Hrm chapter 8 slideshare Often employees do not know what are expected from them. Training ensures employees learn skills for their jobs and is important for good management. Nature and Role of Safety, Health, and Wellness Many workplaces have features that could threaten the safety and health of employees if not managed properly. Construction dispute prevention Adequate contract documentation, negotiation, early consideration and allocation of project risks, team building (partnering), This document summarizes key aspects of human resource management related to individual/organizational relationships, absenteeism, turnover, and retention from Chapter 3 of a textbook. • In the context of managing people, the reward system emphasizes a core facet of 4. Discuss what This document summarizes key topics from a chapter on human resource management, including: the four main functions of HRM (staffing, training, motivation, and maintenance); how the HR department is typically Editor's Notes #3: The purpose of this chapter is to explain what human resource management is, and why it’s important to all managers. Third- training program implementation 8–10 1- on the job training Means having a person learns a job by actually doing it. 7. We’ll see that HRM activities such as hiring, training, appraising, compensating, and 3. Explain what is meant by reliability and validity. • Firms create value and does not only include financial function, it This chapter discusses recruitment and selection. “The management of man” is a very important and challenging job because of the dynamic nature of the people. Fundamentals of Human Resource Management, 10/e, DeCenzo/Robbins Chapter 8, slide 10 The Purpose of New-Employee Orientation Top management is often visible during the new employee orientation Garry Dessler Human Resource Management Chapter 3 Part 1 - Download as a PDF or view online for free 4. 21 Assessing Training and Dev’t Needs cont’d C)Individual Level Assessing present deficiencies in specific skills, knowledge and attitudes. The Legal Environment Equal Opportunity Employment (1972) Civil Rights Act of 1964 amended Prohibits employment discrimination on the basis of sex, religion, 1. Staffing Organizations Model Staffing Policies and Programs Staffing System and Retention Management Support Activities Legal compliance Planning Job analysis Core Staffing Activities Recruitment: External, internal Selection: 2. This is illustrated by the various models summarized in this section which 15. The main topics we’ll cover include orienting employees, the training process, analyzing training needs, implementing 3. To secure integration to the individuals and organization by reconciling individual group . H U M A N R E S O U RC E M A N AG E M E N T P RO C E S S E S • COMPENSATION - refers to any payment given by an employer to an employee during their period of employment. Meet the organizations legal and social obligation regarding the composition of its #5: Recall (Chapter 4) that firms hold a competitive advantage when they possess or develop resources that are valuable, rare, inimitable, and organized. 1 Concepts and causes of Industrial Actions. • Many companies today recognize the importance of people in meeting The vast majority of HRM professionals have a college degree, and many also have completed post graduate work. It defines HRM and HRD, compares their functions, and outlines the scope, objectives, roles and challenges of HRM in Human Resources Management The HRM process consists of planning, attracting, developing, and retaining the human resources (employees) of an organization. Human Resources and the Organization • To achieve success depends increasingly on the ability of an organization to manage its human capital. The history of its development goes back to the early management pioneers, Robert Owen Application of Motivation in HRM We can create positive work environment and the employees can get motivated to work harder in their jobs if their job satisfaction is guaranteed. Line 8. ” - Alfred Chapter outline Trade disputes 8. Meaning of Job Analysis Job analysis is the process of studying and collecting information relating to the operations and responsibilities of a specific job and human qualities 5. A coordinating function: coordinating HRM activities across the organization. Learn how to analyze training needs, design effective programs, implement them successfully, and evaluate outcomes. 6. Organizing company’s resources+ determining the organizational structure of the group. Work-force Diversity In the past HRM was considerably simpler because our work force was strikingly homogeneous. 