Human Resources:People Management PDF

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Notes from the book and lectures....

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Human Resources/People Management Human Resources: PESTLE Factors at work in HR: shortages of workers in particular areas (mostly technology) a shift in employee attitudes toward work: more leisure time overseas labor pools whose members work for lower wages changes in healthcare laws have added a large number of new regulations decreased sense of employee loyalty, which increases employee turnover and the cost of replacing lost workers HR’s Role recruiting hiring training and developing managing and overseeing different employees Has grown because: increased recognition of employees as a resource changes in laws that rewrote old workplace practices hiring/firing discrimination in workplace The New Strategic Advantage: managing human capital can create a competitive advantage in the workplace HR Planning Process: preparing a human resource inventory of employees (forecast of hiring or firing) preparing a job analysis assessing future human resource demand assessing future labor supply establishing a strategic plan Recruiting Strong Talent finding and hiring the right number of qualified people at the right time HR managers use internal and external sources to recruit employees Two-Way Street recruitment process Most Important for Employees under 40 1. 2. 3. 4. 5. 6. 7. 8. 9.

job security base pay healthcare benefits vacation/paid time-off great workplace length of commute career development opportunities retirement benefits challenging work

10. promotion opportunities

Selection process of employees: resume and cover letter internal and follow-up interviews check out social media giving employment tests check references conduct background investigations obtaining results from physical exams establishing trial (probationary) work periods

Performance Appraisal: Annual Review measure employee performance against established standards to make decisions about promotions, salary, training or firing Updated 360-degree review gives managers opinions from people at different levels to get a more accurate idea of the worker’s ability (similar to peer review) New Approach Real-Time and On-Going feedback from managers and co-workers focus is on near-term priorities...