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Human Resource Management in 2025
Transcript of Human Resource Management in 2025
“Effective recruitment practices are the cornerstone of identifying and attracting a large pool of qualified applicants.”
Therefore, the goal of recruiting is to have the best possible mix between personnel policies, recruitment sources, and the recruiter’s behavior.
Personal policies are the organizations methods for using human resource management and filling job vacancies.
Internal versus external recruiting is a personal policy that involves the organization to make a decision to promote from within or hire from a different source.
Personal polices also include Lead-the-Market pay strategies and Employment-at-will policies. Recruiting McDonough, Taylor The labor market is very huge so the organization must find the best methods for spreading their influence.
Direct Applicants and Referrals- the relationship between the percent of employees hired and the different sources used.
Recruiting methods include advertisements in newspaper and magazines, electronic recruiting, public employment agencies, and placement services.
In addition, “Realistic Job Preview research has shown that accurate and realistic job information during recruitment and selection is associated with positive work outcomes.” Recruitment Sources McDonough, Taylor Journal of Clinical Psychology; Jan1993, Vol. 49 Issue 1, p109-116, 8p, 2 Charts Rock Products; Jan2009, Vol. 112 Issue 1, p30-32, 3p Organizations must make the decision for the recruiter to specialize in human resources or a specific job in that field.
In relation to a manufacturing environment, “results indicate that rates of turnover, accidents, and unauthorized absence were all significantly lower in the group hired subsequent to inclusion of the pre-employment screening inventory.”
The recruiters affect depends on how much information, and what kind of information he provides. Gathering the right kind of information from a potential employee is also essential.
Overall, “when done correctly, a program of identifying and supporting high-potential employees can provide future company leaders, encourage overall employee loyalty and contribute to a higher return on investment.” Recruiters Traits and Behaviors Training Pennathur, A., Anil Mital, and Venkat Rajan. "A Framework for Training Workers in Contemporary Manufacturing Environments." Computer Integrated Manufacturing 12.4 (1999): 291-310. 13 Oct. 2012.
Thompson, D., M. Pittman, and R.L. Huston. "The Need for Worker Training in Advanced Manufacturing Technology Environments." International Journal of Industrial Ergonomics 24 (1999): 173-84. 13 Oct. 2012. Failure to utilize people and resources effectively
Layoffs and training budget cuts
Inadequate training methods for increased technologies
Lack of consistency in training
Auto workers at GM revealed less than 20% received technical training Problematic Past Kwak, Young Hoon and Anbari, Frank. "Benefits, Obstacles, and Future of Six Sigma Approach." Technovation 26 (2006): 708-15. 13 Oct. 2012. Integrates knowledge of processes with statistics, engineering, and project management
Key steps: Define, measure, analyze, improve, and control
Used by Motorola, GE, Johnson & Johnson, Texas Instruments
Reduced defects, inspection and turnaround time
Increased quality, productivity, and customer satisfaction
Resulted in billions of dollars in savings Six Sigma Kwak, Young Hoon and Anbari, Frank. "Benefits, Obstacles, and Future of Six Sigma Approach." Technovation 26 (2006): 708-15. 13 Oct. 2012. Management commitment and involvement
Project selection management and control skills
Feasible, beneficial, and customer oriented
Encouraging and accepting cultural change
Clear communication plan
Continuous education and training
Belt levels: master, black, green, and yellow Six Sigma Implementation Mujber, T.S., T. Szecsi, and M.S.J. Hashmi. "Virtual Reality Applications in Manufacturing Process Simulation." Journal of Materials Processing Technology 155 (2004): 1834-838. 13 Oct. 2012. Computer system capable of generating information about the structure, status, and behavior of a manufacturing system
Evaluates new products and ideas
Decreases the time to market and reduces product costs
Way of the future Virtual Reality Performance Appraisal Alex Smith Randhawa, Gurpreet. Human Resource Management. New Delhi: Atlantic, 2007. Print. Alex Smith Kumar, Dev. “Performance Appraisal: The Importance of Rater Training.” Journal of the Kuala Lumpur Royal Malaysia Police College 4 (2005): Web. • Administration
-Providing an orderly way of determining promotions, transfers and salary increases.
