Chapter 7 Managing, Hiring, Training & Evaluating Employees PDF

CHAPTER 7 MANAGING, HIRING, TRAINING & EVALUATING EMPLOYEES Chapter 7 🞇 7.1 Definition of the human resource management (HRM) 🞇 7.2 Function of HRM 🞇 7.3 HRM components  HUMAN RESOURE MANAGEMENT Human Resource Management (HRM) refer to all...

CHAPTER 7 MANAGING, HIRING, TRAINING & EVALUATING EMPLOYEES Chapter 7 🞇 7.1 Definition of the human resource management (HRM) 🞇 7.2 Function of HRM 🞇 7.3 HRM components  HUMAN RESOURE MANAGEMENT Human Resource Management (HRM) refer to all the activities involved in determining an organization’s human resources needs, as well as acquiring, training and compensating people to fill those needs. HUMAN RESOUCE MANAGEMENT FUNCTION Human Resource Planning Recruitment Selection Training & development Assessing performance (performance appraisal) Compensation Employee Relations  HUMAN RESOUCE FUNCTION ⚫ 1) PLANNING FOR HUMAN RESOURCE NEEDS Human resource planning helps HR Manager in determining the firm’s future human resource needs through the following activities: ❖ Developing the organization’s overall strategic planning ❖ Forecasting the firm’s future demand for human resources ❖ Determining whether the needed human resources will be available ❖ Taking steps to match supply with demands ❖ The three main activities of HR planning are: i) Job analysis ii) Job description iii) Job Specification  Planning for Human Resources Needs Job Description – a formal, written explanation of a specific job. Describes about the job titles, the tasks, duties and responsibilities (TDRs) of a job, Job Specification-describes the qualification necessary for a specific job. educations, knowledge, skills, abilities and other characteristics (KSAOs) of the job holder. Job Analysis- The process of gathering detailed information of the job scope of a job, and the knowledge, skills and abilities required to perform the job well.  7 Job Description and Job Specification  2. Recruitment Process of attracting qualified job candidates to apply for employment in the organization (it a process of hiring a worker) Recruiting can occur internally or externally. First step in recruitment is a clear description of requirements in terms of the required number of applicants, job scope and the qualifications and skills needed.  RECRUITMENT PROCESS How to recruit? Internal recruitment External recruitment Hire staff from within the organization to Obtaining applications from individuals fill up a vacancy. It can be through outside the organization. promotion or transfer of existing staff. (advertisement in newspaper, employment agencies, colleges, vocational school, recommendation from current employees, competing firms, ADVANTAGES ❑Increased e’ morale & online websites, social networking) motivation ❑Fewer risks. Candidate’s abilities & skills are ADVANTAGES ❑Fresh view points known & ❑Save recruitment cost. perspectives DISADVANTAGES ❖Create unhealthy from external competition among current applicants may employee be positive to the ❖Unselected candidates will organisation. feel frustrated & DISADVANTAGES ❖More expensive demotivated ❖Higher risk as the ❖Inbreeding. Limit fresh applicants’ abilities perspectives & talents are less well known  Method of Recruitment External Recruitment Internal Recruitment Method Method advertiseme nt in Bulletin newspaper boards Internship Employment Social Competing agencies firms Referrals by Intranet/ Networking current email Vocational employees Campus/ schools college recruitment Competing firms online website  3. Selection The process of collecting information about applicants and using that information to make hiring decisions. Selection Process The applications & resume The Interview Testing Reference & background check Job Offer to New employees  i. The applications & resume Application form is a standardized form that requires the applicant to fill in background and experiences information’s. Resume is a document that is prepared by an applicant stating his qualification and career goals. Video Resume- a short video created by the candidates as supplement or replace written resume Video applications can serve to showcase the employees technical skills, creativity and personality. The goals is to eliminate candidates who fail to meet the minimum requirements (i.e. qualifications, work experience).  iii. Job Interview Successful candidates are normally called for an interview to further evaluate his/her suitability with the job and the organization.  ii. Testing 1. Abilities and performances test are used to determine whether an applicant has the skills necessary for the job. 2. Aptitude, IQ or personality test are used to assess an applicant potential for a certain kind of work 3. Physical examination test - to determine their sustainability for some jobs 4. Myers- Briggs Type Indicator - test for evaluating the honesty of applicants 5. Job Offer Applicants who pass all the above steps will be employed as new employees in the organization.  4. Training & development Training: Development: Teaching employees to do The process of learning beyond today’s job & has a more long- specific job tasks through either focus. Augments the skills and classroom development, on the knowledge of manager and job experience and off the job. professionals Mentoring: Involves supporting, training and guiding an employees professional development. Provide one to one interaction with the employees in the organization who not only teaches them but also acts as supporters as they progress in their jobs  4. Training & development BENEFITS TRAINING Improved recruiting – Today’s applicant is looking for an environment that foster personal growth and development. Higher retention – Employees will likely to stay with a company that values personal growth. Better performance-Highly skilled employees are more likely to perform better in their jobs.  TYPES OF TRAINING Off-the-job training: ▪ Takes place at a location away from the work site. On-the-job training: ▪Training conducted in a ▪ Conducted when the simulated wok employee environment. is at work. ▪ Conducted over an extended period of time in a real job setting. Class room training: ▪ teaches employees with lecturers, conferences, video, case studies and web based training.  ON THE JOB TRAINING ⚫ On the job training focuses on the acquisition of skills within the work environment generally under normal working conditions. Advantages 🗉 Easier for trainees to learn skill as training occurs in a real job setting. 🗉 It can be conducted over a longer period of time. 🗉 Workflow continues even though the trainees is still in training session. 🗉 Fast understanding (Easier to get feedback and do observation on employee performance) 🗉 Cost savings Disadvantages 🗉 Trainer may not an expert 🗉 Extended of time for training may cause boredom and create distractions and thus it may create a perception to other staff that trainee is slow in learning.  ASSESSING PERFORMANCE 1. Process of evaluating employees’ performance against predetermined criteria or standards 2. Asessing employees performances- their strength and weakness of the job. 3. It is crucial because it gives employees feedback on how they are doing and what they are doing and what they need to improve. 4. Method to assess employees performances: Objective /Subjective 36o degree feedback system  Who should conduct performance appraisal 🞇 Supervisor 🞇 Self 🞇 Peers or colleagues 🞇 Multi-rater  6. Compensation Wages paid directly for time worked, incentives for better performance, and indirect benefits that employees receive as part of their employment relationship with the organization.  Compensation Financial Compensation Wages Commission Salary Bonuses Profit Sharing  Compensation Benefits Nonfinancial forms of compensation provided to employees such as pension plans, health insurance, paid vacation, holidays Fringe benefits Sick leave, vacation pay, pension plans, health plansand any other extra compensation Soft benefits Include perks that help balance life and work. They include onsite child care, spa,  Compensation Cafeteria benefits plans Provide a financial amount to employees so that they can select the specific benefits that fit their needs.  27 Examples of Benefits Managing, Hiring, Training & Evaluating Employees  Compensation Managing Unionized Employees Labor Unions Employees organizations formed to achieve better pay, hours and working conditions. Resolving Disputes Labor tactics Picketing Strikes Boycotts  Compensation Managing Unionized Employees Management tactics Lockout Strikebreakers Outside Resolution Conciliation Mediation Arbitration TQVM…