Loading presentation...

Present Remotely

Send the link below via email or IM


Present to your audience

Start remote presentation

  • Invited audience members will follow you as you navigate and present
  • People invited to a presentation do not need a Prezi account
  • This link expires 10 minutes after you close the presentation
  • A maximum of 30 users can follow your presentation
  • Learn more about this feature in our knowledge base article

Do you really want to delete this prezi?

Neither you, nor the coeditors you shared it with will be able to recover it again.


Human Resources Managemant (FINAL)

No description

Daniel Puiatti

on 24 March 2011

Comments (0)

Please log in to add your comment.

Report abuse

Transcript of Human Resources Managemant (FINAL)


Recruitment Wages & Salary

Development Benefits

Legal Diversity WHAT?

Human Resources is a term used to describe
the individuals who make up the workforce
of an organization.

Human Resource Management is the function
within an organization concerned with attracting,
developing and maintaining the effectiveness of
an organizations work force. WHY?
Weak human resource management does not attract
top quality candidates to a company, fails to motivate employees to produce and is embarrassing for a company. Happy Employees = $$$ HOW?
Human resource managers are responsible for job analysis and forecasting the demand for and supply of labour.

Job Analysis – determining the labour needs of an organization via job description and job specification.

Forecasting – determining internal supply of human resources and how long they will be working in the organization and the external supply of human resources to recruit from the market pool.

RECRUITING is the process of attracting qualified applicants to apply to vacant job positions.

Internal: applicants who work within the department or organization.

External: applicants who work outside the company.
Selection Methods
- Application Forms -References
- Tests -Police Checks
- Interviews -Drug Tests

-On The Job
-Off The Job Rotation
-Vestibule Training
-Development Programs TYPES OF REVIEW
-Performance Appraisal
--360 Degree Feedback
---Vestibule Training
-----Management Development Programs

-Simple Ranking Method
--Critical Incident Method
---Forced Distribution Method

10% Outstanding
20% Very Good
40% Average
20% Below Average

Determining Compensation
-Pay surveys
--Job Evaluation

-Incentive programs
---Individual: piece-rate incentive plan, bonus, variable pay
----Company: profit sharing plans, gainsharing plans, pay for knowledge plans BENEFITS

Protection plans: mandated protection plans, employment insurance, Canada Pension Plan and optional (health insurance)

-Paid time off
--Wellness program
---Cafeteria style


Equal employment opportunity
-Canadian Human Rights Act
--Employment Equity Act 1986

Comparable Worth
Example: Women being paid = men.

Sexual Harassment
-making offensive jokes or remarks about women or men
making sexual requests or suggestions MORE LEGAL!!!

Employee Health and Safety:
ladder training, flu vaccine clinics and
lunch-hour fitness programs.

Most Canadian provinces have
abolished mandatory retirement. Diversity
-Workforce Diversity
--Managing Knowledge Workers
---Contingent Workers Knowledge Workers
-Often prefer to work independently
--Identify with the profession instead of the organization
---Require extensive and highly specialized re-training
----They cost lots of $$$ Contingent Workers Require

1. Careful Planning
2. Carefully assess the real cost of using them
3. Understanding and acknowledging their advantages and disadvantages
4. RM must fully understand their own strategies, how they intend to manage them and how to integrate them into the organization

Full transcript