- Supplying data to management on the performance of subordinates and to the individual on his or her performance.
-Creating a learning experience that motivates staff to develop themselves and improve their performance. Use of Performance Appraisal Alex Smith Sharma, Shubhangi. “Performance Appraisal and Career Development” VSRD International Journal of Business & Management Research 2.1 (2012): Web. Management by Objectives (MBO)
Establish the objectives/goals
Provide the feedback
360 degree Performance Appraisal
Checklist Method Methods of Performance Appraisal Alex Smith Kumar, Dev. “Performance Appraisal: The Importance of Rater Training.” Journal of the Kuala Lumpur Royal Malaysia Police College 4 (2005): Web. Halo effect
Standards of Evaluation
Relationship effect Problems Associated with Performance Appraisal Benefits "Types of Employee Benefits." Iseek. Minnesota Department of Employment and Economic Developmet, n.d. Web. 16 Oct. 2012. - Benefits are any perks offered to employees in addition to salary.
- The most common benefits are medical, disability, and life insurance; retirement benefits; paid time off; and fringe benefits.
- Medical Insurance
Example: A worker is working with machinery and happens to hurt themselves in action. Then this worker’s fees would be taken care of by the company, such as:
Hospital room fees and the cost of the prescription drug.
- Paid Time Off Benefit
The three common types of paid time off are holidays, sick leave, and vacation leave. Company Benefits "Employee Compensation." Employee Compensation. Encyclopedia of Business and Finance, n.d. Web. 16 Oct. 2012. Company Benefits Life Insurance
Life insurance for the company employees will protect the family in case the worker should die. Benefits are paid all at once to the beneficiaries of the policy, to usually a spouse or children.
Retirement benefits are funds that are set aside to provide workers with a pension when they end their careers. Retirement plans fit into two general categories:
Defined benefit plan (Pension Plan)
Defined Contribution Plan (401k Plan)
Fringe benefits are a variety of non-cash payments that are used to attract and retain talented employees. Such as: Tuition assistance with a child, childcare benefits, and bonuses. The Benefits of Manufacturing Jobs. Written by David Langdon and Rebecca Lehrman. ESA Issue Brief #01-12. May 2012.
Short Term and Long term Disabilities Insurance
This insurance would replace part of the income that is lost when a worker is unable to perform their particular jobs because of an injury or illness.
Short-term disability insurance would begin right away, for example a worker gets in a car wreck. The worker would be compensated for all or part of the income he or she lost while out. Long-term benefits are provided for an injury that retires the worker, such as a broken back or a spinal injury.
Domestic Partner Benefits
Family Insurance in this nature will be a huge draw for homosexual employees. Company Benefits Compensation Due to the high risk in manufacturing jobs, workers’ compensation is an important part of retaining and motivating workers in a manufacturing company
Workers’ compensation defined
program compensating injured workers: a form of insurance required from employers that provides money as compensation for workers who are injured at work or contract an occupational disease
Functions in four major forms:
Other benefits for the worker and their dependents Workers’ Compensation Workers’ Compensation Monetary Compensation (pay)
- Hourly wage- rate per hour
- Piecework rate- rate of pay for each unit produced
- Salary- rate of pay per month or year
Upper level management- salary
Floor managers- salary/hourly
Line workers- piecework/ hourly Workers’ Compensation Tim Brackett and Son Doan "Companies that don't think about [employee retention], that basically rest on their laurels and think 'the economy will take care of us, where are they going to go?' Those are the companies that, as soon as the labor market picks back up, their turnover rates are going to go from 5 percent to 50 percent and it will happen overnight." Author of The Deadly Sins of Employee Retention and CEO of Leadership IQ Mark Murphy Tim Brackett and Son Doan Replacing workers is expensive, and new employees need time to learn their jobs and build teamwork skills.
