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UIS 431 Spring 2015 Manufacturing Group

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Grant Gruen

on 4 May 2016

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Transcript of UIS 431 Spring 2015 Manufacturing Group

Human Resources and the Legal Environment
Many HR and non-HR managerial functions of an organization are affected by laws and regulations.
Takeaways from MGT 431 Human Resource Management
Human Resource Management
Job Analysis, Design, Specification, and Description
Mehreen Chughtai
Grant Gruen
Alec Johnston
Blair Larson
Belinda Smith-Washington
Freyda Sprattling
Human Resources is much more than finding, hiring, establishing rules, and discharging employees for an organization.

Human Resources, if effectively implemented, can allow the organization to obtain a competitive advantage (Noe, Hollenbeck, Gerhart, and Wright, 2015).
Title VII of Civil Rights Act of 1964
Title VII makes it illegal for an organization to refuse to hire, compensate, or discharge any employee with regards to an individual's race, color, religion, sex, or national origin.
Some examples:
Americans with Disabilities Act (ADA) 0f 1990
Mandates protection of workers with disabilities from being discriminated against in the workplace.

The Equal Pay Act of 1963
Mandates that men and women working for the same organization who are preforming equal work receive equal pay. Differences must be for specfic reasons such as seniority or other factors other than gender.
Pregnancy Discrimination Act
Act makes it illegal for an organization to discriminate based upon pregnancy, childbirth, or other medical condition.
Manufacturing Group Spring 2016
Job Analysis
Job Design
The gathering of information in the job analysis is the building block of HRM and is also critical for line-managers

The information is used for everything from performance appraisals to future staffing needs.
Defines how the work will be performed and the tasks required for a given position.
Job Specification
A list of the actions required to perform the position. These actions can be observed and evaluated in the performance appraisals.

Job Description
Skills and abilities that an individual must possess in order to perform the job
HR Planning
Determining Labor Supply
Accurately predicting future labor supply is a critical operation of HRM.

Two Methods of Forecasting
Statistical
Judgmental Methods
Reducing a Labor Surplus
Multiple ways of reducing staff
Some forms have a higher amount of human suffering than others.
Avoiding a Labor Shortage
Multiple routes for avoiding a shortage, including allowing overtime, hiring temporary workers, and outsourcing work.
Every option for avoiding a shortage, comes with a degree of revocability.
Forecasting
1st step in Recruitment. Forecaster assesses organization to find areas where labor shortages and surpluses could exist in the future.
Addressing a Shortage
or Surplus in the Labor
Supply
Labor Shortage
:
Multiple ways, from allowing existing employees to work overtime, outsource work, or hire more employees. Each option comes with a degree of "revocability," explains Noe et al., (2015).
Labor Surplus
:
Multiple ways to address including, downsizing the amount of employees, transferring employees to other positions, or retraining the workforce to perform different positions. Every option comes with a degree of "human suffering" that the workers will experience.
Finding New Employees to Address Labor Shortages
Direct Applicants and Referrals:
Individuals already "sold" on the organization.
Advertising in Newspapers:
Although low in cost, usually results in low number of qualified applicants.
Use of the Electronic Sources:
Applying the power of sources such as LinkedIn, Facebook, and Twitter.
Ability to quickly screen applicants.
Career Fairs at Colleges and Universities:
Ability to target new graduates in the areas of need for the organization.


Overall, recruiting and selecting is more than
filling positions
. HR needs to understand the duties of the open positions and the needs of the organization in order to recruit the best candidates for the positions.
Selecting the Right Employee
Multiple methods of section from asking candidates for references, developing personal inventories, to having the candidate provide samples of their work.
Each option comes with a differing degree of reliability, utility, and legality.
Training the Workforce
Informal:
Learning happens in an informal setting, is initiated by the learner, and uses multiple sources of information, such as Internet, peer interactions and email.
Source of "tacit knowledge."
Formal:
Learning occurs in a structured setting. Training is usually required by the organization, but also uses multiple platforms for deliverance.
Source of "explicit knowledge."
Procedure of Developing a
Training Plan
1. Assess if training is required. Known as performing a "needs assessment."
2. Ensure learners are ready for the training.
3. Create a positive learning environment for the training.
4. Ensure that a transfer of knowledge is taking place.
5. Selection of presenting information.
6. Evaluate the training program for effectiveness.

Types of Learning
Note on Procedure: Feedback is important at every step!!!
Performance
Appraisals

Performance management should emphasize a connection between an organization's strategy and how the performance appraisal systems assist in the strategy or defined by Noe et al. (2015) as "strategic congruence."
Three styles of Approaches
Attribute:
Assessing an individual's attribute to what is determined to be desirable for the organization's success.
Behavioral:
"Attempts to define behaviors an employee must exhibit on the job" (p. 365).
Comparative:
Compares the individual's performance to that of their peers.


Sources of Information for Performance
Managers:
Most Frequently used source.
Given their extensive interaction, managers have a good ability to rate employees.
Peers:
Have extensive knowledge of job requirements.
Potential for bias ratings because of friendships.
Subordinates:
Ability for "upward feedback."
Self:
Note often used, but still contain good information.
Best if used as a source of a pre-evaluation.
Reducing Rater Error
Individuals performing must be trained to make them aware of how error is introduced into the appraisal.




