Professional Documents
Culture Documents
and
Human Resource Management
HRM Model
Employment Planning
HRP Process
Job Analysis
Job analysis
An assessment of the kinds of skills, knowledge, and abilities
needed to successfully perform each job in an organization.
Job description
A written statement of what a job holder does, how it is done, and
why it is done
Tasks, duties and responsibilities that the job entails
Job specification
A statement of the minimum acceptable qualifications that an
Recruitment
The process of locating, identifying, and attracting capable
applicants
Selection process
The process of screening job applicants to ensure that the most
appropriate candidates are hired
Internal searches
Advertisements
Employee referrals
Public employment agencies
Private employment agencies
School placement
Temporary help services
Employee leasing and independent contractors
Downsizing Options
Firing
Layoffs
Attrition
Transfers
Reduced workweeks
Early retirements
Job sharing
Decisions
Later job
performance
Accept
Reject
Correct decision
Reject Error
Accept Error
Correct
Successful
Unsuccessful
decision
Selection Terms
Reliability
The degree to which a selection device measures the same thing
consistently (stability)
Example: an individual consistently achieves nearly identical
scores on the same exam.
Validity
The proven relationship between a selection device and some
relevant criterion (relatedness)
Example: superior job performance and a high employment
test score
Selection Devices
Written tests
Intelligence, aptitude, ability, and interest test batteries
Performance-simulation tests
Selection devices that are based on actual job behaviors;
work sampling and assessment centers
Interviews
Effective if conducted correctly
Realistic job preview (RJP)
Providing positive and negative information about the job
and the company during the job interview
Employee Orientation
Orientation
The introduction of a new employee to the job and the
organization
Objectives of orientation
To reduce the initial anxiety all new employees feel as they begin
a new job
To familiarize new employees with the job, the work unit, and
the organization as a whole
To facilitate the outsiderinsider transition.
Training
Employee training
A learning experience in that it seeks a relatively permanent
change in employees such that their ability to perform on the job
improves.
Changing skills, knowledge, attitudes, or behavior.
Changing what employees know, how they work; or their
attitudes toward their jobs, co-workers, managers, and the
organization.
Organizational Analysis
Objectives
Resources
Internal environment
Operational Analysis
Expected Performance
Requirement (EP)
KSAs
Person Analysis
Actual Performance(AP)
Training Needs
Performance
Discrepancy (PD)
PD = EP -AP
Training Objectives
Performance Management
Group-order ranking
Requires the evaluator to place employees into a particular
classification such as top fifth or second fifth.
Individual ranking approach
requires the evaluator merely to list the employees in order from
highest to lowest.
METHOD
ADVANTAGE
Written essay
Simple to use
Critical incidents
Rich examples
DISADVANTAGE
More a measure of evaluators
writing ability than of employees
actual performance
Time-consuming; lack behaviorally
based quantification
Graphic rating
Provide quantitative
scales data; less timeconsuming than others
BARS
Focus on specific
and measurable job
behaviors
Multiperson
Compares employees
Time-consuming
Time-consuming
Performance impediments
Mismatched skills
Inadequate training
Employees personal problems
Discipline
Actions taken by a manager to enforce an organizations
standards and regulations
Employee counseling
A process designed to help employees overcome performancerelated problems
Performance Matters
Compensation administration
Determining a cost-effective pay structure that will attract and
retain competent employees, provide an incentive for them to
work hard, and ensure that pay levels will be perceived as fair.
Factors influencing pay levels
Employees job
Kind of business
Environment surrounding the job
Geographic location
Employee performance levels and seniority.
Benefits
Employee benefits
Nonfinancial rewards designed to enrich employees lives
Types of benefits
Social Security
Workers and unemployment compensations
Paid time off from work
Life and disability insurance
Retirement programs
health insurance
Workforce Diversity
Sexual Harassment
Sexual harassment
Sexually suggestive remarks, unwanted touching and sexual
advances, requests for sexual favors, or other verbal and physical
conduct of a sexual nature
Creates an intimidating, offensive, or hostile environment;
Unreasonably interferes with an individuals work; or
Adversely affects an employees employment opportunities.
Labormanagement cooperation
Involves mutual efforts on the part of a labor union and the
management of an organization.
Successful efforts to increase productivity, improve quality,
and lower costs require employee involvement and
commitment.
Labor unions have come to recognize that they can help their
members more by cooperating with management than fighting it.
Workplace violence
The increase in violent crimes being committed at the work
site.
Preventing violence in the workplace
Training supervisory personnel to identify troubled
employees before the problem results in violence.
Designing employee assistance programs (EAPs) specifically
to help individuals in need.
Implementing stronger security mechanisms.
Preventing violence paraphernalia from entering facilities
altogether.
Layoff-survivor sickness
The set of attitudes, perceptions, and behaviors of employees
who remain after involuntary staff reductions.
Dealing with the Survivor Syndrome
Provide opportunities for employees to talk to counselors about
their guilt, anger, and anxiety.
Provide group discussions for the survivors to vent their feelings.
Implement employee participation programs such as
empowerment and self-managed work teams.