Involuntary Turnover – turnover initiated by an employer (often with employees who would prefer to stay)
Voluntary turnover – turnover initiated by employees (often when organization would prefer to keep them Retention Tim Brackett and Son Doan Perks and Benefits
Work Life Balance
Develop their talents
Start off right
Attract the right candidates
Don’t Burn Bridges
Employee today may become a customer tomorrow
Leave some room for error
Martin, J. "Employee Retention Ideas from HR Pros." Waterloo Region Manufacturing Innovation Network. Manufacturing Innovation Network, 24 Apr. 2012. Web. 15 Oct. 2012. <http://wrmin.com/2012/employee-retention-ideas-from-hr-pros/>. Ways to Increase Retention Tim Brackett and Son Doan Conduct job analysis audits to provide realistic job previews.
Implement a well-designed assessment and selection process.
Provide good employee orientation. As a senior leader, your participation in new employee orientation sends a vital cultural and leadership message:
"We’re all involved here in the drive toward what we want to be in the future." Everyone—even the newest employee—has value.
http://www.zeroriskhr.com/articles/sevensteps.aspx Zero Risk
HR’s 7 Steps to Increase Retention Improve manager and employee relationships.
"People leave managers, not companies. If you have a turnover problem, look first at your managers," Marcus Buckingham and Curt Coffman write in First, Break All the Rules.
Provide an equitable or fair pay system. Be competitive!
Encourage succession planning. Identify roles for which employees may be suited in the future and work with them on designing their succession plan within the organization. Invest in cross-training, job shadowing, coaching, mentoring, and cross-experience. Zero Risk
HR’s 7 Steps to Increase Retention cont. Tim Brackett and Son Doan 2 Main Reasons
Unions, Contracts, and Rules
Employee safety is a much higher concern How Manufacturing HR Differs Retention Implement programs for employee training and development. Show your willingness as an organization to develop your greatest asset—your people. Tim Brackett and Son Doan “The union contract does a lot of the HR management for you, There’s a grievance procedure. But in a nonunion facility, it’s hard to get people to respect the handbook. There isn’t a self-policing feature. It’s a lot trickier and requires a lot more energy working in a nonunion facility. You can’t fall back on a contract.”
Jeff Schroer, Owner and President of HRScience Union Contracts Jeff Schroer goes onto say how Human Resources in a manufacturing firm is much more demanding than nonmanufacturing
Unlike office environments, many manufacturing facilities are unionized, which means HR professionals must become experts on union contract issues, such as negotiation and compliance. Carless, Sally. Hetherington, Kate. Understanding the Applicant Recruitment Experience: Does timeliness matter? International Journal of Selection Mar2011, Vol. 19 Issue 1, p105-108, 4p, 2 Charts Carless, Sally. Wintle, Josephine. Applicant Attraction: The role of recruiter function, work–life balance policies and career salience. International Journal of Selection Dec2007, Vol. 15 Issue 4, p394-404, 11p, 3 Charts Taylor McDonough Jacqueline Lee Jacqueline Lee Jacqueline Lee Jacqueline Lee 1st step Finished 2nd step Start Set the Objectives of
Performance Appraisal Establish Standards of Performance Communicating the Performance Standarss to Employees Measure Actual Performance Compare Actual Performance with the Standard Performance Discuss the Reports with Employees Take Corrective Action, if any 3rd Step 4th Step 5th Step 6th Step 7th Step "Workers' Compensation." TheFreeDictionary.com. N.p., 2003. Web. 15 Oct. 2012. <http://legal-dictionary.thefreedictionary.com/Workers' Compensation>. Allie Schmitt Wages
If a worker is hurt on the job and cannot return to work, they will be compensated for their time away by receiving their normal pay
All medical expenses related to work-sustained injury will be paid for
In America, provides job development and placement for disabled
Benefits for dependents
Covers the dependents of the affected worker Allie Schmitt United States Department of Labor. N.p., 27 Mar. 2004. Web. 15 Oct. 2012. <http://www.doleta.gov/>. United States Allie Schmitt Noe, Raymond A. Fundamentals of Human Resource Management. Boston: McGraw-Hill/Irwin, 2007. Print. Joe Mansour Joe Mansour Joe Mansour http://www.zeroriskhr.com/articles/sevensteps.aspx http://www.inc.com/guides/2010/04/employee-retention.html