Donald

Dir of Rec Goofy 57 A Bambi, Caliope

Dir of Facilities

Aladin 27 B Cruella, Flounder

Marketing Manager

Huey 51 C -

A=ready for promotion; B=currently lacks training & experience for promotion, C=questionable promotability