Transcript Human Resource Management

Understanding
Management
First Canadian Edition
Slides prepared by
Janice Edwards
College of the Rockies
Copyright © 2009 Nelson Education Ltd.
Chapter 9
Human Resource
Management and
Diversity
Copyright (c) 2009 Nelson Education Ltd.
9-2
Learning Objectives
1.
2.
3.
4.
Explain the role of human resource management in
organizational strategic planning.
Describe federal and provincial legislation and societal
trends that influence human resource management.
Explain what the changing social contract between
organizations and employees means for workers and
human resource managers.
Describe the tools managers use to recruit, select, train,
and evaluate employees.
Copyright (c) 2009 Nelson Education Ltd.
9-3
Learning Objectives (Cont’d)
5.
6.
7.
8.
Explain how organizations maintain a workforce through
the administration of wages and salaries, benefits, and
terminations.
Explain the dimensions of employee diversity, as well as
the changing workplace and how to manage a culturally
diverse workforce.
Explain employment equity and why factors such as the
glass ceiling have kept it from being more successful.
Explain the importance of addressing sexual harassment in
the workplace.
Copyright (c) 2009 Nelson Education Ltd.
9-4
Human Resource Management (HRM)
•
•
To ensure the effective and efficient
use of human talent to accomplish
organizational goals.
Includes activities to attract, develop,
and maintain the work force.
Copyright (c) 2009 Nelson Education Ltd.
9-5
Ex. 9.1
Strategic Human Resource Management
Company Strategy
Attract an Effective Workforce
HRM planning
Job analysis
Forecasting
Recruiting
Selecting
Maintain an Effective Workforce
Wage and salary
Benefits
Labour relations
Terminations
Copyright (c) 2009 Nelson Education Ltd.
Develop an Effective Workforce
Training
Development
Appraisal
9-6
HRM is Changing
1.
2.
3.
Focusing on building human capital.
Developing global HR strategies.
Using information technology.
Copyright (c) 2009 Nelson Education Ltd.
9-7
Employment Legislation
•
•
•
Point of the laws is to stop discriminatory practices.
EEO Legislation attempts to:
•
balance the pay given to men and women.
•
provide employment opportunities without regard to
race, religion, national origin, and gender.
•
ensure fair treatment for employees of all ages.
•
avoid discrimination against disabled individuals.
Defines enforcement agencies for these laws.
Copyright (c) 2009 Nelson Education Ltd.
9-8
Ex. 9.3
The Changing Social Contract
New Contract
Old Contract
Employee
Employability, personal responsibility
Partner in business improvement
Learning
Job security
A cog in the machine
Knowing
Employer
Continuous learning, lateral career
movement, incentive compensation
Creative development opportunities
Challenging assignments
Information and resources
Traditional compensation package
Standard training programs
Routine jobs
Limited information
Copyright (c) 2009 Nelson Education Ltd.
9-9
HR Issues in the New Workplace
•
•
•
•
•
Teams and projects
Temporary employees
Technology
Work-life balance
Downsizing
Copyright (c) 2009 Nelson Education Ltd.
9-10
Ex. 9.4
Attracting an Effective Workforce
HR Planning
• Retirements
• Growth
• Resignations
Choose Recruiting
Sources
Select the
Candidate
• Want ads
• Headhunters
• Internet
• Application
• Interview
• Tests
Company Needs
Strategic goals
Current and future competencies
Market changes
Employee turnover
Corporate culture
Company Inducements
Pay and benefits
Meaningful work
Advancement
Training
Challenge
Copyright (c) 2009 Nelson Education Ltd.
Matching Model
Match with
Match with
Welcome New
Employee
Employee Contributions
Ability
Education and experience
Creativity
Commitment
Expertise and knowledge
Employee’s Needs
Stage of career
Personal values
Promotional aspirations
Outside interest
Family concerns
9-11
Assessing Organizational Needs
•
•
•
•
•
Job Analysis
Job Descriptions
Job Specifications
Legal considerations
E-cruiting
Copyright (c) 2009 Nelson Education Ltd.
9-12
Recruiting
Activities or practices that define the characteristics of
applicants for specific jobs.
•
Internal recruiting (promote-from-within), or
•
External recruiting sources.
•
Realistic job previews (RJPs) give applicants all pertinent
and realistic information.
Copyright (c) 2009 Nelson Education Ltd.
9-13
Selection
Determining the skills, abilities, and other attributes a person
needs to perform a particular job.
Selection devices most frequently used are:
•
Application form
•
Interview
•
Employment test
•
Assessment centre
Copyright (c) 2009 Nelson Education Ltd.
9-14
Training and Development
•
Orientation Training
•
Classroom Training
•
Self-directed Learning
•
Computer-based Training
•
Corporate Universities
•
Promotion from within
Copyright (c) 2009 Nelson Education Ltd.
9-15
Performance Appraisal
The steps of observing and assessing employee
performance, recording the assessment, and
providing feedback to the employee.
HRM professionals concentrate on two things:
1.
Accurately assessing performance
2.
Training managers to effectively use the
performance appraisal interview
Copyright (c) 2009 Nelson Education Ltd.
9-16
Maintaining an Effective Workforce
1.
2.
3.
4.
Compensation considerations:
•
wage and salary systems
•
compensation equity
•
pay for performance
Benefits
Succession Planning
When necessary, terminations
Copyright (c) 2009 Nelson Education Ltd.
9-17
Attitudes Toward Diversity
Ethnocentrism: the belief that one’s own group and
subculture is inherently superior to other groups or
cultures.
Mono-culture: a culture that accepts only one way of
doing things and one set of values and beliefs.
Ethnorelativism: the belief that groups and subcultures
are inherently equal.
Pluralism: means that an organization accommodates
several subcultures.
Copyright (c) 2009 Nelson Education Ltd.
9-18
Glass Ceiling
Invisible barrier that separates
women and minorities from top
management positions.
Copyright (c) 2009 Nelson Education Ltd.
9-19
Five Common Forms of Sexual Harassment
•
•
•
•
•
Generalized.
Inappropriate/Offensive.
Solicitation with promise of reward.
Coercion with threat of punishment.
Sexual crimes and misdemeanors.
Copyright (c) 2009 Nelson Education Ltd.
9-20