Appreciation and Depreciation. Appreciation refers to an amount increasing.
ObjectivesObjectives 1.An overall understanding of how appropriate human resources can be provided...
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ObjectivesObjectivesObjectivesObjectives1.An overall understanding of how appropriate human resources can be provided for the organization
2.An appreciation for the relationship among recruitment efforts, an open position, sources of human resources, and the law
3.Insights into the use of tests and assessment centers in employee selection
4.An understanding of how the training process operates
5.A concept of what performance appraisals are and how they can best are conducted
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Defining Appropriate Human ResourcesDefining Appropriate Human ResourcesDefining Appropriate Human ResourcesDefining Appropriate Human Resources
Individuals with in the organization who make a valuable contribution to management system goal attainment
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Steps in Human ResourcesSteps in Human ResourcesSteps in Human ResourcesSteps in Human ResourcesRecruitmentKnowing the jobKnowing sources of human resourcesSources inside the organization
Human resource inventory Management inventory cardPosition placement formManagement manpower replacement chart
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Steps in Human ResourcesSteps in Human ResourcesSteps in Human ResourcesSteps in Human Resources
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Steps in Human ResourcesSteps in Human ResourcesSteps in Human ResourcesSteps in Human Resources
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Steps in Human ResourcesSteps in Human ResourcesSteps in Human ResourcesSteps in Human Resources
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Steps in Human ResourcesSteps in Human ResourcesSteps in Human ResourcesSteps in Human Resources
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Steps in Human ResourcesSteps in Human ResourcesSteps in Human ResourcesSteps in Human Resources
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Steps in Human ResourcesSteps in Human ResourcesSteps in Human ResourcesSteps in Human ResourcesRecruitment (Continued)
Sources Outside the Organization1. Competitors2. Employment agencies3. Readers of certain publications4. Educational institutions
Knowing the Law
Affirmative Action1. How many are employed2. How many should be employed3. Compare step 1 vs. 2
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Steps in Human ResourcesSteps in Human ResourcesSteps in Human ResourcesSteps in Human ResourcesSelection
Testing1. Aptitude tests2. Achievement tests3. Vocational interests4. Personality tests
Testing Guidelines
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Steps in Human ResourcesSteps in Human ResourcesSteps in Human ResourcesSteps in Human Resources
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Steps in Human ResourcesSteps in Human ResourcesSteps in Human ResourcesSteps in Human ResourcesSelectionAssessment Center
1. Leadership2. Organizing and planning ability3. Decision making4. Oral and written communication skills5. Initiative6. Energy7. Analytical ability8. Resistance to stress9. Use of delegation
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Steps in Human ResourcesSteps in Human ResourcesSteps in Human ResourcesSteps in Human ResourcesSelectionAssessment Center
1. Leadership2. Organizing and planning ability3. Decision making4. Oral and written communication skills5. Initiative6. Energy7. Analytical ability8. Resistance to stress9. Use of delegation
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Steps in Human ResourcesSteps in Human ResourcesSteps in Human ResourcesSteps in Human ResourcesSelection (Continued)Assessment Center
10. Behavior flexibility11. Human relations competence12. Originality13. Controlling14. Self-direction15. Overall potential
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Steps in Human ResourcesSteps in Human ResourcesSteps in Human ResourcesSteps in Human Resources
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Steps in Human ResourceSteps in Human ResourceSteps in Human ResourceSteps in Human ResourceTraining
Four Steps
1. Determining training needs
2. Designing the training program
3. Administering the training program
4. Evaluating the training program
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Steps in Human ResourceSteps in Human ResourceSteps in Human ResourceSteps in Human Resource
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Steps in Human ResourceSteps in Human ResourceSteps in Human ResourceSteps in Human ResourceTraining (Continued)
Determining training needs
Designing the training program
Administering the training program
Techniques for transmitting information1. lectures2. Programmed learning
Techniques for developing skillson-the-jobclassroom
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Steps in Human ResourceSteps in Human ResourceSteps in Human ResourceSteps in Human ResourceTraining (Continued)
Evaluating the training program
1. Has the excessive reject of products declined?
2. Are deadlines being met more regularly?
3. Are labor costs per unit produced decreasing?
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Steps in Human ResourceSteps in Human ResourceSteps in Human ResourceSteps in Human Resource
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Steps in Human ResourceSteps in Human ResourceSteps in Human ResourceSteps in Human ResourcePerformance Appraisal
Why use performance appraisals
1. They provide systematic judgments to support salary increases, promotions, transfers, and sometimes demotions or terminations
2. They are a means of telling subordinates how they are doing and of suggesting needed changes in behavior, attitudes, skills, or job knowledge; they let subordinates know where they stand with the boss
3. They furnish a useful basis for the coaching and counseling of individuals by superiors
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Steps in Human ResourceSteps in Human ResourceSteps in Human ResourceSteps in Human ResourcePerformance Appraisal
Handling performance appraisals
Potential Weakness of Performance Appraisals1. Performance appraisals focused employees on short-term rewards rather than on issues that are important to the long-run success of the organization2. Individuals involved in performance appraisal view them as a
reward-punishment situation3. The emphasis of performance appraisal is on completing paperwork rather than on critiquing individual performance4. Individuals being evaluated view the process as unfair or biased5. Subordinates react negatively when evaluators offer unfavorable comments