2 ) For replacement of persons This document summarizes a PowerPoint presentation on human resource management. Identifies who needs training or development in what and how long. Training and Developing Employees Behavioral Objectives After studying this chapter, you should be able to: Describe the basic training process. Explain and illustrate at least six factors that affect the usefulness of interviews. Fundamentals of Human Resource Management, 10/e, DeCenzo/Robbins Chapter 7, slide 4 The Selection Process completing the application Gives a job-performance-related synopsis of what applicants have This document discusses 6 key challenges facing human resources management: 1) responding strategically to competitive changes, 2) competing, recruiting, and staffing globally, 3) setting and achieving corporate social However, as explained in the next section of the chapter, HRM is more diverse than interpretations of the original concept can lead us to believe. To assess the surplus or shortage of human resources & take measure accordingly To maintain congenial industrial relations by maintaining optimum level & structure of HR To minimize imbalances caused due to non 8. It discusses the This document provides an overview of managing global human resources. Other industries were textiles, jute, fish, Discuss how cultural environments affect human resource management (HRM) 2. In fact, the best Chapter 8 Selecting Human Resources - Download as a PDF or view online for free 3. measure actual performance 4. JACKSON PowerPoint Presentation by Charlie Cook The University of West Alabama Strategic HR ManagementStrategic HR Management and Planningand Planning Chapter 4. • A job evaluation is the process of establishing how much compensation to allocate to a job. Introduction • Reward systems is to enhance the motivation of individual employees, and hence their current on the job performance. Many organizations follow the deliberate Chapter Learning Objectives After reading this chapter, you should be able to: • discuss issues relating to the various approaches to staffing foreign operations • provide reasons for using international assignments: filling History of Personnel/Human Resource Management (P/HRM) The industrial revolution- during this period machines were brought in; technology made rapid progress, jobs were more fragmented where the worker did only a 2. 2. Proper selection of the appropriate techniques will be less costly for the organization. 442 OF 1974 A Decree Instituting a Labor Code Thereby Revising and Consolidating Labor and Social Laws to 8. There is a continuous movement of employees in the form of promotion, transfer, demotion or separation. Meeting Needs of human resources Recruitment is the process of attracting the best individuals to join the company on a timely basis in sufficient numbers and meeting the qualification requirements, thereby encouraging 8. Chapter overview. Lack of access to healthcare and paid sick leave are among the concerns. It is the functional authority of the HRD to screen the 7. It discusses human resource planning and job analysis. The chapter outlines the The presentation covers defining performance appraisal and management, setting employee goals and work standards, potential problems with appraisals and solutions, who should conduct appraisals, conducting 2. In return, the employee will 8. • Strategic human resource management is the practice of attracting, developing, rewarding, and retaining employees for the benefit of both the employees as individuals and the organization as a whole. Explain the nature of at least five training techniques. Characteristics Of Strategic HRM 1) Recognition of the outside Environment: Laws , Economic conditions , Social and demographic change , Domestic and international political forces and Technology . Fundamentals of Human Resource Management, 10/e, DeCenzo/Robbins Chapter 7, slide 4 The Selection Process completing the application Gives a job-performance-related synopsis of what applicants have The document discusses various topics related to training and developing employees. Strategic Human Resource Management Strategic Human Resource Management – The linking of HRM with strategic goals and objectives in order to improve business performance and develop organizational cultures 8. 21. Fundamentals of Human Resource Management, 10/e, DeCenzo/Robbins Chapter 6, slide 8 Recruiting Sources Advantages good public relations morale building encourages individuals who are qualified and The document discusses performance management (PM) and outlines key concepts from Chapter 1 of the text, including: - Definitions of PM and how it differs from performance appraisal by being ongoing, strategic, and 8. LEARNING OBJECTIVES You should be able to: Explain the strategic importance of human resource management Describe the human resource management process Differentiate between job descriptions and job 6. Transition from HRM to Strategic HRM Changes in the business environment brought about by globalization and the development of new technology have made it mandatory for organizations to involve HRM in the 2. HR Planning HRM - Download as a PDF or view online for free. APPLICATION OF JOB ANALYSIS TECHNIQUE There are many techniques that can be used in conducting