FINAL STUDY GUIDE Chapter 7 managing diverse human resources Managerial success effective HR management Organizational success manager s ability to attract develop leverage and retain superior HR Career success as manager it depends on how well you manage the HR for which you re responsible Managers require these capabilities o Recruit and select the right people o o o Determine reward system to motivate employees to perform at high level Effectively socialize and train people in unit Effectively evaluate employees performance Strategic role of HR management HR and strategy formulation o Executives look at their people their present and future capabilities determine company s competitive strategy advantage employee capabilities that are hard to copy create value HR and strategy implementation o 1 reason for managerial career derailment inability to successfully implement HRM activities o Requires help from HR executives AND managers General Framework for HRM Fit of HR activities with firm s strategy and environment leads to competitive advantage for the organization and for individual managers HRM goals applicable to all managers failure of either goal can influence success failure of other Getting the right people job analysis planning recruiting selecting Maximizing their performance potential socialization training job design evaluation compensation employee development HRM activities that get the right people aligned with its corporate strategy Job Analysis determination of scope depth of jobs and of requisite skills abilities and knowledge to perform job successfully Critical but often overlooked must analyze nature strategy of firm ex Motorola switched to a focus on quality and had to hire people that were capable for new training o Resulting data and insights are used to create job descriptions duties capabilities and job specifications skills experience education Planning assessing needs determining availability and creating plans for fulfilling needs Forecasting demand how many and what type of employees needed Netflix forecasted it needs to hire more people during recession o Assessing supply current top performers ex Netflix assess which employees to lay off o Formulating fulfillment plans what to focus on ex Netflix emphasizes company culture Recruiting determining which candidates you want to attract and undertaking activities to entice them to apply desired pool of candidates also depends on firm s strategy Job posting internal recruiting method in which a job its pay level description and qualifications are posted to all current employees o o o o Advertisements in newspapers or magazines o o o o Employment agencies it must understand organization requirements Employee referrals School placement centers filters out unqualified candidates Internet recruiting monster com careerbuilder com elance com Selecting use valid selection technique screening process o Interview most widely used technique usually its unstructured which gives it low validity Structured interview standard question set about qualifications capabilities related to job performance some questions illegal marital status race religion origin age o Written tests cost effective o Work sampling person tries job time and cost intensive o Work simulation simulate aspect of job o Assessment centers use a few techniques to get full assessment o o Background and reference checks 10 15 of applicants lie exaggerate factual information Physical examinations for physically demanding jobs HRM activities that maximize performance Socialization and training affects probability that new hires will stay with firm extent to which they perform well and to which they will develop full potential o Orientation provide broad overview of company activities key competitors policies etc o On the job training techniques job rotation staff development meetings mentoring special assignments o Off the job training techniques mostly in classrooms o o Technical interpersonal and conceptual training Training intended outcomes Smile Index simplest way of evaluating effectiveness of training observing trainees Understanding of correct incorrect employee behavior and why Opportunities to practice desired behaviors Feedback on performance Further opportunities to practice and improve o Job design re structuring of key job components ex job responsibilities determines which components to be put together how they should be arranged o Job sharing 2 people working part time for same job popular with working mothers o Reengineering fundamental rethinking and radical redesign of business processes to achieve dramatic improvements in critical contemporary measures of performance such as cost quality service or speed o Organizations are looking at ways to give employees more flexibility Evaluating employees performance performance appraisal managers most important yet difficult HR activity o Establish performance objectives and standards Purpose Measure employee performance against those standards Give employees feedback measurement evaluation o Types Graphic rating scales most popular quick and easy to complete and easy to quantify and compare ratings results Behaviorally anchored rating scales BARS reduces disadvantages of GRS places detailed employee characteristics on rating scale 360 degree feedback info is gathered from supervisors co workers subordinates and sometimes suppliers customers Effective performance feedback regardless of appraisal system used expectations must be clear and unbiased Critical incident specific incident in which employee s behavior performance were above or below expectations o Effective performance appraisal interview 1 Review work objectives goals or standards against employee s performance 2 Summarize employees overall performance including critical incidents 3 Discuss causes of low performance listen to employees explanation 4 Discuss different ways to improve future performance 5 Establish approach time table and review process for future performance period 6 Leave meeting on an encouraging and positive note Compensation encourages desired behavior o Pay structure range of pay for particular position classification of positions wage or salary Hierarchical broadband system pay structure in which the range of pay is large and covers a wide variety of jobs flexibility At risk variable compensation pay that varies depending on specified conditions including company profitability budget revenue or performance
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