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Chapter 10
- 1. Human Resource Management and Labor Relations Brown Mackie College Ramona L. Mata
- 2. Strategy and Human Resources Important because people are the most important resources a company has HR manages people Recruit Train Leadership Development Rewards and Recognition Compensation and Benefits Wellness Ethics and Social Responsibility Compliance
- 3. HR Planning Job Analysis- job duties and requirements and the relative importance of these duties Job Description Sample Job Description Job Specification is developed from the Job Analysis and the Job Description. Describes the KSA’s
- 4. HR Planning Process Job analysis Forecast Demand for Labor Forecast Internal Supply of Labor Forecast External Supply of Labor Develop Plan to Match Demand with Supply
- 5. Staffing Recruiting Internal External Pre-screening Interviewing Pre-employment Testing Drug Screening
- 6. Training On the Job (OJT) Oldest form of training Apprenticeship training
- 7. Performance Appraisal Define Performance Expectations Assist and Observe Performance Feedback Performance Evaluation
- 8. Wages and Salaries Pay for time worked = Wage Pay for performing the job = Salary Incentive Pay = special compensation designed to motivate employees to perform Bonus = individual performance incentive in the form of a special payment made over and above the salary Merit Salary = individual incentive linking compensation to performance (non-sales)
- 9. Wages and Salaries continued Pay for Performance = individual incentive that rewards a manager for high productivity Profit Sharing Plan = incentive plan for distributing bonuses to employees when the company profits rise above a certain level Gainsharing Plan = incentive plan that rewards groups for productivity improvements
- 10. Benefits Programs Workers Compensation Insurance Retirement Plans Cafeteria Benefits Plans
- 11. Legal Issues EEO Protected Class Affirmative Action OSHA AIDS Sexual Harassment Employment at Will The Patriot Act
- 12. New Challenges Workforce Diversity Knowledge Workers Contingent Workforce
- 13. Labor Unions Labor Relations Collective Bargaining Contract Issues Compensation Benefits Job Security
- 14. Negotiations Fail Strike Picketing Boycott Work Slowdown Lockout Strikebreaker Mediation Arbitration
Hinweis der Redaktion
- Job Analysis is a process to identify and determine in detail the particular job duties and requirements and the relative importance of these duties for a given job. Job Analysis is a process where judgements are made about data collected on a job. A job specification describes the knowledge, skills, education, experience, and abilities you believe are essential to performing a particular job. The job specification is developed from thejob analysis. Ideally, also developed from a detailed job description, the job specification describes the person you want to hire for a particular job.
- Through on-the-job training, workers acquire both general skills that they can transfer from one job to another and specific skills that are unique to a particular job. On-the-job training, typically includes verbal and written instruction, demonstration and observation, and hands-on practice and imitation. In addition, the on-the-job training process involves one employee—usually a supervisor or an experienced employee—passing knowledge and skills on to a novice employee.Read more: http://www.referenceforbusiness.com/encyclopedia/Oli-Per/On-the-Job-Training.html#b#ixzz2EohBwkeM
- Profit Sharing Shares or portions of profit for publicly traded company employee. Publicly traded companies are owned by many investors while the shares of a privately held company are owned by relatively few shareholders. Stocks and bonds are traded on the NYSEGain Sharing It is a group incentive, pay-for-performance wage system—a group bonus in which the entire factory workforce shares as a result of improving productivity above a certain level and decreasing rejects and rework. Moreover, while productivity gain is the object, the output must be a good product; rejects and customer returns are deducted from the output totals. Over a five-year period, the productivity gains should be close to 100 percent and the costs of rejects and rework greatly reduced.