HIRING, TRAINING, and EVALUATING EMPLOYEES

TOPIC 5

Human Resources Planning - involves planning to satisfy a firms needs for employees. It consists of three tasks: - Forecasting staffing needs - Job Analysis - Recruiting

Forecasting Staffing Needs - some needs for human resources occur as workers retire or take jobs with other firms. - retirement can be forecasted with some degree of accuracy but forecasting when employee will take a job with another firm is difficult. - additional needs for employees result from expansion . These needs may be determined by assessing the firms growth trends. - if the firm avoid hiring during a temporary increase in production they can apply such method: -offer overtime to existing workers - hire temporary workers for part-time or partseasonal work.

Job Analysis - the analysis used to determine the tasks and the necessary credentials for a particular position - this stage require supervisor or manager of the job position to develop a job specification and job description

Job Specification - state the credentials necessary to qualify for a job position. Examples: - the academic qualification - experience in related field Job Description - states the tasks and responsibilities of the job position

Recruiting Human Resource Manager helps each specific department recruit candidates for its open position. To identify potential candidates for the position, the human resources manager may check files of recent applicants who applied before the position was even open. To have more choice of the applicants, the manager will advertised for the position open. There were 2 types of recruiting : - internal - external

Internal Recruiting - an effort to fill open positions with persons already employed by the firm. - beneficial because existing employees have already been proven. Their personalities known, and their potential capabilities and limitations can be thoroughly assessed. - allows existing workers to receive promotion. promotion. - Promotion= the assignment of an employees to a higher-level-job with more higher-levelresponsibility and compensation. there were 2 types of promotion: - closed - open

- Closed Promotion

- the manager decides which worker will be considered for a promotion and it also depends on the supervisor that selected the employees that he/she want to promote. -Open Promotion - this require all employees will have chances to be promote by attending the interview.

External Recruiting - is an effort to fill positions with applicants from outside the firm. There were several steps that the manager have to done before the applicants have been selected: - 1st step =assess each application to screen out unqualified applicants - 2nd step=screening applicants by the interview session. An interview can indicate an applicants punctuality, communication skills and attitude. Detailed information about the applicants past experience.

- 3rd step = ability and aptitude test - 4th step = personal interview - 5th step = Reference Check - 6th step = Physical Exam Test - 7th step = Job offer

Training and Development - training and development is a necessity in a company because it is way in which the personnel manager develops the necessary job skills of their employees. - Among common training programs are: 1) On-the-job training On-the- it is training which conducted while the employee is at work. - a formal on-the-job training can be conducted on-theover an extended period of time in a real job setting.

Advantages - Employers find it easier for trainee to learn . - it can be conducted over a longer period of time

Disadvantages - trainer may not be an expert - extended period of time for training may cause boredom and create interruption - may create a perception from other staff that the employees are slow in learn the work or task.

- workflow continues eventhough trainee is still in training session - easier to get feedback and do observation on employees performance - cost savings

Off-the-jobOff-the-job-training - Training takes place at a location away from the workwork-site - The advantage is that it allows the employees to concentrate and study without interruptions.

Other methods of training and development programs include: - orientation training new employees are introduced to the organizations vision, mission objectives and culture - classroom training where lectures about company policies, plans and other management development programs are distributed to trainees. It can be in form of lectures, films, video and audio visual presentation

-Seminar and conferences - apprenticeship training - job rotation

Federal Laws Related to Discrimination The Equal Pay Act of 1963 states that men and women performing similar work must receive the same pay The Civil Rights Act of 1964 prohibits discrimination based on race, gender, religion or national origin The Age Discrimination in Employment Act of 1978 The Americans Disabilities Act (ADA) of 1990 The Civil Right Act of 1991.

Compensation Packages
Is the total monetary compensation and benefits offered to employees. There are several types of compensation usually offered by the companies: Salary (or wages) - Is the money paid for a job over specific period. - The salary can be expressed per hour, per pay period or per year and is fixed over particular time period.

