11 Managing Human Resource Systems Copyright ©2016 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. • Video Copyright ©2016 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. MGMT8 | CH3 2 LEARNING OUTCOMES 1 Explain how different employment laws affect human resource practice 2 Explain how companies use recruiting to find qualified job applicants 3 Describe the selection techniques and procedures that companies use when deciding which applicants should receive job offers Copyright ©2016 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. MGMT8 | CH3 3 LEARNING OUTCOMES 4 Discuss how to use performance appraisal to give meaningful performance feedback 5 Discuss the four kinds of employee separations Copyright ©2016 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. MGMT8 | CH3 4 The Human Resource Management Process © 2015 Cengage Learning Federal Employment Laws Copyright ©2016 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. MGMT8 | CH3 6 Adverse Impact and Employment Discrimination Copyright ©2016 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. MGMT8 | CH3 7 Sexual Harassment • Form of discrimination in which conduct of a sexual nature occur • Types • Quid pro quo: Employment outcomes or keeping one’s job, depend on whether an individual submits to sexual harassment • Hostile work environment: Unwelcome and demeaning sexually related behavior creates an intimidating and offensive work environment Copyright ©2016 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. MGMT8 | CH3 8 What Should Managers Do? • Respond immediately • Write a clear sexual harassment policy • Establish clear reporting procedures • Be aware of local and state laws and enforcement agencies 11-1 © 2015 Cengage Learning Copyright ©2016 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. MGMT8 | CH3 9 Recruiting • Job analysis: Systematic process for collecting information on the important work-related aspects of a job • Provides job descriptions and specifications required for conducting recruitment • Internal recruiting: Developing a pool of qualified job applicants from people who work in the company • External recruiting: Developing a pool of qualified job applicants from outside the company Copyright ©2016 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. MGMT8 | CH3 10 Selection Techniques and Procedures • Application forms and résumés • Organizations collect applicant information and store it to a human resource information system • Employment references • Previous employers or co-workers who can provide job-related information about job candidates • Background checks • Verify the truthfulness and accuracy of information that applicants provide about themselves Copyright ©2016 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. MGMT8 | CH3 11 Selection Techniques and Procedures • Interviews • Unstructured: Interviewers are free to ask the applicants anything they want • Structured: All applicants are asked the same set of standardized questions Copyright ©2016 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. MGMT8 | CH3 12 Performance Appraisal • Process of assessing how well employees are doing their jobs • Accurately measuring job performance • Objective performance measures • Subjective performance measures • Behavior observation scales (BOSs) • Sharing performance feedback • 360-degree feedback: Obtained from the boss, subordinates, peers and coworkers, and the employees themselves Copyright ©2016 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. MGMT8 | CH3 13 Types of Employee Separation • Termination • Downsizing: Planned elimination of jobs in a company • Retirement • Early retirement incentive programs (ERIPs) • Phased retirement Copyright ©2016 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. MGMT8 | CH3 14 Types of Employee Separation • Employee turnover: Loss of employees who voluntarily choose to leave the company • Functional turnover: Loss of poor-performing employees who voluntarily choose to leave a company • Dysfunctional turnover: Loss of high-performing employees who voluntarily choose to leave a company Copyright ©2016 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. MGMT8 | CH3 15 SUMMARY • Federal employment laws are formed so that employers may not discriminate in employment decisions • Recruiting is the process of developing a pool of qualified job applicants • Selection determines which applicants have the best chance of performing well on the job • Training provides opportunities for employees to improve their performance Copyright ©2016 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. MGMT8 | CH3 16 SUMMARY • Performance appraisal is the process of assessing how well employees are doing their jobs • Compensation includes both the financial and the nonfinancial rewards that organizations give employees in exchange for their work • Wrongful discharge is a legal doctrine that requires employers to have a job-related reason to terminate employees Copyright ©2016 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. MGMT8 | CH3 17 KEY TERMS • Human resource management (HRM) • Bona fide occupational qualification (BFOQ) • Disparate treatment • Adverse impact • Sexual harassment • Quid pro quo sexual harassment • Hostile work environment • Recruiting • Internal recruiting • External recruiting • Selection • Validation Copyright ©2016 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. MGMT8 | CH3 18 KEY TERMS • Employment references • Background checks • Specific ability tests (aptitude tests) • • • • • Interview Unstructured interviews Structured interviews Performance appraisal Objective performance measures • Subjective performance measures Copyright ©2016 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. MGMT8 | CH3 19 KEY TERMS • Behavior observation scales (BOSs) • 360-degree feedback • Employee separation • Job evaluation • Piecework • Commission • Profit sharing • Employee stock ownership plan (ESOP) • • • • • • • Stock options Wrongful discharge Downsizing Phased retirement Employee turnover Functional turnover Dysfunctional turnover Copyright ©2016 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. MGMT8 | CH3 20 KEY TERMS Video Copyright ©2016 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. MGMT8 | CH3 21 Copyright ©2016 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. MGMT8 | CH3 22
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