Chapter 13 Flashcards
The Human Resource Management Process
Human resource management process: activities necessary for staffing the organization and sustaining high employee performance.
Identifying and Selecting Competent Employees (1 of 7)
Human Resources (HR) Planning:
Ensuring that the organization has the right number and kinds of capable people in the right places and at the right times.
Helps avoid sudden talent shortages and surpluses.
Steps in HR planning:
-Assessing current human resources.
-Assessing future needs for human resources and developing a program to meet those future needs.
Increased Scrutiny in the Selection Process:
Companies need to make investments in developing reliable and valid selection procedures to help make appropriate hiring choices.
Identifying and Selecting Competent Employees: Recruitment and Decruitment
Recruitment and Decruitment:
Recruitment: The process of locating, identifying, and attracting capable applicants to an organization.
Decruitment: Techniques for reducing the organization’s workforce.
Major Sources of Potential Job Candidates
Internet: Reaches large numbers of people; can get immediate feedback
Employee referrals: Knowledge about the organization provided by current employee; can generate strong candidates because a good referral reflects on the recommender
Company website: Wide distribution; can be targeted to specific groups
College/university recruiting: Large centralized body of candidates
Professional recruiting organizations: Good knowledge of industry challenges and requirements
Decruitment Options:
Firing: Permanent involuntary termination
Layoffs: Temporary involuntary termination; may last only a few days or extend to years
Attrition: Not filling openings created by voluntary resignations or normal retirements
Transfers: Moving employees either laterally or downward; usually do not reduce costs but can reduce intraorganizational supply–demand imbalances
Reduced Workweeks: Having employees work fewer hours per week, share jobs, or perform their jobs on a part-time basis
Early Retirements: Providing incentives to older and more senior employees for retiring before their normal retirement dates
Job Sharing: Having employees share one full-time position
Identifying and Selecting Competent Employees: Selection, Reliability, Validity
Selection
Selection: the process of screening job applicants to ensure that the most appropriate candidates are hired.
Reliability: the ability of a selection device to measure the same thing consistently.
Validity: the ability to trust that there is a proven relationship that exists between the selection device and some relevant job criterion.
Realistic job preview (R J P): a preview of a job that includes both positive and negative information about the job and the company.
Exhibit 13.6 Selection Decision Outcomes (X = Selection Decision, Y = Later Job Performance)
Accept and Successful = Correct Decision (Top Left)
Reject and Successful = Reject Error (Top Right)
Unsuccessful and Accept = Accept Error (Bottom Right)
Reject and Unsuccessful = Correct Decision (Bottom Right)
Providing Employees with Needed Skills and Knowledge (Employee Orientation)
Employee Orientation
Employee Orientation: Introduction of a new employee to their job and the organization.
There are two types of orientation:
- Work unit orientation: familiarizes the employee with the goals of the work unit, clarifies how their job contributes to the unit’s goals, and includes an introduction to their new co-workers.
- Organization orientation: informs the new employee about the organization’s objectives, history, philosophy, procedures, and rules. It should also include relevant H R policies and maybe even a tour of the facilities.
Providing Employees with Needed Skills and Knowledge (Employee Training)
Employee Training:
Training:
- Employee training is an important H R M activity. As job demands change, employee skills have to be altered and updated.
Retaining Competent and High Performance Employees
Performance Management System
Performance Management System: Establishes performance standards used to evaluate employee performance.
What Happens When Performance Falls Short?
- Discipline: actions taken by a manager to enforce an organization’s standards and regulations.
- Employee job counselling: a process designed to help employees overcome performance-related problems.
Retaining Competent and High Performance Employees (Compensation and Benefits)
Compensation and Benefits
- Compensation and Benefits: Managers must develop a compensation system that reflects the changing nature of work and the workplace in order to keep people motivated.
- Skill-based pay: A pay system that rewards employees for the job skills and competencies they can demonstrate.
- Variable pay: A pay system in which an individual’s compensation is contingent on performance.
Retaining Competent and High Performance Employees (Career Development)
Career Development
- Career: A sequence of positions held by a person during their lifetime.
Career Development: - Provides for information, assessment, and training.
Helps attract and retain highly talented people.
Contemporary Issues in Managing Human Resources (Managing Downsizing and Tips)
Downsizing: planned elimination of jobs in an organization.
Tips:
Treat everyone with respect.
Communicate openly and honestly:
- Inform those being let go as soon as possible.
- Tell surviving employees the new goals and expectations.
- Explain the impact of layoffs.
Follow any laws regulating severance pay or benefits.
Provide support/counselling for surviving (remaining) employees.
Reassign roles according to individuals’ talents and backgrounds.
More Tips for Managing Downsizing
Focus on boosting morale:
- Offer individualized reassurance.
- Continue to communicate, especially one on one.
- Remain involved and available.
Have a plan for the empty office spaces/cubicles so it isn’t so depressing for surviving employees.
Contemporary Issues in Managing Human Resources
Managing Work-Life Balance:
Employees have personal lives that they don’t leave behind when they come to work.
Organizations have become more attuned to their employees by offering family-friendly benefits:
- On-site child care
- Summer day camps
- Flextime
- Job sharing
- Leave for personal matters
- Flexible job hours
