Chapter 9_Attracting Best Employees Flashcards
What are Human Resources
people in an org
Human Resource Management
3 phases:
acquiring maintainng and developing
who does hrm
line managers and staff hrm specialists
workplace diversity
differences among people in a workforce
why is a diverse workforve good
org gets a marketing edge, increases creativity and innovation, helps attract top talent
acquisition phase steps
- planning
: managers must determine future hr needs - job analysis: procedure for studying jobs to determine their various elements and requirements (creates job description)
planning and job analysis prepares org for
recruiting process
once org has plannes its hrm needs they
recruit employees
compensation
must be comptetive to attract ne wtalents, fair enough to keep existing talent from leaving, and reasonableso company profits
3 comp type
salary
incentive
benefit
4 training methods
on the job
simulation
classroom
online
performance appraisal
FORMAL EVALUATION!
how good r u at ur job
-decide about pay raise
-promotions
-corevtive action
HRM activities
acquistion: recruiting hiring employees
maintenance: encouraging employees to remiain with the org and work effectively
development: improving employee skills and expanding cpabalitlites
Acquisition steps:
1) planning: how many poeple do we need
2) job analysis: what does each person ened to do
3) recruiting
4) who should we hire
5)orientation: training
Maintenance: maintaining good relationship
1) compensation
2) benefits (non monetary)
3) employee relations: how do we stay on good terms w employees
Development
training
performance appraisal: assesing performance
EQUITY
fairness
3 benefits of diversity
1) more ideas
2) we work in global markets os good MARKETING EDGE
3) retain top talent
HR forecasting (how many people od you need?)
1) company’s strategic plan: what are future business plans>
2) past staffing levels: how many people do we have rn?
3) industry and econ trneds: cchange in managemnt prac
2 techniques for HR forecasting
1) Replacement chart: list of key job roles, current employees, and potental/current vacancies
2) skills inventory: searchable database regarding peoples skills
Job Analsysis
meaning
steps
identify and determine job requirements and roles
1) document responsiblite
2)observe responsiblies
3) design the job
job spefcication
list of qualifications requireed to perform a particular job
what can require a new job analysis?
1) reorg of departments
2) expansion of business into oenw segments
3) industry or tech change that can change qualifications
what are job desciption
the things that you do in your job RESPONSIBILITIES
RECRUITING and SELECTING meaning
attracing qualified paplicatns, choosing the candidate
recruiting and selecting steps:
Attract a candidate pool.
Screen candidates.
Interview candidates.
Compare candidates.
Check references.
Make a job offer.
Probationary period
a period of time for the company to assess the job performance of a new employee and for the new employee to assess their fit with the company
How do firms determine how much to compensate
the industry
the level of job
the supply of candidate
3 forms of compensation
PAY AND OVERTIME (direct comp)
Incentive (pece rate system/commicison/bonus)
Fringe benefits (health plan, paid vacation, benefits pacalge)
why use non monetary benefits
1) increase employee occmmitment and productivity
2) competitive advantage bc more attractive to work there
is overtime pay a monetary benefit
YES
ORIENTATION
is the process of acquainting new employees with an organization
oRIENTATION ACTIVITES
1) COMPLETE PAPER WOKR
2) LEARN ADMIN DETAILS
3) EMPLOYEE INTRODUCTION
TRAINING
IMPROVING SKILLS YOU NEED IN THIS JOB!
development
process of preparing employees to take on MOREEE RESPONSIBILITY FOR PRESENT AND FUTURE POSITIONS!
Training and Dev methods
1) on the job (good but can distract regular employees)
2) simulations (physical or computerized CAN BE EXPENSIVE)
3) Teaching (retention is low)
4) online training (personal interaction low_
ORIENTATION VS TRAINING AND DEV
orientation: admin shit
training and dev: the actual work
3 goals of performance appraisal
1) evaluate performance against standards (let people know how they did based on standards)
2) make personnel decisions (decide on pay raises/promotions)
3) asses HRM practice (analyze where company is falling short, employee recruitment, training, and dev activities)
360 appraisal
Performance reviews that gather feedback about an employee from their peers, the people they supervise, and their superviso
avoiding appraisal error
1) make sure employees nkow what score means
2) make sure it was covered in orientation/train dev
3) use it to make personnel decisions (DO SMTHG ABOUT SCORES!)
LEGAL ELEMENTS OF HRM
1)protect employee rights
2) job security
3) eliminate discrimination
what protects rights of employees
CANADIAN CHARTER
what portects against discirmination
cnadian human rights act
whaat promotes job safety
OHSA
