human resource management
DESCRIPTION
Human Resource Management. Lecture-41. Staffing. Human Resource Development. Employee & Labor Relations. HRM FUNCTIONS. Safety & Health. Compensation & Benefits. Staffing. Human Resource Development. Employee & Labor Relations. HRM FUNCTIONS. Safety & Health. - PowerPoint PPT PresentationTRANSCRIPT
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Human Resource Human Resource ManagementManagement
Lecture-41
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Staffing
HRMFUNCTIONS
Employee& Labor
Relations
Safety &Health
Compensation& Benefits
Human Resource
Development
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Staffing
HRMFUNCTIONS
Employee& Labor
Relations
Safety &Health
Compensation& Benefits
Human Resource
Development
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Recruitment &
Placement
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Human Resource Planning
(HRP)
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The systematic review of human
resource requirements.
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The Required Number ofEmployees
With The RequiredSkills
Are Available When Needed
HRP
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Planning Includes Planning Includes ForecastingForecasting
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Human Resource Planning
Human Resource Planning
Demand Supply
Gap?HR Needs
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Demand Forecasting
Demand Forecasting
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Statistical approaches
Judgmental methods
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Statistical approaches
1. Trend analysis
2. Ratio analysis
3. Regression analysis
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Judgmental methods
Managerial judgment
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Forecast Labor Supply
Human Resources Audit
Forecast Labor Demand
Supply = Demand?
Surplus:
LayoffsTransfersDemotions
Shortage:
Recruiting
TrainingCareer Development
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HR Information
Systems
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The system used to acquire, store,
manipulate, analyze, retrieve, and distribute information regarding an organization’s HR.
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Name: Kamran Tayyab DOB: 01/1/79
Job: Programmer Hired: 05/1/04
Education: MSE
Performance: Rising to the top
Pay: Rs. 25,000+12,000+2500
KSA: JAVA & C
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Common HRIS
Functions
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Job analysis information can be placed in the HRIS.
The program can write job descriptions and job specifications.
Constant monitoring of compliance with EEO legislation.
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Maintain records of rejected applicants.
Saves money and time in compiling reports.
Ensure that women and minorities or not be adversely affected.
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Track minority hiring, recruitment, and advancement.
Forecast supply and demand of labor from both the internal and external labor markets.
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Useful for internal recruiting.
Can post job opening for employees to access.
Can search for match between job specifications and applicant qualification.
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Applicant tracking system.
Administering and scoring ability tests.
Scanning resumes submitted online (web based or e-mail) or in person (or mail).
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Structured interviews.
Matching qualifications with open positions (finding a good fit).
Also, consider budgetary concerns.
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Help with registration, tracking training, monitor training costs, and schedule training.
Used to deliver training.
Career and managerial succession planning.
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Used to provide assessment tests to help employee’s plan their own career.
Predict career paths.
Provide PA instruments and results.
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Comparisons between employees, groups, or supervisors ratings.
Monitor attendance.
Monitor compliance with Labor Standards.
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Individual sale data can be accessed (tracking commissions).
Benefits can be managed and administered by computers.
Planned raises and wage histories.
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Record employee safety training.
Record employee exposure to various conditions and chemicals.
Track accidents and costs of accidents.
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Track disciplinary actions and grievances.
Labor contract data.
Worker seniority list.
Etc..
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Job Analysis: A Basic Human Resource Tool
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This Analysis Includes
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Identifying tasks/duties performed
Identifying Knowledge, Skills and Abilities (KSAs) required to perform those tasks
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Uses of Job
Analysis
Uses of Job
Analysis
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EqualEmployment
HRPlanning
PerformanceAppraisal
Recruitment Selection
HRResearch
Employee & LaborRelations
Compensation& Benefits
Safety &Health
HRDevelopment
Job Analysis
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Steps in Job
Analysis
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Step 1 Identify how information will be used
Step 2 Review background information
Step 3 Select representative positions to analyse
Step 4 Collect data to analyze job
Review information with incumbents
Develop job description/ specification
Step 5
Step 6
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Job Analysis Methods
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Questionnaires
Observation
Interviews
Employee recording/diary
Combination of methods
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Source of Data
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Employees
Supervisor
Manager
Job Analyst
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Job analysis outcomes
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Job description
Job specification
Job evaluation
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Job Description
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Job Title
Job Identification
Job Specifications
Essential Functions
1. Title.
2. Statement.
3. Essential Functions.
4. Specifications.
Job Description
1. XXX2. XXX3. XXX4. XXX
1. XXX2. XXX3. XXX4. XXX
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Job Specification
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Minimum Acceptable Qualifications
Educational Requirements Experience Personality Traits Physical Abilities
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Job Evaluation
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Establish job comparability
Compensation
Relative value
Competitive analysis
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The Hiring
Process
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Recruitment
Selection
Socialization
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RecruitmentThe process of generating
a pool of qualified candidates for a particular
job; the first step in the hiring process.
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SelectionThe process of making a
“hire” or “no hire” decision regarding each
applicant for a job
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SocializationThe process of orienting
new employees to the organization or the unit in
which they will be working
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Recruiting Goals
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ATTRACT POTENTIAL–Communicate the position
so that they respond–The more, the better
NOT UNQUALIFIED–Self select out–Saves time, money–The less, the better
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Sources of
recruiting
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Internal sources
External sources
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Internal Sources
Job Postings
Talentinventories
Promotions
Transfers
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External SourcesWalk-in
applicants
Traditional Media
Employee referrals
Employment agencies
Internet
School placement
Trade associations
Foreign nationals
Acquisitions/Mergers
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Alternatives to Recruiting
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HelpWanted
Overtime
Temporary
Workers
Employee
Leasing
Part-Time Workers
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SelectionWill I get a job?
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“Picking from the applicant
pool”
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Steps in the Selection Process
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•Initial Screening
•Application Blank
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•Pre-employment Testing•General Intelligence Tests
•Aptitude Tests
•Personality and Interest Tests
•Achievement Tests
•Honesty Tests
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•Interviews
•Structured Interview
•Unstructured Interview
•Mixed Interview
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•Background Checks
•Conditional job offer
•Medical Exam/Drug Tests
•Selection Decision
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Placement
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Socialization
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Teaching the corporate culture and
philosophies about how to do business.
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Socialization
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Orientation
Welcome party
Job rotation
On job training
etc.