a job analysis. Evolution of HRM 7 A number of academics and practitioners in the past have contributed a great deal to the development of HRM. Explain the employee’s, manager’s, and employer’s career development roles. (4) Staff managers’ HRM responsibilities a. Fundamentals of Human Resource Management, 10/e, DeCenzo/Robbins Chapter 14, slide 8 Labor Legislation Ø also known as the Labor-Management Relations Act Ø amended Wagner to address employer The document provides an introduction to human resource management. According to McFarland, “Staffing is the function by which managers build an organization through the recruitment, selection, and development of individuals as capable employees. Objectives of HRM Strategy management: This is an important aspect of any organization and plays a vital role in human resource management. • HR 7. Specifically, ATTRIbUTES OF HRIS • A part of the organization's larger management information system • An integration of HRM and Information Systems • Helps HR managers to perform the functions in an effective and 1. It discusses key topics such as: 1. - Coaching method: Acquiring skills by observing the 3. Chapter 14: Managing Human Resources Posting Job Openings • Each available position should be posted as soon as it is open • Some hotels make positions available to internal applicants before outside applicants • 4. It outlines the goals of HRM as hiring, attracting, retaining, motivating and training employees. OB uses scientific research to understand and make organization life, as it helps to predict what people will do under various conditions It helps The document summarizes key concepts from Chapter 5 of the textbook "Fundamentals of Human Resource Management" by DeCenzo and Robbins. A line function: directing and managing people in the HRM department. Historical Background of HR Practices in Bangladesh Bangladesh was pursuing market economy Service sector and agricultural sector were contributing merely equally. Development Effort HRM, EEO, AND THE LAW Human Resource Management- Chapter 2 2. It covers the process of socializing new employees through orientation to help them adjust to their new roles. The definition of human resource management versus global human resource management and the core 8. These include: 9IHRM Chapter 1 • Being responsible for a greater number of functions and activities 19. No two people are similar in mental abilities, Human resource management involves planning, recruiting, selecting, training, and rewarding employees to help organizations meet their goals. Definitions of Job Analysis Harry Wylie: “Job analysis deals with the anatomy of the job This is the complete study of the job embodying every known and determinable factor, including the duties and responsibilities 2. 16. HRM is concerned with the human beings in an organization. Your safety and health at work: • All employees must know their rights and responsibilities regarding their safety and health at work. After studying this chapter,After studying this chapter, you should be able to:you should be able to: 1. It discusses key points such as the definition of HRM, the history and evolution of HRM approaches, functions of HRM including strategic and Fundamentals of Human Resource Management, 10/e, DeCenzo/Robbins Chapter 10, slide 8 The Appraisal Process Ø measurement of performance using information from: 3. • They should be aware of the general laws applicable to them. Line and Staff Aspect of HRM • Line managers are authorized to direct the work of subordinates- they are always someone’s boss. • This process involves using internal and external data to determine what a given position's salary range should be, 46. Planning for human resource management Acquiring the project team Developing the team This document provides an overview of Chapter 10 from the textbook "Management" by Stephen P. HR managers manage 3. Participant Role: HRM offers its assistance for This chapter discusses training and developing employees. STUDENT ZONE Chapter 3 International Human Resource Management John Bratton CHAPTER OVERVIEW Chapter 2 outlines some developments in global capitalism and how they plays out in terms of The main topics we’ll cover include the meaning of human resource management; why HRM is important to all managers; global and competitive trends; HRM trends; and the plan of this book. Tends to be narrowly focused and oriented toward short-term performance concerns. v The practice of HRM in the international context is different from its domestic counterpart in a number of ways. This is a pyramid showing some of the key questions employees of organization ask to employer. PRESIDENTIAL DECREE NO. MATHIS JOHN H. 2 MAJOR FEATURES OF HRM HRM is human focus: concerned with the people dimension of the organizational management. It begins by outlining the objectives of the chapter, which are to identify different organizational forms for competing internationally, explain differences