Managing human resources and labor relations
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Transcript of Managing human resources and labor relations
The Foundations of Human Resource Management
Staffing the Organization Developing the Workforce Compensation and Benefits The Legal Context of HR
Management New Challenges in the Changing
Workplace Dealing With Organized Labor Collective Bargaining
Set of organizational activities directed at
attracting, developing and maintaining an effective
workforce
The importance of HR stems from: Increased legal complexities Recognition of human
resources as a valuable means for improving productivity
Awareness of costs associatedwith poor human resourcemanagement
Job analysis is a systematic analysis of jobs within an organization. The results: Job description is an outline of the
duties of a job, working conditions and the tools, materials, and equipment used to perform it
Job specification is a description of the skills, abilities and other credentials required by a job
Forecasting the supply of laboris two tasks: Forecasting internal supply—the
number and type of employees who will be in the firm at some future date
Forecasting external supply—the number and type of people who will be available for hiring from the labor market at large
Replacement chart
is a list of each management position, who occupies it, how long that person will likely stay in the job and who is qualified as a replacement
Employee information system (or Skills inventory)
is a computerized system containing information on each employee's education, skills, work experience and career aspirations
Recruiting is the process of attracting qualified persons to apply for the jobs that are open. Process of acquiring staff: Internal recruiting means considering
present employees as candidatesfor openings
External recruiting involves attractingpeople outside the organization to apply for jobs
Validationis the process of determining the predictive value of a selection technique. Techniques include: Application Forms Tests Interviews Other Techniques
Training On-the-jobtraining occurs while the employee is at work Off-the-job training takes place at locations away from the work site Vestibule training
is off-the-job training conducted in a simulated environment
Performance appraisals are designed to show how well workers are doing their jobs
Set of rewards that organizations provide
to individuals in return for their
willingness to perform various jobs and tasks
within the organization
Wages are paid for time worked
Salary is paid for discharging the responsibilities of a job
Special pay programs designed to motivate high
performance
Bonuses are special payments above their salaries
Merit salary systems link raises to performance levels in non-
sales jobs Pay for performance (Variable pay)rewards a manager for especially
productive output
Profit-sharing plans distribute bonuses to employees when company profits rise above a certain level
Gainsharing plans distribute bonuses to employees when a company’s costs are reduced through greater work efficiency
Pay-for-knowledge plans encourage workers to learn new skills or become proficient at different jobs
Compensation other than wages and
salaries offered by a firm to its workers
Workers’ compensation insurance
is legally required insurance for compensating workers injured on the job
Retirement plan
is set up to pay pensions to workers when they retire
Cafeteria benefits plan sets limits on benefits per employee, each of whom may choose from a variety of alternative benefits
Legally mandated nondiscrimination in
employment on the basis of race, creed, sex or
national origin
Set of individuals who by nature of one or more common characteristics are
protected under the law from discrimination on the basis of that
characteristic
AIDS in the Workplace Sexual harassment is the practice
or instance of making unwelcome sexual advances in the workplace quid pro quo harassment hostile work environment
Employment-at-will is the principle that organizations should be able to retain or dismiss employees at their discretion
Range of workers’ attitudes, values,
beliefs and behaviors that
differ by gender, race and ethnicity
Employees who are of value
because of the knowledge they
possess
Employee hired on something other than a full-time basis to supplement an organization’s
permanent workforce
Labor union is a group of individuals working
together to achieve shared job-related goals
Labor relations is the process of dealing with employees who are represented by a union
Collective bargaining is the process by which labor and
management negotiate conditions of employment for union-represented workers
CompensationCost-of-Living
Adjustment (COLA)Wage Reopener
Clauses Benefits Job Security Other Union Issues Management Rights
Strike occurs when employees temporarily walk off the job and refuse to work Economic Strikes Sympathy Strikes (or
Secondary Strikes) Wildcat strikes
Other Labor Actions Picketing Boycott Slowdown
Lockouts occur when employers deny
employees access to the workplace
Strikebreakers are workers hired as permanent or temporary replacements for striking employees
Mediation is a method in which a third
party (a mediator) suggests, but does not impose, a settlement
Voluntary arbitration
is a method in which both parties agree to submit to the judgment of a neutral party (an arbitrator)
Compulsory arbitration
is a method in which both parties are legally required to accept the judgment of a neutral party