Human Resources Management

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Chapter 11

• Human Resources Management

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Number of Hours Americans Work Per Week

• Despite all of the technology available to
  increase productivity, More than 80 of all
  workers work more than 40 hours per week.
• Are you surprised? Do you suppose that there is a
  relationship between this number and the number
  of small businesses?

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Employer Perception of High School Seniors Ready
to Work

• Employers dont have a very high opinion of our
  high schools producing students qualified to
  work. No category is over 15 (computer skills).
  Communications skills are perceived to be very
  low. Keep in mind that only about 50 of high
  school graduates go on to college out of high
  school. This doesnt consider the drop outs.

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What Attracts Workers to Specific Employers

• It is interesting to note that job security is
  still a critical element in the selection of a
  place to work even though companies are more and
  more required to adjust personnel needs to the
  impact of technology.
• Also important to potential employees is the
  availability of training and education which
  assists employees maintain their employability
  should they seek work elsewhere.

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What Not to Ask In Job Interviews as a Potential
Employer

• Can you see why these questions might violate
  fair employment and antidiscrimination laws?

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Why Companies Use Temporary Workers

• Recently, California passed laws that require
  firms with 50 or more employees to provide health
  care to them. Could it be possible that such laws
  may reduce the number of full time employees at
  many small, struggling firms in favor of
  temporary people? What impact would that have on
  the number of people covered by health care
  insurance?

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Major Uses of Performance Appraisals

• Probably one of the weakest areas of performance
  by management deals with performance appraisals.
  They are a valuable tool for the reasons shown on
  he slide.
• Done correctly they can be a major factor in
  employee morale as an appraisal should set clear
  performance goals then measure the employees
  progress in terms of those goals. Good employees
  know they are performing well thus reducing
  anxiety, poor employees know where they need to
  improve to do better.
• Just as important, managers know if they have
  personnel available that will help in future
  plans.

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What Makes Employees Stay

• You can see that wages, benefits and stock
  options (other forms of wages) are important in
  the retention of good employees.
• Flexible schedules is becoming more important in
  modern families.
• However, dont be led into believing these are
  all that is important. There are many
  non-monetary factors such as feeling that their
  efforts are appreciated and recognized.

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Unusual Benefits Offered to Workers

• Creative benefits are part of many firms
  retention efforts. Here are a few more
  interesting methods.
• Fannie Mae Ten paid hours per month for
  volunteer work.
• J.P. Morgan Free lunch every day for all
  employees at 60Wall Street.
• Deloitte Touche Bonuses from 1,500 to 10,000
  to employees that recommend new hires.

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Reasons for Establishing Fex-Time

• Flexible work plans have taken on new direction
  with the growth of home-based businesses and
  flex-place options. Flexplace options allow
  workers to come into the office or stay at home
  to accomplish specific job requirements
• Do you see that Internet classes are a form of
  flex-place options?

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Employment Opportunity LawsWhich Statements are
T/F?

• 1 False unless job requires working from a car.
• 2. False Inappropriate question.
• 3. False Violation of Age Discrimination Act.
• 4. False Non-essential to job performance.
• 5 False You can and should asl about prior work
  experience.
• 6. True unless language fluency is part of job
  requirement.
• 7. False unless the job requires heavy lifting
• 8. False Arrests arent convictions.
• 9. False unless you ask it of all applicants
• 10. True but you cannot ask questions that might
  be construed as discriminatory (race. religion,
  etc.)