between 2. Output = Productivity Input Produktivitas bisa kita dapatkan dengan membagi volume pekerjaan yang telah terpasang dengan jumlah man-days yang dibutuhkan untuk penyelesaian pekerjaan sebesar volume HRM | Course | Chapter 1 Wonder Box - Download as a PDF or view online for free FORECASTING on HR Predicting the future bases on the recent and past information Creating level analysis on external environment factors Identifying the 5. It defines recruitment as attracting qualified individuals to apply for jobs, and selection as determining the relative qualifications of applicants. Overview & Definition HRM is the management of various activities that are designed to enhance the effectiveness of the manpower in an organisation in the achievement of organisational goals. TELKOM University 4 Based on the current jobs and job’s design, HR then make a forecast for the future demand and supply of employee for the organizations HR develop staffing plan proactively To support organization 8. Today’s work force comprises of people of different gender, age, social class sexual orientation, 10. Who makes the selection decisions? the HRD is a staff department and as a functional authority to assist line managers in all related personnel functions. In addition, line managers are in charge of accomplishing the organization’s basic goals. The topics we discuss include personnel planning and forecasting, recruiting job candidates, and developing and using application This chapter introduces human resource management (HRM) and its key concepts. If they are, and then if you can forecast the business activity (like sales), you Editor's Notes #3: The purpose of this chapter is to increase your effectiveness in training employees. OBJECTIVES OF HRM To effective utilization of the human resources. 4. Describe the appraisal process. THE HR TRIAD Responsibility for formulating and implementing HRM strategies rests with all members of the HR Triad—HR professionals, line managers, and employees—working together to achieve common goals. Importance of OB OB provides a road map to our lives in organizations. • Strength: Both the parties in collective The chapter is divided into three sections; Big-picture issues Lower-level issues related to job analysis Lower-level issues related to job design Job analysis - has focused on 3. Develop, evaluate, and administer at least four performance appraisal tools. Changes in employment status are bound to take place during the period of employment. • All employees have 1. Specific topics covered include the HRM environment, job analysis, planning, The document discusses human resource management and human resource development. Fundamentals of Human Resource Management, 10/e, DeCenzo/Robbins Chapter 5, slide 3 HR planning must be linked to the organization’s overall strategy to compete domestically and globally translated The course covers 8 chapters that introduce concepts such as the definition of HRM, its evolution and development, importance and objectives. Compensation Strategy: • The intentions of the organization on reward Discover the strategic training process that enhances employee skills, motivation, and learning. Describe The document discusses the employee selection process, including defining the steps as job analysis, identifying job requirements, selecting assessment methods, evaluating reliability and validity, and using Giving employees opportunities to learn and develop creates a positive work environment, which supports the business strategy by attracting talented employees as well as motivating and retaining current employees. Explain what human resource management (HR) is and how it relates to the management process. Job responsibility based on skills 7. Definition of Motivation Motivation – the process of arousing and sustaining goal-directed behavior In narrow sense, motivation is a process of satisfying the wants and needs of the employees and inducing, encouraging 7. Developing courage, personal commitment and performance standards. List the main types of selection interviews. An effective HRIS also produces and forecasts several important reports related to business operations a. This PowerPoint presentation summarizes key points from Chapter 7 of the 11th edition of the textbook "Human Resource Management" by Gary Dessler regarding interviewing job candidates. Universal Models: This approach posits that certain 'best HR practices' are universally effective, regardless of the specific circumstances of an organization. ” - Bill Gates, Microsoft “ Take my assets, leave my people, and in five years I will have it all back. It begins with an introduction to employee orientation and the training Topics covered in orientation include company overview, policies, safety measures. Line managers are responsible for directing work and achieving 8. Safety involves protecting employees from injuries 1. Definition: HR Development A recent review of the definition of HRD by Mclean and Mclean (2001) provides many insight into the field of Human Resource Development (HRD) >> HRD may vary from one country to another 2. TELKOM University - 0419056705 •Performance improvement •Compensation adjustment •Placement decision •Training & development needs •Career planning & development •Staffing proccess deficiensies •Improve job 3. This chapter discusses managing human resources internationally. 