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9. Human ResourceManagement & Motivation

And

Labor-Management Relations

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Responsibilities ofHR Managers

• Planning for staffing– Forecasting

• Estimate demand

• Estimate supply

• Accommodate changing conditions

– Job analysis

– Job description• Statement of tasks

• Statement of conditions (work environment)

– Job specification

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Responsibilities of HR Managers(Cont.)

• Recruiting & selecting– Initial contact– Application– Employment tests (optional)– Interview (HR)– Interview (Supervisor)– Reference check– Medical examination– Evaluation & selection– Notification & employment

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Responsibilities of HR Managers(Cont.)

• Orienting– Orientation programs

• Company background • Benefit programs

• Employment policies • Job duties

• Standards of conduct • Employee manuals

• Training– On-the-job – Apprenticeship– Off-the-job – Mgmt. development

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Responsibilities of HR Managers(Cont.)

• Evaluating performance– Performance appraisal

• Written standards and evaluation• Multiple evaluators (e.g., 360º review)• Measurability of productivity

• Compensation– Wages/salaries– Incentives

• Bonuses • Commissions • Gain sharing• Profit sharing • Production sharing • Pay-for-

knowledge

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Responsibilities of HR Managers(Cont.)

• Benefits– Perquisites– Flexible benefit (“Cafeteria”) plans– Flexible work plans

• Terminations– Layoff & firing

• Employment at will policies• Restructuring—reorganization of firm• Downsizing—reducing size of workforce

– Outsourcing

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Unions: Terms to Know

• Labor union • Collective bargaining• Closed shop • Bargaining zone• Union shop • Grievance• Agency shop • Strike• Open shop • Picketing• Featherbedding • Lockout• Boycott

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Important Legislation

• Norris-LaGuardia Act (1932)– Reduced management’s ability to obtain court orders to

halt union activity

• Wagner Act (1935)– AKA National Labor Relations Act– Legalized collective bargaining & established

unionization procedures– Established National Labor Relations Board (NLRB)

• Oversees union elections• Investigates management-labor-related complaints

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Important Legislation (Cont.)

• Fair Labor Standards Act (1938)– Federal government sets minimum wage– Overtime pay required for >40 hours/week– Child labor prohibited

• Taft-Hartley Act (1947)– AKA Labor-Management Relations Act– Prohibits unfair union practices– Gives management more rights during union organizing

efforts– Gives President power to obtain injunctions against unions– Authorizes right-to-work laws

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Important Legislation (Cont.)

• Landrum-Griffin Act (1959)– Regulates internal functioning of unions– Requires unions to file annual reports with

Dept. of Labor

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The Unionization Process

• People join unions for variety of reasons– Combat alienation– Perception of increased job security– Dissatisfaction with job

• Steps in forming a union– Organizing campaign

• 30+ % employees must sign authorization cards

– Formal election– Union obtains majoritybecomes official bargaining

representativeNLRB certification takes place– Union voted downno other election for 1 year

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Role of NLRB

• Oversees organizing campaign– Ensures no underhanded techniques or distortion of

truth

• Conducts election if warranted– Within 45 days after submittal of authorization cards

• Certifies election results– Counts votes

– Considers any challenges