You’re Hired!
Business Management
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Human Resource Management
• Human Resource Management (HRM):
– All the activities involved with acquiring, developing, and
compensating the people who do the company’s work
• HRM Activities:
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Employment
Wages and benefits
Employee relations
Health and safety
Performance management
Employee assistance programs
Employment planning and research
Copyright © Texas Education Agency, 2012.
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Selecting Personnel
• Establishing a need
• Recruiting applicants
– Current employees
– Unsolicited applicants
– Employment agencies
– Other sources
• Processing applications
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Promoting, Transferring, and Releasing
Employees
• Promoting, or advancing an employee, from
within a company is a favorable practice.
• Transferring across departments within a
company can provide new training opportunities.
• Discharging, or firing, an employee could be due
to a personality conflict or other issue.
• A layoff can be a temporary or permanent
reduction in workforce and can be the result of
changing business conditions
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Copyright © Texas Education Agency, 2012.
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Promoting, Transferring, and Releasing
Employees (continued)
• Employee turnover, the rate that employees
enter and leave a business, may greatly
increase hiring and training costs if it is high.
• Exit interviews can provide valuable
suggestions for improvements to human
resource issues in a business.
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Employee Compensation
• Wages: based upon time, mainly entry-level
– Waitress, clerical
• Salary: professional positions
– Teacher, doctor
• Commission: sales employees
– Real estate agent
• Piece-rate: paid by the unit produced
– Market researchers (paid by completed surveys)
– Factory workers
• Combination: salary + commission
– automobile sales
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Copyright © Texas Education Agency, 2012.
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Employee Benefits
• Non-wage compensation
• Insurance such as life, medical, dental,
disability
• Profit-sharing plans
• Retirement plans
• Flextime and job-sharing
• Cafeteria plan-employees choose from
options that meet their needs
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Copyright © Texas Education Agency, 2012.
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Employment Laws and Protections
• Occupational Safety and Health Administration (OSHA)
– Safety and health standards
– Inspections and investigations
• Fair Labor Standards Act
– Established minimum wage and overtime wage
– Limits and conditions on teen employment
• Social Security Act
– Income for retired and disabled workers
– Medicare-insurance for retired workers
• Unemployment Insurance
– Employee termination by employer
– Worker must actively be seeking employment
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Copyright © Texas Education Agency, 2012.
All rights reserved
Employment Laws and Protections
(continued)
• Workers’ Compensation
– Covers death, injury, or illness resulting from employment
• Civil Rights Act of 1964
– Prohibits discrimination on basis of race, color, gender, religion,
or national origin
• Equal Pay Act
– Prohibits unequal pay for men and women doing similar work
• Americans with Disabilities Act (ADA)
– Prohibits discrimination on the basis of physical or mental
disabilities
• Family and Medical Leave Act
– Up to 12 weeks of unpaid leave for birth or adoption of a child
and for personal illness or illness of an immediate family
member
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Independent Practice Assignments
•
Labor Laws Report – Students will create a report using MLA format. The topic of the
report will be to compare and contrast at least five of the major labor laws that may
affect them in the future. This information is located at the Department of Labor web
site listed as #2 of the reference section in this lesson. Students may research
additional laws as well.
• College Major Research Table – Students will create a two-column table using word
processing software listing five colleges/universities in one column and college course
descriptions (in phrases) for Human Resource Management courses in the other
column. There should be two courses for each college listed. The descriptions need
only contain phrases as opposed to copying entire paragraphs that may be in some
descriptions.
• Job Offer Scenario T-Chart – Students will make a decision for the following job offer
scenario: You have been offered a position of Sales Supervisor at a major retail outlet.
You will be paid $17 per hour and you hope to work full-time, 40 hours per week, but
no vacation pay or insurance. If you take off for any reason, you do not get paid for it.
You were also offered a Sales Manager position at a competitor retail store for a salary
of $30,000 with insurance and 2 weeks’ paid vacation. However, you will be required to
work overtime, especially during inventory time twice per year, and because you would
be a salaried employee, you will not get additional pay for the overtime hours. Your TChart document is to include a mathematical analysis of both job offers, one on each
side of the T-Chart. It will also include an explanation of the possible benefit or
consequence of each aspect of the offer such as: 1) which job pays more per hour,
considering overtime, 2) vacation or not, 3) insurance or not, 4) number of possible
hours to work, and 5) possible future job considerations based on the job title selected
(supervisor vs. manager).
Your final decision must be identified.
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