Sorin Anagnoste

1. Introduction

2. External environment of an organization and its stakeholders

3. Types of organizations

4. Steps for setting up a company

5. Organizational structures (AT Kearney presentation)

6. Human resources department

7. Branding: case study (guest speaker: Paul Markovits)

8. Management function

9. Marketing and sales department (AT Kearney presentation)

10. Production, acquisition and logistics (AT Kearney presentation)

11. Accounting, finance and investments (Finance Secretary of State – Enache Jiru)

12. Controlling function within an organization

13. Other departments

14. Exam recap

1. Branding: a) Market Strategy and Brand positioning b) Customer decision making and the role of the brand c) Brand communications and repositioning

2. Go to market strategies: a) Channel strategy and online-offline interaction b) How to find lead users and to facilitate influence and

contagion c) Social targeting, Social advertising and persuasion

3) Social marketing

• To list the main functions of human resources department

• To cite at least five methods recruiters use to find job candidates

• To identify the stages in the hiring process

• To list several popular types of employee incentive programs

• To highlight several important employee benefits

• To describe three ways an employee’s status might change and

discuss why many employers prefer to fill job vacancies from within

1. Microsoft

2. Oracle

3. Google

4. BCR

5. IBM

6. Continental

7. Orange

8. OMV Petrom

9. HP

10. Vodafone

11. BRD Groupe Société Générale

12. Coca-Cola

13. P&G

14. Siemens

15. KPMG

16. Adobe

17. PwC

18. Emerson

19. ING Bank

20. Banca Transilvania

• Planning for a company’s staffing needs

• Recruit and hire the right people

• Training and development of the personnel

• Appraise employee performance

• Administer compensation and employee benefits

• Oversee changes in employment status

Challenge: accelerating rate of employees’ turnover

Proper planning is critical….Why???...Problems with overstaffing or understaffing

Forecasting employees’ demand and estimating supply of available employees (on

the market/ inside the company)

Part-time or temporary employees (temps) whose schedules can be rearranged to meet

the company’s needs (see labor legislation within many European countries)

Advantages of temporary work

Outsourcing, personal leasing

Job analysis- the process of studying jobs in a company to determine the tasks and

dynamics involved in performing them

Job description- a formal statement summarizing the tasks involved in the job and the

conditions under which the employee will work

(What is the purpose of the job?, What tasks are involved in the job?, What qualifications

and skills are needed to perform the job? Which are the working conditions? Does the job

entail much pressure? Etc.)

Job specification- a statement describing the skills, education and previous experience

required by the job

Who develops the job description and specification?

Recruitment channels

Recruitment and hiring process

Recruitment and hiring process

Flyers, posters, conferences and other

events

Referrals from employees or colleagues in the industry

Headhunting- people who try to attract people from other

industries

Selection steps

Look for someone inside the

organization

Rely on networking contacts

and personal

recommendation

Hire an employment agency Review unsolicited resumes Place/ read a job ad

It might last between from a few weeks to months

Application documents: CV, application letter, references, certificates etc.

Negotiating salary package

Checking references

In depth interview/ tests (intelligence/ personality, abilities)/ assessment center

Interview (phone or face to face)

Preselection of the application files

Employers have to avoid discrimination and respect privacy of

applicants

Overqualified and under qualified employees

Orientation programs- sessions or procedures for acclimating a new employee to the

organization (information about company’s history and structure, safety regulations,

organizational culture, working hours, benefit plans etc.)

Training programs- employees competence has a direct impact on productivity and

profits

In house/ external trainings/ courses, exams/ in some cases under certain conditions

Job training - focuses on teaching employees the required skills and procedures to

operate company equipment in a safe and efficient manner

Coaching- is a development process in which a trainee receives specialized support

from a coach when trying to achieve a certain professional or personal objective.

Mentorship – is a relationship between a more experienced person and a less

experienced one (apprentice). True mentoring goes beyond answering occasional

questions or providing help for specific problems. It involves an ongoing relationship of

learning, dialog and challenge.

Performance appraisal- evaluation of an employee’s work according to

specific criteria

Most companies require regular written evaluations, standard form

360 degree review- performance

appraisal is performed by several

people; by moving the review process

from one-dimensional to a

multidimensional format the possible

bias are corrected

Very difficult to measure productivity/ employee in the

service sector or employees who work in teams

Feedback to employees

Compensation- a combination of payments in the form of wages or salaries, incentive

payments and employee benefits

Wages= direct incentive in form of cash payment based on calculating the number of

hours worked, the number of units produced or a combination of both

Minimum wage/ maximum 40 hours/week overtime

Salary= fixed weekly, monthly or yearly cash compensation for work; the compensation

is based on time, but the unit of time is a week, a month or a year; normally no pay for

the extra hours worked

Incentive programs- cash payments linked to the achievement of specific goals

Bonuses- the payment in addition to the regular wage/ salary as a reward for

achievement

Commissions- payments equal to a certain percentage of sales made

Profit sharing- system for distributing a portion of a company’s profit to employees

Knowledge based pay- is related to an employees’ acquisition of skills; because

employees do not compete with each other, it enhances teamwork.

Employee benefits- financial benefits other than wages, salaries and incentives

Flexible benefits plans- according to everyone's needs

Additional insurance (life, health, disability etc.)

Retirement benefits – pension plans

Sock ownership plans – contracts allowing employees to purchase or sell a

certain number of shares of a particular stock at a given price- ties employees’

compensation to companies goals- more motivated employees- employees

become owners

Family benefits- daytime child care, elder- care assistance, payment of tuition fees

for children in case of relocation

Other benefits- paid holydays, gym studio, car, phone, paid sabbatical period,

tuition fees, wellness programs

Promoting and reassigning employees

-allows the company to benefit from the training and experience of its own

workforce

- rewards employees with good results and motivates them

- risks when making execution personnel managers

Terminating employees

-layoffs (termination of employees for economic or business reasons unrelated to

employee performance) or firing (for poor performance)

- companies are encouraged to avoid as much as possible layoffs and to maintain

the jobs

Retirement

- mandatory retirement makes it necessary for people to quit working as soon as

they turned a certain age

- worker buyout- inducing employees to depart by offering them financial

incentives

Labor productivity in Romania

compared to other EU countries

Source: Bechir, 2011

Source: http://epp.eurostat.ec.europa.eu/statistics_explained/index.php/Unemployment_statistics, 2012

Chris MacGregor – 24 yrs

Matthew Hodgson, 18 yrs