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Chapter 9 - Human resource management: Getting the right people for managerial success. In this chapter, we will address the following questions: How do effective managers view the role of people in their organization’s success? To avoid exposure to legal liabilities, what areas of the law do I need to be aware of? How can I reduce mistakes in hiring and find great people who might work for me?. | Chapter Nine Human Resource Management: Getting the Right People for Managerial Success McGraw-Hill/Irwin Copyright © 2013 by The McGraw-Hill Companies, Inc. All rights reserved. Major Questions You Should Be Able to Answer 9.1 How do effective managers view the role of people in their organization’s success? 9.2 To avoid exposure to legal liabilities, what areas of the law do I need to be aware of? 9.3 How can I reduce mistakes in hiring and find great people who might work for me? 9.4 Once people are hired, what’s the best way to see that they do what they’re supposed to do? Major Questions You Should Be Able to Answer 9.5 How can I assess employees’ performance more accurately and give more effective feedback? 9.6 What are the various forms of compensation? 9.7 What are some guidelines for handling promotions, transfers, disciplining, and dismissals? 9.8 What are the principal processes and issues involved in organizing labor unions? Strategic Human Resource Management Human Resource Management consists of the activities managers perform to plan for, attract, develop, and retain an effective workforce Understanding Current Employee Needs Job analysis determining the basic elements of a job by observation and analysis Equal Employment Opportunity Equal Employment Opportunity Commission job is to enforce antidiscrimination and other employment-related laws Equal Employment Opportunity Sexual harassment consists of unwanted sexual attention that creates an adverse work environment Quid pro quo – tangible economic injury Hostile environment – offensive work environment Recruitment Recruitment process of locating and attracting qualified applicants for jobs open in the organization internal, external Internal recruiting means making people already employed by the organization aware of job openings External recruiting means attracting job applicants from outside the organization Recruitment Realistic job preview gives a candidate a picture of both the positive and negative features of the job and the organization before he or she is hired people tend to quit less frequently and be more satisfied Five Steps in the Training Process Figure 9.2 Orientation, Training, & Development Training educating technical and operational employees in how to better do their current jobs Development educating professionals and managers in the skills they need to do their jobs in the future Performance Appraisal Performance appraisal consists of assessing an employer’s performance and providing him with feedback Performance Appraisal Objective appraisal based on fact and often numerical measure results harder to challenge legally also called results appraisal Performance Appraisal Subjective appraisal based on a manager’s perceptions of an employee’s traits and behaviors BARS—rates employee gradations in performance according to scales of specific behaviors Effective Performance Appraisal Formal appraisal conducted at specific times throughout the year and based on performance measures that have been established in advance Informal appraisal conducted on an unscheduled basis and consists of less rigorous indications of employee performance
