Sever al r easons why:?

Some organizations have policies that demand promotions from within,operate Legal Envir onment
? Organizational Goals
under union regulations,or offer low wages, which makes recruiting and keeping employees difficult or -Human resource management
subject to outside influence and restrictions.? An emphasis on corporate culture,teamwork, and -Recruitment
-Selection
participative management makes it important to hire people who not only are skilled but also fit in with the -Training and development
culture and leadership style of the company. ? Sometimes people with the necessary skills are not Two Key factors: -Motivation
1. Organizations?recognition of -Evolution
available; then workers must be hired and trained internally. Employee Sour ces Gr aph (Exter nal sour ces, -Compensation and benefits
employees as their ultimate resource -Scheduling Uncertainty in global politics and increased attention on hiring immigrants. ? Technology, such as talent
Inter nal sour ces). Internal sources includecurrent employees who can be transferred or promoted or who 2. Changes in the law that rewrote -Employee-union relations
-Career management networks, crowdsourcing, and internal social networks.? Multigenerational workforce. Older Millennials and Gen
can recommend others to be hire. Exter nal sour ces such as advertisements, private and public many traditional practices. Xers hold management positions,whereas Gen Zers are entering the workforce and many baby boomers are
employment agencies,collegeplacement bureaus, management consultations,online sites,professional
delaying retirement. ? Shortages of trained worker ingrowth areas such as computer technology, biotechnology,
organizations, referrals, and online and walk-in applications
robotics,green technology, and the sciences.? Large number of skilled and unskilled workers from declining
industries,such as steel and automobiles,who are unemployed or underemployed and need
retraining.Underemployment workers are those who have more skills or knowledge than their current jobs
require or those with part-time jobs who want to work full-time.? A growing percentage of new workers who are
Developing the Ultimate Resour ce: One reason the rolle of human resource undereducated and unprepared for jobs in the contemporary business environment. ? A shortage of workers in
Recr uitment is the set of activities for obtaining the right number skilled trades die to the retirement of aging baby boomers. ? An increasing number of both single-parent and
management has grown is that the shift from traditional manufacturing industries
of qualified people at the right time. CEO?s surveyed say that two-income families,resulting in a demand for job sharing, maternity leave, and special career advancement
to service and high-tech manufacturing industries requires businesses to hire
attracting and retaining talent is their biggest challenge programs for women.? A shift in employee attitudes toward work. Leisure time has become a much higher
worker with highly technical job skills.Today the job of human resource
Human r esour ce management (HRM) is the process of determining human priority,as have flextime and a shorter workweek. ? An increased demand for temporary and part-time workers.
management has taken on an increased role in the firm since qualified employees
resource needs and then recruiting,selecting, developing, motivating, evaluating, ? A challenge from overseas labor pools whose members work for lower wages and are subject to fewer laws and
Selection is the process of gathering information and deciding who are much scarcer due to an increase in jobs that require advanced or specialized
should be hired,under legal guidelines,to serve the best interests of the compensating,and scheduling employees to achieve organizational goals. Human regulations than U.Sworkers. This results in many jobs being outsourced overseas. ? An increased demand for
training,This shortage of qualified workers makes recruiting and retaining people
individual and the organization. resource management was called ?personnel? and involved clerical functions such benefits tailored to the individual yet cost-effective to the company? Growing concerns over health care, elder
A typical selection pr ocess has six steps: more important and more difficul
as screening applications, keeping records,processing payroll, and finding new care, child care, drug testing, workplace violence, and opportunities,for people with disabilities. ? Changes
1. Obtaining complete application forms employees when necessary
2. Conducting initial and follow-up interviews created by the Affordable Care Act(Obama Care) that have added a large number of regulations that employers
3. Giving employment tests have to implement and track. Changes or replacement of ObamaCare will require learning new/ different
4. Conducting background investigation Selecting Employees Who Will Be Pr oductive regulations,and so on.? A decreased sense of employee loyalty, which increases employee turnover and the cost
5. Obtaining results from physical exams of replacing lost workers. ? Implementing human resource information systems
6. Establishing trial (probationary) periods
4) Recruiting Employees From a Diverse Population The Human Resour ce Challenge

