MANAGEMENT RICHARD L. DAFT Managing Human Resources CHAPTER 11 chapter11 Learning Outcomes • Explain the strategic role of human resource management. • Describe federal legislation and societal trends that influence human resource management. • Explain what the changing social contract between organizations and employees means for workers and human resource managers. • Show how organizations determine their future staffing needs through human resource planning. • Describe the tools managers use to recruit and select employees. • Describe how organizations develop an effective workforce through training and performance appraisal. • Explain how organizations maintain a workforce through the administration of wages and salaries, benefits, and terminations. 3 Copyright ©2010 by South-Western, a division of Cengage Learning. All rights reserved. chapter11 Getting the Right People on the Bus • Hiring and keeping quality employees is one of the most urgent concerns for today’s organizations • Talent management is a top priority for managers • Human Resources is the design and application of formal systems to ensure the effective and efficient use of human talent • Attracting, developing, and maintaining an effective workforce 4 Copyright ©2010 by South-Western, a division of Cengage Learning. All rights reserved. chapter11 The Strategic Role of HRM is to Drive Organizational Performance • Managers are involved in human resource management • Employees are viewed as assets • Employees provide the competitive edge – Right people to become more competitive on a global basis – Right people for improving quality, innovation, and customer service – Right people to retain during mergers and acquisitions – Right people to apply new information technology for e-business 5 Copyright ©2010 by South-Western, a division of Cengage Learning. All rights reserved. chapter11 Strategic Human Resource Management 6 Copyright ©2010 by South-Western, a division of Cengage Learning. All rights reserved. chapter11 Building Human Capital to Drive Performance • Human Capital refers to the economic value of the combined knowledge, experience, skills and capabilities of employees – Strategies for finding the best talent – Enhancing skills and knowledge with training programs – Opportunities for personal and professional development – Compensation and benefits that support knowledge sharing 7 Copyright ©2010 by South-Western, a division of Cengage Learning. All rights reserved. chapter11 The Role and Value of Human Capital Investments 8 Copyright ©2010 by South-Western, a division of Cengage Learning. All rights reserved. chapter11 Globalization • Globalization requires international human resource management (IHRM) • Managing diverse people on a global scale • HR practices and trends are converging globally • IHRM Managers must be culturally sensitive • Policies and practices must be culturally sensitive 9 Copyright ©2010 by South-Western, a division of Cengage Learning. All rights reserved. chapter11 Trends in International Human Resource Management 10 Copyright ©2010 by South-Western, a division of Cengage Learning. All rights reserved. chapter11 The Impact of Federal Legislation on HRM • Federal laws are enacted to ensure equal employment opportunity • The purpose of laws is to stop discriminatory practices • The Equal Employment Opportunity Commission (EEOC) was created by the Civil Rights Act of 1964 11 Copyright ©2010 by South-Western, a division of Cengage Learning. All rights reserved. chapter11 Major Federal Laws Related to Human Resource Management 12 Copyright ©2010 by South-Western, a division of Cengage Learning. All rights reserved. chapter11 The Changing Social Contract • Changes in the business environment have changed the social contract, a bulletin board at a company restructuring noted: – We can’t promise you how long we’ll be in business – We can’t promise you that we won’t be acquired – We can’t promise that there’ll be room for promotion – We can’t promise that your job will exist when you reach retirement age – We can’t promise that the money will be available for your pension – We can’t expect your underlying loyalty, and we aren’t even sure we want it 13 Copyright ©2010 by South-Western, a division of Cengage Learning. All rights reserved. chapter11 The New Contract vs. The Old Contract 14 Copyright ©2010 by South-Western, a division of Cengage Learning. All rights reserved. chapter11 Innovations in HRM • Becoming an Employer of Choice • Using Temporary and Part-Time Employees • Promoting Work/Life Balance • Rightsizing the Organization 15 Copyright ©2010 by South-Western, a division of Cengage Learning. All rights reserved. chapter11 Attracting an Effective Workforce 16 Copyright ©2010 by South-Western, a division of Cengage Learning. All rights reserved. chapter11 Human Resource Planning • What new technologies are merging, and how will these affect the work system? • What is the volume of the business likely to be in the next five to ten years? • What is the turnover rate, and how much, if any, is avoidable? • What types of engineers will we need, and how many? • How many administrative personnel will we need to support the additional engineers? • Can we temporary, part-time, or virtual workers to handle some tasks? 17 Copyright ©2010 by South-Western, a division of Cengage Learning. All rights reserved. chapter11 Recruiting • Assessing Organizational Needs • Realistic Job Previews • Legal Considerations • E-cruiting • Innovations in Recruiting 18 Copyright ©2010 by South-Western, a division of Cengage Learning. All rights reserved. chapter11 Sample Corporate Recruiting Policy 19 Copyright ©2010 by South-Western, a division of Cengage Learning. All rights reserved. chapter11 Selecting • Application Form • Interview • Employment Test • Online Checks 20 Copyright ©2010 by South-Western, a division of Cengage Learning. All rights reserved. chapter11 Applications and Interviews: What Can You Ask? 21 Copyright ©2010 by South-Western, a division of Cengage Learning. All rights reserved. chapter11 Managing Talent Training and Development On-the-job Training Corporate Universities Promotion from Within Mentoring and Coaching 22 Copyright ©2010 by South-Western, a division of Cengage Learning. All rights reserved. chapter11 Methods and Goals of Training 23 Copyright ©2010 by South-Western, a division of Cengage Learning. All rights reserved. chapter11 Performance Appraisal • Accurately assess performance through the development and application of assessment systems such as rating scales • Training managers to effectively use the performance appraisal interview so managers can provide feedback that reinforces good performance and motivate development 24 Copyright ©2010 by South-Western, a division of Cengage Learning. All rights reserved. chapter11 Behavior Anchored Rating Scale 25 Copyright ©2010 by South-Western, a division of Cengage Learning. All rights reserved. Maintaining An Effective Workforce chapter11 • Managers and HRM professionals must maintain a workforce that has been recruited and developed: Compensation Benefits Termination 26 Copyright ©2010 by South-Western, a division of Cengage Learning. All rights reserved. chapter11 Benefits • Compensation packages are more than money • Some benefits are required by law – Social Security, Unemployment Compensation, Workers’ Compensation • Other types of benefits are optional – Health Insurance, Vacations, Daycare, Fitness Centers – Employees are beginning to absorb more health insurance costs • Many organizations offer cafeteria-plan benefits to address the diverse needs of employees 27 Copyright ©2010 by South-Western, a division of Cengage Learning. All rights reserved. chapter11 Termination • Retirement • Voluntary Departure • Mergers & Cutbacks • Poor Performance • Termination dismisses poor performers • Opportunity to learn about dissatisfaction through exit interview 28 Copyright ©2010 by South-Western, a division of Cengage Learning. All rights reserved.