Types of Turnover

Turnover started by the organization with employees who want to stay.

Displays the importance of "at-will" employment, even though this does not make the organization fully immune to lawsuits.

If not properly administered, could result in a wrongful discharge lawsuit.


Managing Employee Separation and Retention
No matter which type of turnover, it is very costly on the organization.
Involuntary Turnover
Voluntary Turnover

Employees voluntarily leaving organization that the organization wishes to keep

At the beginning of this process, employees start to withdraw from the organization.

The source of this withdrawal is an employees low amount of job satisfaction. Sources of job satisfaction include, "unsafe working conditions, personal dispositions, supervisors and co-workers, or the pay or benefits."


Employees must feel that pay and benefits provided are fair, both internally and externally.
Establishing the Salary
Pay is Regulated by Federal and State Laws.
Fair Labor Standards Act (FLSA)
Establishes minimum wage for employees.
Permits a sub-minimum training wage for a period of up to 90 days.
Permits certain individuals as being "exempt."
Exempt employees such as executives, professionals, and administrative person are allowed as along as their salaries are no less than $455 per week.
Currently, the Department of Labor is proposing raising this pay level to a possible of $970 per week

Pay Structure
Merit Pay
Provides changes to compensation by changing base pay.
Incentive Pay
Typically a bonus on a weekly level. Provides motivation, but can attribute to competition among employees limiting collaboration.
Profit Sharing
Motivates employees to think long-term.
Method of compensation is a bonus based on company's profit.
Ownership
Compensation in the form of company ownership.
An employee only realizes its value once the stock is sold.
Gainsharing
Similar to profit sharing, but performance measures are more centrally located to a the specific plant or division of the organization.

Employee Handbook and Presentation References
HR Learning Through the Power of Social Media
Twitter
LinkedIn
Blogs
Twitter is a great source to use for connecting with businesses or customers.
It is a quick, easy, and cheap way to brand your company.
It is also a convenient way to provide or recieve feedback.
LinkedIn is a great way to attract new employees or get hired.
It is also a good way to attract clients to a business.
It can be a quick way for a company to weed out candidates quickly when selecting from a large pool.
Blogging can be crucial to create a following for a business.
Blogging can also build relationships with businesses, manufacturers, or customers.
Like other forms of social media Blogging too can be a cheaper, more affective form of marketing.
All these are excellent sources of Social Learning
Electronic Recruiting
Employment via the Internet
"E-cruiting is simply an organization's own web page to solicit applications.
Well Known job sites include:
Monster.com
HotJobs.com
CareerBuilder.com
The internet has become a valuable tool in recruiting to many organizations.
Performance Management a Daily Event with the help of Social Networking
Forward-thinking companies that develop and utilize websites or purchasing software to help make performance management more of an ongoing dynamic process.

Noe et al. (2015)
Competing Through Technology
Example of software used -

Performance Multiplier allows employees to update their performance and post weekly performance goals.
Benefits of this type of software -

Open communication

Recognition for good performance

Quick Feedback from manager, peers, and anyone that the employee wants feedback from.

Accuracy and Validity of Evaluations
Some companies utilize Wikis. This allows everyone that was involved with an employees performance review to provide input and feedback.
Handbook Project
The handbook project taught us how to write policies and the importance of researching local and national laws to ensure that policies conform to legal requirements.
We learned that certain policies, like FMLA and lunch breaks are more important to include in handbooks initially than some discretionary benefits policies like profit sharing because they have laws that must be followed.
By comparing our own handbook with the handbooks of other groups, we realized that different industries have different policy requirements. No two industries have the same needs.
We discovered the importance of feedback from classmates. Our classmates were able to identify areas for improvement we had overlooked
To help orchestrate the handbook, members suggested policies and then each member voted to help the group choose the ten optional policies
Then, each person, with the exception of the two group leaders, chose 4 policies out of the list that they would research and write. The leaders took the remaining policies.
As with many group projects, especially online, we had hurdles to overcome. These hurdles included communication and participation issues. The leaders would help the group overcome these barriers by sending out reminder emails and explaining the importance of participation by all members.

Personal Takeaways
This course taught me the importance of collaboration of all the departments of an organization. It takes the whole firm to create competitive advantage. I can use the information from this course in the future to help me increase employee satisfaction and create competitive advantage using the human resources of a firm.---Blair L.

Recruitment & Selection
After completing this course, I understand how many employment laws effect both HR and non-HR professional of an organization on a daily basis. Also, the need for human resources to be involved more than hiring and terminating employees. --- Grant G.

I learned from this course that HR is much more than hiring a person and providing orientation. Without HR involvement throughout the entire process the organization is vulnerable in many areas. The project reiterated for me the importance of teamwork. Teamwork is a vital part in many organization.s This course will help me to connect and gain vital HR information to enhance my skills.---Belinda S.
I took away the importance of being ethical and a team player. Working on the group handbook gave me a better understanding of how to put a policy handbook together.---Freyda S.
I did not formally know what HR covered other than worker complaints and hiring. I will be honest, I was the guy that kind of scoffed at having to take an HR course because I thought it was basic. It is not and I have a new respect for the HR field which will help me in my business life. ---Alec J.
Full transcript