3. One of important pieces of social legislation passed by
Congress was Civil Rights Act of 1964.
Title of that act brought the government directly into the
operations of human resource management. It prohibits
discrimination in hiring, firing, compensation,
apprenticeships, training, term, condotions or privileges of
employment base on race, religion, creed, sex or national
origin
4. In 1972,the Equal Employment Opportunity
Act(EEOA) was added as an amendment to title . It
permitted the EEOC to issue for acceptable employer
conduct in administering equal employment
opportunity.
The EEOC also mandated specific record-keeping
producers, and Congress vested it with the power of
enforcement to ensure these mandates were carried
out.
It become a formidable regulatory force in the
administration of human resource management.
5. The most policy enforced by the EEOC involved
affirmative action, designed to “right past wrong” of by
increasing opportunities for minorities and women
Reverse discrimination has been defined as discriminating
against members of dominant or majority group and it
was designed to correct previous discrimination. The issue
has generated heated debate as well as many lawsuit.
The Office of Federal Contract Complience Program
(OFCCP) ensures that employers comply with
nondiscrimination and affirmative actions laws and
regulations when doing business with the federal
government.
6. The Vocational Rehabilitions Act of 1973, extended protection to people with
any physical or mental disability
ADA( The Americans with Diabilities act of 1990) requires employers to give
applicants with physical or mental disabilities the same consideration for
employment as people without disabilities.
It also protects individuals with disabilities from discrimination in public
accommodations, transportation and telecommunications.
ADA requires making ‘’making reasonable accommodations” for employees
with disabilities
7. Employers must know and act in accordance with the
legal rights of their employees or risks costly court cases
Legislation affects all areas of human resource
management from hiring and training to compensation
Court cases demonstrate that it is sometimes legal to
provide special employment and training to correct
discrimination in the past
New court cases and legislation change human resource
management almost daily, the only way to keep current is
to read the business literature and stay familiar with
emerging issues
8.
9. An organisation needs employees who are
dedicated, efficient, good knowledge & skills
and trustworthy to be part of the team. Thus,
an employer will definitely need to look into
the required criteria’s before recruiting a
staff.
In order to do the hiring, an employer will
need to advertise the job vacancy. It can be
done through internal or external sources.
10. Internal sources are:-
a)Internal hiring from other department
b)Internal promotion
c) Recommendation
External sources are:-
a)Newspaper Job Advertisement
b)JobStreet
c) Company’s website
d)Company’s facebook
11. a) Application form – the candidates short-listed for the job will be required
to fill in the necessary information, such as, name, address, age, contact
number, education backgrounds, work experiences and references. Although
these information can be obtained from the resume but it is a formality by an
organisation to do so.
b) Interview – The candidate will be interviewed by a panel of interviewer
and during the interview the candidate will be asked questions on her
interests, education backgrounds, work related experiences and other
relevant issues pertaining to the post applied for. Here, the interviewer will
study on the candidate professionalism, confident level, expressions,
personality, language and general knowledge. Every organisation has its own
standard interview form to evaluate the candidate, that, each interviewer
will need to rate the candidate.
12. c) Employment test – there are organisations that may
require potential candidate to undergo employment test. A set
of questions will be set, for example, in hiring a
Communication & Information Executive, the potential
candidate may be required to write a half page press release
with a topic given with a specific time given. This is to
evaluate the candidate knowledge on the topic given,
language, speed and skill. This employment test is very
important for those in technical or engineering line, in order,
to know the level of the potential candidate understanding of
the machine to be handled or work related.
d) Confirming Background Information – This is also known
as reference checks or cross checks on the potential candidate
with the references given on the application form or resume.
There are organisation that may go to the extend calling the
potential candidate’s previous employee to do some
background checks.
13. e) Medical Check-Up – Multinational organisations will
usually require a medical check-up be done before any
hiring be done. This is to ensure the potential candidate is
in a way “fit” and “healthy”. The person is not suffering
from any kind of chronic diseases that may be at the cost of
the organization. The check-ups are done at selected panel
clinics and the cost is borne by the organisation.
f) Establishing Trial Period – Once the organisation is
satisfied with the Reference Checks & Medical Check-up,
the candidate to be issued Letter of Employment. In the
Employment Letter, states, name & identity card of the
employee, post of offered, salary, date joined, reporting
time, working hours, probation period and other benefits
15. Training focus on short-term skill while development focus on
long-term abilities. This includes three steps:
1.Assessing organization needs and employees skills in
determining training needs.
