Building and Managing Human Resources. Operations Management.

talent management- hiring, keeping people with attributes fitting to the needs of the company

job embeddedness- set of factors that make the worker want to stay with the firm

affirmative action- non-discriminative way of hiring

strategic human resource planning- The process of anticipating and providing for the movement of people into, within, and out of an organization to support the firm’s business strategy.

Recruitment is the process of attracting job candidates with the right characteristics and skills to fit job openings

realistic job preview- a complete disclosure of the potential negative features of a job to a job candidate.

Behavioral interviewing- A style of interviewing in which the interviewer asks questions whose answers reveal behaviors that would be either strengths or weaknesses in a given

Position.

reference check- An inquiry to a second party about a job candidate’s suitability for employment

Development is a form of personal improvement that usually consists of enhancing knowledge and skills of a complex and unstructured nature.

employee orientation program- A formal activity designed to acquaint new employees with the organization.

Training- any procedure intended to foster and enhance learning among employees, particularly directed at acquiring job skills.

E-LEARNING- we all know, the worst thing in the world

informal learning takes place in meetings, on breaks, and in customer interactions.

Performance evaluation- formal system for measuring, evaluating, and reviewing performance. Being a:

1.Good task performer

2.Good citizen

3.Any voluntary actions (for some reason called counterproductive)

forced rankings- evaluating employees against a performance standard in which employees are measured against one another. (CALL CENTERS, OH GAWD)

360-degree feedback- being evaluated by everyone in a company that has contact with you

Traits are stable aspects of people, which are closely related to personality.

Behavior, or activity, is what people do on the job.

Results are what people accomplish, the objectives they attain.

job evaluation- the process of rank-ordering jobs, based on job content, to demonstrate the worth of one job in comparison to another.

MUNEY

variable pay- the amount of money a worker receives is partially dependent on his or her performance

stack-ranking- system that requires managers to rank each employee within each unit and distribute raises and bonuses accordingly.

employee benefit- noncash payment given to workers as part of compensation

(somehow I think it’s important)

Human resource and talent management is an integral part of business strategy. Without effective human resource management, the company cannot accomplish high-level goals such as competing glob-ally, grabbing market share, and being innovative.

The talent management (or staffing) model consists of seven phases: awareness of the legal aspects of staffing; strategic human resources planning; recruitment; selection; orientation, training and development; performance appraisal; and compensation.

All phases can influence employee retention.

Recruitment is the process of attracting job candidates with the right characteristics and skills to fit job openings and the organizational culture. External and internal sources are used in recruiting, including online job boards, company Web sites, and social networking sites. Selecting the right candidate from among those recruited may involve a preliminary screening interview, psychological and personnel testing, a job interview, reference checking, and a physical examination. The four types of psychology cal and personnel tests used most frequently in employee selection are situational judgment, aptitude, personality, and honesty and integrity. Tests should be scientifically accurate and nondiscriminatory toward any group. Interviews are more valid when the interviewer is trained and experienced. Job interviews help both the interviewer and the interviewee acquire important information. Behavioral interviewing helps

make the interview job-related. Job simulations are essentially a job tryout. Reference checks and back-ground investigations are useful in making sound selection decisions, as is the physical examination

An employee onboarding program helps acquaint the newly hired employee with the firm. Training includes any procedure intended to foster employee skills. Development is a form of personal improvement that generally enhances knowledge and skills of a complex and unstructured nature. A needs assessment should be conducted prior to selecting training and development programs.

A performance evaluation (or appraisal) is a standard method of measuring, evaluating, and reviewing performance of individuals and teams. The 360-degree appraisal involves feedback from many people. The forced-ranking method compares employees to each other. Performance evaluations serve important administrative purposes, such as help ing managers make decisions about pay increases and promotions and carry out the leadership function. Appraisal systems measure traits, behavior, and results; some systems take into account more than one factor.

Workers are typically paid wages or salaries, bonuses, and sometimes additional payment for job skills. The purpose of job evaluations is to determine how much a job is worth. Variable pay is used to motivate employees and reduce company expenses.

Employee benefits are a major part of compensation. Compensation is a major factor in recruiting and retaining employees, yet expensive benefits such as health insurance and pensions have been reduced in recent years to help companies face global competition.

Labor unions typically seek:

• Fair and consistent policies and practices

• Open-door management policies (workers are free to discuss problems

with management)

• Competitive pay and benefits

• Employee trust and recognition

Date: 2015-02-16; view: 1096