Contingent wor ker s include part-time workers, temporary Hir ing Contingent Wor ker s One of the more important pieces of social legislation passed by congress was the Civil
Right Act of 1964. In 1972, the Equal Employment Opportunity Act (EEOA) was added as an
workers,seasonal workers,independent contractors,interns, co-op 5) Outline the six steps in selecting employees. 1) Explain the importance of human resource management, and describe amendment to Title 7. (A list of Acts and their years)
students, and freelanders. There are two key reasons for the rise of the Ban-the-box prohibits asking questions about convictions on job applications ad initial
gig economy. Workers want diversity and flexible in their roles and current issues in managing human resources. interviews. Affirmative Action designed to ?right past wrongs? by increasing opportunities for
ability to showcase their skills;and employers have shifted from ?I minorities and women. Reverse Discrimination has been defined as discrimination against
Laws Affecting Human Resour ce Managemen members of a dominant or majority group usually as a result of policies designed to correct
need to hire a person? to ?I need to complete a task previous discrimination. Feder al Contr act compliance programs(OFCCP) ensures that
employees comply with nondiscrimination and affirmative action laws and regulations when
6) Illustrate employee training and development methods. doing business with the federal government
Chapter 11: Human Resource Management : Finding and Keeping the Best Employees
Tr aining and development includes all attempts to improve productivity by increasing an employee?s ability to perform. Training focuses on short-term skills,whereas Development focuses on 2) Illustrate the effects of legislation on human resource management.
long-term abilities. Both include three steps: 1. Assessing organizational needsand employee skillstodetermine training needs2. Designing training activitiestomeet identified needs3. Evaluatingthe training?s The Americans with Disabilities Act of 1990 (ADA) requires employers to give applicants with
effectivenessOr ientation is the activity that initiates new employees into the organization; to fellow employees; to their immediate supervisors;and to the policies,practices,and objectives of the firm. physical or mental disabilities the same consideration for employment as people without
Laws Pr otecting Employees with Disabilities and disabilities. The ADA requires making ?reasonable accommodations? for employees with
On-the-job tr aining lets the employee learn by doing or by watching others for a while and then imitating them,right to the workplace. Appr entice pr ogr ams a trainee works alongside an Older Employees disabilities, such as modifying equipment or widening doorways. Employers used to think that
experience employee to master the skills and procedures of a craft. Off-the-job tr aining occurs away from the workplace and consists of internal or external programs to develop any of a variety of 7) Trace the six steps in appraising employee performance. being fair meant treating everyone the same, but accommodation in fact, means treating
skills or to foster personal development. Online tr aining demonstrates how technology is improving the efficiency of many off-the-job training programs. Vestibule tr aining (near-the-job peopleaccording to their specific needs. That includes putting up barriers to isolate people
3) Determining a Firm?s Human Resource Needs readily distracted by noise, assigning workers to new risks, and making changes in supervisors
training) is done in classroom with equipment similar to that used on the job so that employees learn proper methods and safety procedures before assuming a specific job assignment. Job management styles
simulation is the use of equipment that duplicates job conditions and tasks so that trainees can learn skills before attempting them on the job
Effects of Legislation
Choosing a career in human resource management offers a challenge to anyone willing to put
Management development the process of training and educating employees to become 8) Compensation pr ogr ams, and evaluate forth the effort, Remember:? Employers must know and act in accordance with the legal rights
good managers,and then monitoring the progress of their managerial skills over time. of their employees or risk costly court cases. ? Legislation affects all areas of human resource
Management Development pay systems and fr inge benefits. management, from hiring and training in compensation.? Court cases demonstrate that it is
Most management training programs include several of the following: sometimes legal to provide special employment and training to correct discrimination in the
? On-the-job coaching past.? New court cases and legislation change human resource management almost daily; the
? Understudy position only way to keep current is to read the business news and stay familiar with emerging issues.
? Job rotation
? Off-the-job courses and training

All management, including human resource management, begins with planning.

Performance appraisal an evaluation that measures employee performance against The fivesteps in the human r esour ce planning pr ocess ar e: 1. Preparing a
established standards in order to make decisions about promotions,compensation,training, or
termination. Performance appraisals have Six Steps : human resource inventory of the organization?s employees 2. Preparing a job
1. Establishing performance standards analysis 3. Assessing future human resource demand 4. Assessing future labor
2. Communicating those standards ? Keeping valued employees from going to competitors or starting supply 5. Establishing a strategic plan Job analysis is a study of what employees do
3. Evaluating performance competing firms who hold various job titles. Job descriptionspecific the objectives of the job, the
4. Discussing results with employees ? Maintaining a competitive position in the marketplace by keeping
5. Taking corrective action costs low type of work, the responsibilities, and duties, working conditions,and the job?s
6. Using the results to make decisions through high productivity from a satisfied workforce relationship to other functions. Job specifications are a written summaryof the
In the 360-degree review management gathers opinions from all around the ? Providing employees with some sense of financial security through minimal education and skills a person needs to do a particular job. HRIS ( Human
employee,including those under,above,and on the same level,to get an accurate,comprehensive fringe
idea of the worker?s abilities benefits such as insurance and retirement benefits Resour ce Infor mation System) is software that uses multiple tools and process
to manage in organization?s employees and database.