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