 Stock Option - A form of compensation that allows employees to

purchase shares of their employers stock at specific price. Commissions - Compensation for meeting specific sales objectives Bonus - An extra one-time payment at the end of a period in onewhich performance was measured Profit Sharing - A portion of the firms profits is paid to employees

 Employees Benefits - Additional privileges beyond compensation

payments, such as paid vacation time, health, life, or dental insurance and pension programs. Perquisites - Additional privileges beyond compensation payments and employees benefit. - Only for high-level employees high-

Developing Skills of Employees

Technical Skills - Employees must be trained to perform the various

tasks they engage in daily. Decision making skills - Firm can benefit from providing their employees with some guidelines to consider when making decision and generating ideas. Safety Skills - Firms educate employees about safety within the work environment. This includes training employees on how to use machinery and equipment in factories owned by large manufacturing firms.

 Human Relation Skills - Some training seminars maybe necessary for

supervisors who lack skills in managing other employees. - Also designed to improve relationships among employees across various divisions so that employees can work together in teams.

Industrial Relation
Also known as labor relation it is a specific area in the field of management that

officially and formally deals with relations between unions and management. A labor union is a group of workers who have jointed together to deal with their employers. Many employees join unions for these reasons. They are - to combat estrangement by establishing contact with other firms. - to fight for increased job security and fringe benefit in the work place - to voice out dissatisfactions with jobs.

In general, union perform these three major functions. They are: - Collective Bargaining is the negotiation process through which management and unions reach agreement regarding work issues. - Labor unions usually demand for pay raises, higher overtime rates, employees benefits and security. - Negotiation is a process whereby both union and management teams discuss issues, demands and limitations in the work place.

 In cases when contract negotiations do not run smoothly ,

union may apply pressure on management through: - Strikes = a strike is a work stoppage whereby employees do not come to or report for work. - Slowdown = In a slowdown, workers report for work but work at a slower rate than the normal work speed required. - Boycotts = it is an attempt by union members refusing to purchase products from organizations whose employees are on strike. - Picketing = this is an activity whereby some employees patrol factory entrances to alert the public that union members are on strike.

- In conciliation a neutral third party (conciliator) is

called to keep both labor union and management to continue talking, discussing and good deal. - In mediation, a neutral third party suggests solution to mediation, the problem and he does not have the power to influence either the union or management. - In arbitration, a neutral third party decides how to arbitration, settle the disputes

 Political Lobbying is a function whereby a union

lobbies with politicians, legislators, government agencies and the public to gain advantages favorable to the union members.  Employees caring and fringe benefits. this is an important aspect to most employees. A union offers avenues for their members to satisfy social, security and recognition needs.

On the other hand, managements bargaining tactics to counter union members. They are: - a lock out = this is reaction on the part of management because of its resentment of employees action. Management will usually refuse to allow workers to enter the plant to work. - An injunction = it is a court order that aims to restrain the union from interfering with a plants production as requested by an employer during strike. - Antiunion Management Consultant = These are specialists hired by employers to defeat unionization. These specialist may provide management and supervisor training, set up employees compensation programs and help employers create a positive work environment.

Evaluation of Employee Performance

This evaluation can be segment into 2 criteria. They are: - Objective criteria= direct measures of criteria= performance are provided for specific job positions. Such as good produced per week, number of day absent, percentage of deadlines missed and the proportion of defective parts caused by employee errors. - Subjective criteria = the quality of work cannot always be measured by the part defect because many jobs do not focus on producing single product.

Step for Proper Performance Evaluation

- Supervisors should communicate job responsibilities

to employees when they are hired and also communicate any change of the responsibilities. Should be by oral and documentation communication - When supervisor notice that employees have deficiencies, they should inform the employees of those deficiencies. Supervisors should also communicate with employees who were evaluated favorably so that those employees recognize that their efforts are appreciated. - Supervisor should be consistent when conducting performance evaluation.

 Upward Appraisals = used to measure the

managerial abilities of supervisors.