2.Designing training activities to meet identified needs.
3.Evaluating the training’s effectiveness.
Some common training and development activities are
employees orientation, on-the-job training, apprenticeship, off-
the-job training, vestibule training, job simulation and
management training
16. Orientation
An activity that initiates new employees into the organization,fellow
employees,immediate supervisor and to the policies,practices and objectives
of the firm
On-the-job Training
The employees will learn by doing,or by watching others for a while and
then imitating them at the workplace.
Apprenticeships
The trainees work alongside the experienced employee to master the skills
and procedures of a craft.
Off-the-job training
This training occurs away from workplace and consists of internal or
external programs to develop variety of skills or foster personal
development.
17. Online Training
This training demonstrate how technology is improving the efficiency of
many off-the-job training programs.Most universities and colleges offer
online classes.Both nonprofit and profit-seeking business make extensive
use of online training.
Vestibule Training
It is done in the classroom with equipment similar to that used on the job
so that employees learn proper method and safety procedures before
assuming a specific job asssignments.
Job Simulation
Use of equipment that duplicates job condition and tasks so that trainees
can learn skills before attempting them on job.It differs from vestibule
training in that it duplicate the exact combination of condition that occur
on the job.
18. Managers need to learn skills and empathy.They also need time
management,planning and human relation skills.This is the process of
training and educating employees to become good managers and then
monitoring the progress of their managerial skills.
Most management training programs include:
1.On-the-job coaching.
2.Understudy positions.
3.Job rotation.
4.Off-the-job courses and training.
19. Process of establishing and maintaining contacts with key managers in
your own and other organizations.
Diversity in Management Development
Women learned importance of networking and having
mentor.Unfortunately, women often have more difficulty in men in
networking or finding mentors since most senior managers are
males.Companies that take initiatives to develop female and minority
managers understand three crucial principle:
Grooming women and minorities for management position is not about
legality but rather about bringing more talent in the door.
The best women and minoritie will become harder to attract and retain.
Having more women and minorities at all level lets business serve their
increasingly female and minority customers better.
20.
21. To be precise, compensation is what an employee
gets in return to his contribution to the
organization. The term compensation includes
pay, incentives, and benefits offered by the
employers for hiring the services of employees.
Compensation planning plays an important role in
any HR department’s efforts to obtain, maintain
and retain an effective workforce.
22. A managed and competitive compensation program helps:
Attract the kinds of employees the business needs.
Build employee incentive to work efficiently and productively.
Keep valued employees from going to competitors or starting
their own firm.
Maintain a competitive market position by keeping costs low
due to high productivity from a satisfied workforce.
Provide employee financial security through wages and fringe
benefits.
23. Salary
Salary is a fixed amount of money or compensation
paid to an employee by an employer in return for work
performed. An employee who is paid a salary is expected to
complete a whole job in return for the salary.
Hourly Wage/Day Work
The term “hourly wage” describes a rate an employer
agrees to pay a worker per hour worked, such as $12
per hour or $17.50 per hour. The “average” is an
estimated hourly rate calculated using the
varying hourly rates of a group of workers in a specific
occupation.
24. Piecework system
Piece work (or piecework) is any type of employment in which a worker
is paid a fixed piece rate for each unit produced or action performed
regardless of time.
Commission plan
A commission plan is defined as an arrangement made in which people
are paid based on performance. An example of a commission plan is when
salespeople are paid 10 percent of every sale they make.
Bonus
Bonus systems are payment systems designed to increase production
by the awarding of incentives to employees.
Profit sharing plan
A profit sharing plan is a type of plan that gives employers flexibility
in designing key features. It allows the employer to choose how much to
contribute to theplan (out of profits or otherwise) each year, including making
no contribution for a year.
25. Gain sharing plan
Gain sharing is a system of management used by
a business to increase profitability by motivating
employees to improve their performance through
involvement and participation. As their performance
improves, employees share financially in
the gain(improvement).