8. Fundamentals of Human Resource Management, 10/e, DeCenzo/Robbins Chapter 5, slide 3 HR planning must be Ø linked to the organization’s overall strategy to compete domestically and globally Ø 11. Chapter 1 Jack Welch- Winning “ Elevate HR to a position of power and primacy in the organization, and make sure HR people have the special qualities to help managers build leaders and careers. the 8. Fundamentals of Human Resource Management, 10/e, DeCenzo/Robbins Chapter 4, slide 8 Current Issues in Employee Rights Drug Testing For current employees, it: Øoffers rehabilitation to those who fail Fundamentals of Human Resource Management, 10/e, DeCenzo/Robbins Relevant Supreme Court Cases HRM practices can be challenged by anyone, and HRM must be able to defend its practices. HR professionals can increase their career opportunities by taking advantage of training and This chapter discusses the dynamic environment of human resource management. 1. Three theoretical approaches to strategic HRM. Strategic Human Resource Management • Strategic Human Resource Management The linking of HRM with strategic goals and objectives in order to improve business performance and develop organizational cultures 8. Forecasting Personnel Needs • Scatter plot shows graphically how two variables—such as sales and your firm’s staffing levels—are related. Staff functions: Same 2. After studying this chapter, you should be able to: 1. History and Evolution of HR Key principles and practices associated with HRM date back to the beginning of mankind . Robbins and Mary Coulter. HRM involves recruiting, training, rewarding and evaluating employees. Objectives of human resource Achieve organizational goals One major HRM objective is to fulfil organizational goals. Human Resources Management HR Planning strategic 3. These 3. COMPENSATION MANAGEMENT Three Theories: 2. Routine reports - these are human resource data summarized on schedule basis like current manpower 14. The monetary benefits include basic salary, 5. The presentation covers personnel planning, recruitment, and selection. Give at least eight Plan for the Rest of the Book Part V: Employee Security and Safety Chapter 14: Labor Relations and Collective Bargaining Chapter 15: Employee Safety and Health Part VI: International HRM Chapter 16: Managing 8. 2) Organization Immediately after planning- need to organize the team according to plan. Compare employers’ traditional and career planningoriented HR focuses. We can use the same criteria to talk about the strategic impact of 9. Strategy and Development: Assessing the company’s strategic needs: Appraising manager’s current performance: • The aims of rotating through various assignments and educational experiences include identifying Exhibit 7 –3 Federal Laws Related to HRM 8. ” According to Koontz, 8. • Collective: Collective bargaining is a two way group process where the employers representative and employees representatives sit together to negotiate terms of employment. Prospective qualified candidates are found within the organization to fill up job vacancies above the entry level. 1 Concepts and types of trade disputes 8. Human Resource Planning Human Resource (HR) PlanningThe process of analyzing and identifying the need for and availability of human resources so that the organization can meet its objectives. Utilizing human resource to achieve business requirements and goals is very important for an effective 2. 3 The need for manpower planning 1) Assessing needs Human resource planning is required to determine whether there is any shortage Or surplus of persons in the organization. Fundamentals of Human Resource Management 8e, DeCenzo and Robbins Management Essentials • Primary Functions of Management – Planning – establishing goals – 12. (training a person while he is working ). Help reduce the probability that job applicants, once recruited selected, will leave the organization only after a short period of time. Identify significant changes that have occurred in workforce composition. It covers five main topics: 1) the importance of testing and selecting employees, 2) the concepts of reliability and validity in testing, 3) the basic categories of 2. Introduction • Human Resource- is the total of knowledge, skills, creative abilities, talents, aptitudes, values, attitudes & beliefs of an organization’s workforce • HRM views people as an important resource or asset to be used 2. Pro and Cons More 11. . Fundamentals of Human Resource Management, 10/e, DeCenzo/Robbins The HRM Functions The goal is to have competent, adapted employees. training and development Ø orientation: teach the rules, 3. The presentation covers the 2. 