The Environmental Context of Human Resource Management

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The Environmental Context of Human Resource
Management

• What is Human Resource Management?
• HRM is the set of organizational activities
  directed at attracting, developing, and
  maintaining an effective workforce.
• Why Human Resource Management?
• Human resources are critical for effective
  organizational functioning.

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Job Analysis

• Job Analysis is a systematic procedure for
  studying jobs to determine their various elements
  and requirements.
• Job Description is a list of elements that make
  up a particular job.
• Job Specification is a list of the qualifications
  skills, abilities, etc. required to perform a
  particular job.
• Job Analysis is the basis for recruiting and
  selecting employees for existing or new jobs and
  is used to prepare job evaluation forms and to
  determine compensation levels.

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Job Description and Job Specification
Source Used with permission of Houghton Mifflin
Company.
4
Attracting Human Resources

• How do HRMs forecast human resource demand and
  supply?
• Assessing trends.
• Sales forecast analysis.
• Forecasting the labor supply.
• Plan for dealing with predicted shortfalls or
  overstaffing.

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Attracting Human Resources

• Replacement Chart lists each important
  managerial position in the organization and
  identifies
• who occupies it
• how long he or she will probably remain in that
  position
• who is or will be a qualified replacement

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Attracting Human Resources

• Employee Information System
• Generally a computerized record on each
  employees education, skills, experience and
  career aspirations.
• Easily able to identify any and all employees who
  are eligible to fill positions.

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Human Resource Planning
Assess trends in External labor market
Current employees Future
organizational plans General economic trends
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Recruiting Human Resources

• What is recruiting?
• Attracting qualified people to apply for the
  jobs that are open.
• What are the forms of recruiting?
• Internal recruiting considering present
  employees as candidates for openings.
• External recruiting attracting people outside
  the organization to apply for jobs.

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Recruiting Human Resources

• It is important to bring about a good person-job
  fit.
• The Realistic Job Preview RJP provides the
  applicant with a real picture of what the job
  would be like.

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Recruiting Human Resources

• Validation determining the extent to which a
  selection device is really predictive of future
  job performance.
• Predictive validation involves collecting
  scores of employees or applicants on a device to
  be validated and correlating their scores with
  actual job performance.

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Recruiting Human Resources

• Content validation uses logic and job analysis
  data to establish that the selection device
  measures the exact skills needed for successful
  job performance.
• Can the applicant actually perform the duties?

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Recruiting Human Resources

• Selection Processes
• Application Blanks
• Tests of ability, skill aptitude or knowledge
• Interviews
• Assessment Centers managerial simulations
• Polygraphs, Drug tests, Physicals, Credit checks

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Selecting Human Resources
Validation, determining the extent to which a
selection device is predictive of future job
performance
Application Blanks
Tests
Interviews
Assessment Centers
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Developing Human Resources

• What does training mean?
• Teaching operational or technical employees how
  to do the job for which they were hired.
• What is employee development?
• Teaching managers and professionals the skills
  needed for both present and future jobs.

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The Training Process
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What Is a Performance Appraisal?

• A Performance Appraisal is a formal assessment
  of how well an employee is doing his or her job.
• There are various form of appraisals such as
• Behaviorally Anchored Rating Scale BARS, a
  sophisticated rating method in which supervisors
  construct a rating scale associated with
  behavioral anchors.

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What Is a Performance Appraisal?

• Common Appraisal Methods
• Objective Methods includes actual output and
  special performance tests.
• Judgmental Methods ranking and rating
  techniques are the most common.
• Rating differs from Ranking in that it compares
  each employee with a fixed standard rather than
  comparison with other employees.

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Graphic Rating Scales for a Bank Teller
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Behaviorally Anchored Rating Scale
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What Is a Performance Appraisal?

• Errors in Performance Appraisals
• Recency Error the tendency to base judgments
  on the subordinate's most recent performance
  because it is most easily recalled.
• Overuse of one part of the scale giving
  everyone a rating of average, being too easy or
  too tough.
• Halo Error allowing the assessment of an
  employee on one dimension to spread to ratings
  of that employee on other dimensions.

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What Is a Performance Appraisal?

• 360-degree Feedback - is a performance appraisal
  system in which managers are evaluated by
  everyone around them their boss, their peers
  and their subordinates.

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What Is a Performance Appraisal?

• Performance Feedback
• Last step in the performance appraisal
• Discussion should generally be focused on the
  facts
• The assessed level of performance
• How and why that assessment was made
• How it can be improved in the future