Stock options
A stock option is a contract between two parties in
which the stock option buyer (holder) purchases the
right (but not the obligation) to buy/sell 100 shares of
an underlying stock at a predetermined price from
the option seller (writer) within a fixed period of time.
26. The two most common methods for teams involve:
-Skill-Based: compensation system that rewards
employees with additional pay in exchange for formal
certification of the employee’s mastery of skills,
knowledge, and/or competencies. Pay will increase as the
skill also increase.
-Gain-Sharing: The pay will increased as the performance
of the employees increase.
27. Definition
An employment benefit (as a pension or a paid
holiday) granted by an employer that has a
monetary value but does not affect basic wage
rates. Its include health insurance, group term life
coverage, education reimbursement, childcare and
assistance reimbursement, cafeteria plans,
employee discounts, personal use of a company
owned vehicle and other similar benefits.
28. • Retirement benefit plans
• Group health insurance
• Medical, prescription, dental, and vision plans
• Long-term care insurance plans
• Life insurance coverage
• Relocation assistance
• Legal assistance plans
• Transportation benefits
• Child care benefits
• Adoption assistance
• Employee discounts (e.g. wellness programs, hotels and resorts,
movie theatre, theme parks, business establishments, etc.)
29. At Google’s cafeterias, gourmet chefs create a wide variety of healthy and delicious
meals every day. Google also offers snacks to help satisfy its employees in between
meals. It’s all on the company’s tab.
Employees can relax after a long day by playing billiards, braving the rock
climbing wall, or taking a dip in the company pool. There’s an onsite beach
volleyball pit, video games, Foosball, ping pong and roller hockey.
Google is a pet-friendly campus. Owners are responsible for cleaning up after pets
at all times.
30. Employees can do their laundry for free in company washers and dryers; Google
even provides free detergent. Dry cleaning is also available.
Tired employees can take a break in a decompression (stress) capsule that is
impermeable to sound and light.
If employees need a break from their desks, they can work out in the gym or take
exercise classes. If the employees is in the mood for a mental workout they can
also study Mandarin, Japanese, Spanish and French, or visit the mobile library.
Additional perks include ski trips, company movie days, summer picnics,
Halloween & holiday parties, health fairs, quarterly group off sites, a credit
union, saunas, roller hockey, outdoor volleyball courts, discounts for products and
local attractions.
31. An employee benefit plan that allows staff to choose
from a variety of benefits to formulate a plan that best
suits their needs.
Cafeteria plan options may include health and accident
insurance, cash benefits, tax advantages and/or
retirement plan contributions.
These plans become more useful as diversity within
workforces continues to grow.
For example, the benefit needs of young families may
differ greatly from those of a single person.
32. Among the many roles of the manager in a
business, one of the most important thing is
scheduling the employees. Scheduling employee
provides efficiency in the workplace. Adhering
to a daily schedule helps office workers manage
their time more effectively, which supports
individual performance and overall company
productivity.
33. This plan gives employees some freedom to choose
which hours to work, as long as they work the
required number of hours or complete their
assigned tasks. The most popular plans is the
employees need to arrive at the job station at 7:00
or 9:00 a.m. so that they can leave between 4:00 or
6:00 p.m. Flextime allows employees to adjust to
work or for life demands. Unfortunately, flextime
plans generally incorporate core time.
34. Another option that about one four of
companies uses is compressed workweek. An
employee works the full numbers of hours but
in fewer than the standard number of days. For
example, en employee may work for four 10-
hour day and then enjoy the long weekend.
35. Home-work based is where the workers can choose
their own hours, interrupt work for child care or other
tasks, and take time out for personal reasons. It
requires discipline to stay focused on the job and not
easily distracted.
Benefit for the employers;
Increase productivity
Broadens available talent pool
Reduces cost of providing on-site office space
36. Benefit for the employees;
Makes more time available for work and family
Reduces expenses of buying and maintaining
office clothes
Avoid office politics
More opportunities for individuals with
disabilities
37. This plan lets two or more part-time
employees share one full-time job. Students
and parents with small children, for
instance, may work only during school hours,
and older workers can work part time before
fully retiring or after retiring
38. Benefits of job sharing;
Provide opportunities for those who cannot or
prefer not to work full-time.
Reduce absenteeism and tardiness
Productive workforce
Ability to schedule part-time workers into
peak demand periods