18. It may 8. Describe how technology is changing HRM. The key functions of HRM include recruitment and selection of 2. HRM is a pervasive activity: inherent in all organizations & concerns every manager in the 1. Business Strategy: • The direction in which organization is going in relation to its environment in order to achieve its objectives. 3. b. Cite and illustrate our testing guidelines. Chapter 2: EQUAL EMPLOYMENT OPPORTUNITY (EEO) AND THE LAW Objectives: Define employment discrimination and describe the various form Cite various discriminatory HRM issues that impact an organization’s HR 7. 1. Other Compensation Trends • Broadbanding Consolidating salary grades and ranges into just a few wide levels or “bands,” each of which contains a relatively wide range of jobs and salary levels. It is all about People “ Take our 20 best people and virtually overnight we become a mediocre company. Additionally, it addresses understanding 10. This movement is the ROBERT L. 2 Settlement of trade disputes Industrial Actions 9. Plan Human Resource Management—The process of identifying and documenting project roles, responsibilities, required skills, reporting relationships, and creating a staffing 11. Job losses are set to exceed predictions of 25 million worldwide According to a survey released by the International Trade Union Congress, 2. Effective socialization increases productivity, 7 Chapter 8 – Human Resource Management Relationship b/w HR and Business Objectives The objectives of the HR department will fit within the overall business direction and corporate Chapter 8 Human Resource Management . Training and Development Training Effort initiated by an organization to foster learning among its members. Equity Theory: The theory is that everyone who does the same exact amount, time and effort at work should receive the same compensation to prevent decrease in The purpose of this chapter is to improve your effectiveness in recruiting candidates. Types of Compensation Direct compensation It refers to monetary benefits offered and provided to employees in return of the services they provide to the organization. Sem. c. Evaluate and improve the appraisal form in Figure 9–1. The Strategic Nature • Strategic planning is a process used by an organization to determine its long-term vision and goals and how to accomplish them. Why Careful Selection is Important The importance of selecting the right employees – Organizational performance Fundamentals of Human Resource Management, 10/e, DeCenzo/Robbins Chapter 6, slide 16 Recruiting Sources recruiting alternatives Temporary help services: Ø temporary employees help organizations meet 8. Important Fundamentals of Human Resource Management Eighth Edition DeCenzo and Robbins Chapter 8 Socializing, Orienting, and Developing Employees Fundamentals of Human Resource Management 8e, DeCenzo 3. 2) The impact of This document summarizes key topics from Chapter 5 of the 11th edition of the textbook "Human Resource Management" by Gary Dessler, including: 1) techniques for employment planning and forecasting such as 9. It begins by outlining the learning outcomes which include understanding the purpose and process of employee orientation, the steps in 19. The framework (which Editor's Notes #2: The group will be reporting on the Selection and Placement standards and processes of which is one of the many functions of a Human Resource Department #3: The outline of our report #4: The chapter 2. More advanced 2. INTRODUCTION • Wilson (1995) defines reward systems as follows: “A reward system is any process within an organization that encourages, reinforces, or compensates people for taking a particular set of actions. Human Resource The document discusses employee selection and testing. The chapter discusses managing human resources and covers topics such as the human 10. A fundamental step in performance management is 5. The 4-step ADDIE model of training design, Chapter 8 – Human Resource Management Measuring HRM Effectiveness Things to consider when judging the effectiveness of HRM: Employee Motivation Is the employee stimulated to achieve the designated goal? Coordinating Role: HRM instructs new employees when and where to report; provides information about benefits choices. Human resource planning HR Planning Process Environment Scanning Purpose of HR Planning • To Maximize the use of Human Resources & ensure their ongoing development • To secure the production capacity 8. This document provides an overview of training and development techniques discussed in Chapter 8. To establish and maintain an organizational structure. II, 2018 Project HRM Processes A. Mechanisms were developed for the selection of tribal leaders, for example. Internal sources involve recruiting within the organization. Explain how you would go about validating a test. 3.
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