MAN3025 Study Guide Test 3 Chapter 9 Human Resource Management o Getting the Right People for Managerial Success Strategic human resource management The legal requirements Recruitment selection Orientation training development Performance appraisal Compensation benefits Promotions transfers disciplining dismissals HOW DO MANAGERS MANAGE THEIR MOST IMPORTANT RESOURCE o The activities managers perform to plan for attract develop and retain an effective workforce is human resource management o The economic or productive potential of employee knowledge and actions is human capital advantage o Human capital is now seen as being vitally important to a company s competitive o Companies that engage in strategic human resources planning develop a systematic comprehensive strategy for understanding current employee needs and predicting future employee needs o Because companies need to understand the current employee situation before they can plan for the future they do a job analysis determine by observation and analysis the basic elements of a job and write a job description summary of what the holder of the job does and why and a job specification description of the minimum qualifications a person must have to do a job successfully o Predicting future employee needs means that the manager needs a good understanding of what personnel the organization might need and likely sources for the personnel o Managers should assume that the organization will change and so then will staffing needs and that personnel might come from inside or outside the firm o Some companies create a human resource inventory tracks employees by name education training languages and other important information which is used when considering inside employees for new positions HOW DO MANAGERS CHOOSE THE BEST PERSON FOR A JOB o The process of locating and attracting qualified applicants for jobs open in the organization is referred to as recruitment o There are two types of recruitment internal and external 1 Making people already employed by the organization aware of job openings is called internal recruiting o Companies use job postings where information about job vacancies and qualifications is posted on bulletin boards in newsletters and on the organization s intranet to find internal personnel 2 Attracting job applicants from outside the organization is external recruiting o The most effective source of external employees is referrals o Because people are often disillusioned after taking a job some companies provide realistic job previews where candidates are given both positive and negative features of the jobs and the organization before being hired o The process of screening job applicants and hiring the best candidate is the selection o There are three types of selection tools background information interviewing and process employment tests 1 Background Information application forms and resumes are basic sources of information about job applicants 2 Interviewing can be unstructured asks probing questions to find out what the applicant is like or structured asks each applicant the same questions and compares responses to a standardized set of answers 3 Employment Tests legally considered to consist of any procedure used in the employment selection decision process Three common employment tests are ability tests measure physical abilities strength stamina and so on performance tests measure performance on actual job tasks personality tests measure personality traits like adjustment energy sociability independence and so on using tests like the Myers Briggs assessment HOW DO MANAGERS HELP NEW HIRES BE SUCCESSFUL o Helping newcomers fit smoothly into the job and the organization is referred as orientation o Orientation should provide information on the job routine the organization s mission and operations the organization s work rules and employee benefits o Managers can also improve employee performance by providing training and development their current jobs o Training refers to educating technical and operational employees in how to better do o Development refers to educating professionals and managers in the skills they need to do their jobs in the future o Five Steps in the Training Process 1 Assessment Is training needed 2 Objectives What should training achieve 3 Selection What training methods should be used 4 Implementation How should training be effected 5 Evaluation Is the training working o Training that takes place at work is called on the job training o Training that takes place using classroom programs videotapes and so on is off the job o When computers are used to provide additional help or reduce instructional time there training is computer assisted instruction HOW SHOULD MANAGERS ASSESS THEIR EMPLOYEE S PERFORMANCE o Performance appraisal consists of assessing an employee s performance and providing him or her with feedback o This provides employees with an understanding of how they are doing relative to the firm s objectives and it helps with their development and training o There are two types of appraisals 1 Objective appraisals are based on facts and are often numerical 2 Subjective appraisals are based on a manager s perceptions of an employee s traits attitudes initiative leadership or behaviors specific observable aspects of performance o Most performance appraisals are done by managers but sometimes information comes from other sources like peers and subordinates o There are two types of feedback 1 Formal appraisals are conducted at specific times throughout the year and are based on performance measures that have been established in advance 2 Informal appraisals are conducted on an unscheduled basis and consist of less rigorous indications of employee performance WHO SHOULD BE PROMOTED WHO SHOULD BE DISMISSED o Deciding who to promote transfer or dismiss are all part of the manager s o Managers can recognize an employee s superior performance by giving the individual a o When an employee is moved to a different job with similar responsibility the employee responsibilities promotion has been transferred o Employees that are not meeting expectations may be warned or reprimanded and then disciplined o There are three types of dismissals layoffs imply that the dismissal is temporary downsizing is a permanent dismissal firing implies that the dismissal is permanent and that there was cause for the dismissal WHAT LEGAL ISSUES DO MANAGERS NEED TO BE AWARE OF o Managers need to be familiar
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