Lecture 15

Lecture 15Chapter 8Managing Human Resources And Labor RelationsChapter OutlineFoundations of Human Resource ManagementStaffing The OrganizationDeveloping The WorkforceCompensation & BenefitsLegal Context Of HR ManagementNew Challenges In The Changing WorkplaceDealing With Organized LaborCollective BargainingThe Strategic Importance of HRMHRM- Activities For Attracting, Developing, & Maintaining An Effective WorkforceTodays Reasons For ImportanceGrowing Legal IssuesEmployees Important For Improving ProductivityPoor HR Management Is ExpensiveHuman Resource PlanningJob Analysis Job DescriptionDuties, responsibilities, working conditionTools, material, equipment and information requirementJob SpecificationSkills, abilities, qualifications needed to performImportance: selection methods, appraisal system, compensation

Human Resource PlanningForecasting HR Demand/SupplyInternal supply External supplyReplacement Charts List important positionsHow long the person will stayWho is now qualified or will be qualifiedSkills Inventories / Employee information systemEmployee education, skill, experience, career aspirations

Human Resource PlanningMatching HR Supply/DemandOver staffingUnderstaffing

HR Planning Process

Recruiting Human ResourcesRecruiting- Attracting Qualified Persons To Apply for a Job

InternalConsidering present employees as candidates for opening

ExternalConsidering outside applicants as candidates for opening

SelectingHuman ResourcesApplication FormTestsInterviewsOther TechniquesHireSelectingHuman ResourcesApplication FormsShould have question related to job aspectsApplicants merits further evaluationTestsAbility, skill, aptitude, or knowledge relevantAll applicants should be given the same time, same directions and same testing environmentValidReliable InterviewsStructured aUnstructuredOther techniquesPhysical examDrug test

TrainingThe WorkforceOn-The-JobOff-The-JobVestibule

Performance AppraisalEvaluation of a company job performance in order to determine the degree to which the employee is performing effectively Appraisal processDefines performance standardsObserves employee performanceCompares expectations with performance Types of appraisalPerformance Appraisal

Compensation& BenefitsThe total package of reward that the firm offers employee in return for their work is called a compensation packageIncludesWagesSalaryBenefitsincentivesCompensation& BenefitsWages- Time WorkedSalaries- Job PerformedComparison with competitorsInternal salary in comparison to various jobIncentivesSpecial pay programs designed to motivate high performanceMoney motivates when it is tied to performance

Incentive ProgramsIndividualBonusesMerit Salary SystemsStock OptionsPay For Performance (variable payCompany wide performanceBusiness unit performancePersonal recordCompanywideProfit-SharingGainsharingPay-For-KnowledgeBenefit ProgramsCompensation other than salary and wage is called benefitHealth insurance Paid time off for vacations and holiday

Retirement Plans

Cafeteria Benefits PlanLegal Context of HR ManagementEqual Employment OpportunityProtect Classes from unfair or inappropriate discrimination Discrimination on the basis of job performance is legalIllegal discrimination is based a stereotype, belief or a prejudice about classes of people.

OSH LawsOccupational Health And Safety LawsThe main law governing OHS is the Factories Act 1934 Chapter 3. The Hazardous Occupation Rules of 1978 regulate certain occupations as hazardous, and contain special provisions to regulate the working conditions in those occupations. Each province has also enacted its own Rules within the mandate of the Factories Act.

OSH Laws

In addition there are other laws dealing with OHS:The Mines Act 1923Social Security Ordinance 1965Workmens Compensation Act 1923Shop and Establishment Ordinance 1969Dock Labourer Act 1934

OSH LawsNo data about occupational health and safety (OHS) are available in Pakistan because the majority of accidents are not reported to the Labour Department. Diseases and accidents in the work place are an appalling tragedy. The incidence of occupational diseases and injuries is very high in Pakistan because thousands of workers are routinely exposed to hazardous chemicals.

Emerging AreasOf DiscriminationSexual HarassmentHostile Work EnvironmentEmployment At WillEmployer & Employee Have Right To TerminateNo Advance Notice Necessary

New Challenges in the Changing Work PlaceWorkforce DiversityAttitudesValuesBeliefsBehaviors

GenderRaceAgeEthnicityPhysical AbilityKnowledge WorkersInformation Age- Workers Valued For:AccomplishmentsExperienceIncludeComputer ScientistsEngineersPhysical ScientistsManaging Knowledge WorkersIndependentIdentify With Profession Not OrganizationRequire Extensive Training & RetrainingRequire Continued Compensation UpdatesContingent/TemporaryWorkersOther Than Permanent Or Full-TimeIncludesIndependent ContractorsOn-Call WorkersTempsContract/LeasedManaging Contingent & Temporary WorkersFlexibility Requires Careful PlanningAcknowledge Advantages & DisadvantagesAssess Real CostHow Do They Fit Into Company Strategy?Organized LaborLabor Union a group working together to achieve shared job related goalLabor Relations dealing with employees who are represented by a unionCollective Bargaining drafting and administering of the terms of a labor contract Union BargainingHistoricallyIncreases In Wages/SalariesBenefitsTodayJob SecurityJobs Going OverseasPreserve What Has Already Been WonCollective Bargaining

Union TacticsWhen Bargaining FailsImpasse -no agreement on contract Union tacticsStrikePicketsBoycottsWork SlowdownManagement TacticsLockouts

StrikebreakersMediation & ArbitrationMediation third party can suggest not impose settlement

ArbitrationVoluntary third party dictates the settlement, and both party have agreed to submit before outside judgmentCompulsory/Binding arbitration is legally required between the government and public employee