Wk 7:
Recruiting, Motivating,
And Keeping Quality
Employees
Objectives
Define human resource (HR) management and
explain how managers develop a human resource
plan
Explain how companies train and develop
employees, and discuss the importance of a
diverse workforce
Describe several theories of motivation
Identify factors that make an organization a good
place to work
Explain performance evaluation and retention
Explain unionization, its structure and the
collective bargaining process
Human Resource Management
all actions that an organization takes to
attract, develop, and retain quality
employees.
Strategic Human Resource Planning
developing a plan for satisfying
an organizations human resource
needs.
HR Process
Strategic Plan
Develop
Job Analysis
Select
Forecast
Demand
Recruit
4
Job Analysis
identify the tasks, responsibilities and skills of a
job, as well as the knowledge and abilities needed
to perform it.
Managers use information collected for the job
analysis to prepare:
Job Description (duties & responsibilities)
Job Specification (qualifications: skills, knowledge, abilities)
How to Forecast Hiring (and Firing) Needs
HR Supply and Demand Forecasting
Demand > Supply
Hire more
workers
Employees work extra
hours
Subcontract or
outsource work
Introduce labor-saving
initiatives
Supply > Demand
Do not replace those
who leave
Encourage early
retirement
Layoff workers
Fire workers
Recruiting
identifying suitable candidates and
encouraging them to apply for openings...
Discrimination
a person is treated unfairly on the basis of
a characteristic unrelated to ability.
Discrimination based on race, color,
religion, sex, national origin, age or
disability is illegal
Sources Of Qualified CandidatesInternal
Bulletin Board
Online career sites
Newsletter
Direct Recommendation
10
Sources Of Qualified CandidatesExternal
Corporate Web Site
Job Boards (Monster.com,
etc.)
Linkedin
Facebook and Twitter
Corporate Web Site
Campus Recruiting
Job Fairs
Referrals, Internships
Classified Ads
11
Selection
gathering information on candidates,
evaluating their qualifications, and
choosing the right one.
12
Selection Process
Application
Testing
Decision
Exam/Checks
Interview
13
Contingent Workers
temporary or part-time worker hired to
supplement a companys permanent workforce.
14
Types Of Contingent Workers
Independent Contractors
Consultants
Freelancers
On-Call
Temps
15
Benefits to Employers of Using Contingent Workers
Hired/Fired Easily
More Control over
Labor Costs
Often Cheaper/No
Benefits
Specialized Skills/Talents
Try Out
16
Disadvantages to Employers of Using Contingent
Workers
Increased training costs
Decreased loyalty to the company
Lack of commitment can result in decreased
productivity
17
Developing Employees
New Employee
Orientation
Training and
Development
18
New Employee Orientation
Activities involved in introducing new
employees to the organization and their
jobs
19
New Employees Might Experience These Feelings
Nervous but enthusiastic
Eager to impress but not wanting too much
attention
Interested in learning but fearful of information
overload
Hoping to fit in but worried about looking
inexperienced
20
Orientation Errors Employers Make
No workspace assigned
Ignore or fail to supervise
Fail to introduce employee to co-workers
No work assigned or given only busy work
Swamp with company facts
21
Training And Development
Off-The-Job
On-The-Job
22
Diversity in the Workplace
23
Motivation
internally generated drive to achieve a
goal or follow a particular course of action.
24
Maslows Hierarchy-Of-Needs Theory
25
Key Aspects of Maslows Model
1.
2.
Satisfy lower-level needs before seeking to
satisfy higher-level needs.
Once a need is satisfied it no longer motivates;
the next higher need takes its place.
26
Herzbergs Two-Factor Theory
27
Herzbergs Categories
Motivation - strong contributors to job
satisfaction
Hygiene - not strong contributors to satisfaction
but must be present to meet expectations and
prevent job dissatisfaction
28
Vrooms Expectancy Theory
proposes that employees will work hard
to earn rewards they value and consider
obtainable.
29
Vrooms Expectancy Theory (continued)
30
Equity Theory
Motivation theory that focuses on our perceptions
of how fairly were treated relative to others.
Employees analyze their job contributions and
their rewards and create a contributions/ rewards
ratio and compare it to those of other people.
31
Equity Theory (continued)
When individuals perceive that the ratio of their
contributions to rewards is comparable to that of
others:
They believe theyre being treated equitably
When they perceive that the ratio is out of
balance:
They conclude theyre treated unfairly.
32
Job Redesign
Job RotationSystematically rotate from one job
to another
Job Enlargement Add more tasks to a job
Job EnrichmentAdd tasks that increase
responsibility and opportunities for growth
33
Job Enlargement/Enrichment
34
Alternative Work Arrangements
Flextime
Compressed Workweeks
Part-Time Work
Job Sharing
Telecommuting
35
Family-Friendly Programs
Dependent Care
Paid Parental Leave
Caring For Yourself
(aggregate days off use as you want; employee
assistance programs for personal problems;
membership in health club).
UnmarriedWithout Children?
(concierge services such as dry cleaners, travel
agency, convenience store)
36
Wages And Salaries
WagesHourly rate times hours
worked
SalaryPaid for
fulfilling responsibilities
PieceworkPaid according
to quantity produced
CommissionPaid according
to quantity sold
37
Incentive Programs
Bonus PlansAnnual income in addition to salary
Profit-SharingDistribution of company profits
Stock OptionRight to buy shares at set price on
specified date
38
Benefits
Legally Required
Social Security/Medicare
Unemployment Insurance
Workers Compensation
Paid time off
Vacations
Holidays
Sick Leave
Insurance
Health/Life
Disability
Retirement
39
How to conduct a Performance Appraisal
40
Purpose Of Appraisals
A.
B.
C.
Opportunity to discuss performance and set goals
a.
b.
c.
d.
Chance to identify and discuss appropriate training
Documentation for
Salary
Promotion
Demotion
Dismissal
41
Feedback
360-Degree Employees (mostly managers) get feedback
from all directions
Supervisors
reporting subordinates
Coworkers
customers
Upward Feedback managers
subordinates provide feedback
42
How to Retain Employees
Create Positive Work Environment Employeefriendly workplace
Recognize Contributions
Involve In Decision Making
43
Involuntary Termination
Reasons for Termination
Downsizing to cut costs
Job is phased out
Poor performance
Employment-at-Will
Both employee and employer can terminate the
employment at any time.
Courts generally say employer should show just
cause for termination.
44
Labor Union
an organized group of workers that
bargains with employers to improve its
members pay, job security, and working
conditions.
45
Collective Bargaining
The process of settling differences and
establishing mutually agreeable conditions
under which employees will work
46
Negotiation Process
Negotiations
Mediation
Arbitration
(third party
non-binding
recommendation)
(third party
binding
Agreement)
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