Introductionto business ppt-ch08

PowerPoint Image Slideshow
Introduction to Business
Chapter 8 MANAGING HUMAN RESOURCES AND LABOR RELATIONS

Learning Outcomes
1. What is the human resource management process, and how are human
resource needs determined?
2. How do firms recruit applicants?
3. How do firms select qualified applicants?
4. What types of training and development do organizations offer their
employees?
5. How are performance appraisals used to evaluate employee performance?
6. What are the types of compensation and methods for paying workers?
7. What is a labor union and how is it organized, what is collective bargaining,
and what are some of the key negotiation issues?
8. How are grievances between management and labor resolved, and what
tactics are used to force a contract settlement?
9. What are the key laws and federal agencies affecting human resource
management and labor relations?
10. What trends and issues are affecting human resource management and labor
relations?

Human resource (HR)
management is the process of
hiring, developing, motivating, and
evaluating employees to achieve
organizational goals.
Job Analysis
Study of the tasks required to do a
job well.
• Essential skills
• Knowledge
• abilities required for the job.
The tasks and
responsibilities of a job are
listed in a
Job Description.
The skills, knowledge, and
abilities a person must have to
fill a job are spelled out in a
Job Specification

HR demand forecast
(1) determining the number of people needed by some
future time
(2) estimating the number of people currently employed
by the organization who will be available to fill various
jobs at some future time.

Exhibit 8.3 Human Resource Management Process

Table 8.1 Job Description and Specification

Temporary shortage of sales
professionals at the holiday
shopping season
Temporary or contingent worker,
someone who wants to work but
not on a permanent, continuous
basis.

Exhibit 8.4 Human Resource Planning Process

Human Resource Planning
• After reviewing the material about
HR Planning and Job Analysis and
Design found in Section 8.1, watch
the linked video, paying particular
attention to the key differences
between Job Analysis, Job
Description and Job Specification,
as explained in the Section and the
video. Which one of these would
be the recommended place to
start in order to ensure having the
right people with the right skills in
the right job?

Human Resource Planning
1. How does Job Analysis, Job Description and Job Specification relate to HR
Planning and Forecasting?
2. Can Human Resource professionals complete a Job Analysis, Job
Description or Job Specification without an accurate forecast?
3. What would be the challenges to making an accurate forecast of the
future needs of an organization?
4. Would you think certain industries, organizations or even geographic
areas might have an easier planning experience than others?
5. What might a manager or business owner do to be better prepared to
predict the potential demand and supply for workers at their company?

1. What is the human resource management
process, and how are human resource needs
determined?
• CONCEPT CHECK
1. Define human resource management.
2. Distinguish between job analysis, job
description, and the job specification.
3. Describe the human resource management
process.

How Companies Recruit Employees
Internal/Passive Labor
Market
Promote From Within
External/Active Labor
Market
Job Fair/Corporate Open
House/College Campuses
Company Website
Social Recruiting
LinkedIn/Monster/
Twitter/Facebook
Glassdoor
Recruitment Branding
Accurate & Positive Image

2. How do
firms
recruit
applicants?
• CONCEPT CHECK
• What are the two sources of job
applicants?
• What are some methods firms use to
recruit applicants?
• What is meant by recruitment branding?

Exhibit 8.6
Steps in the
Employee
Selection
Process

Table 8.2 Striking Out at the Interview Game

Introductionto business ppt-ch08

Zappos is a weird company- and it's happy that way
• Zappos was offered in the video selections
from Section 7.3 because of this organization’s
unique approach to teamwork, which they call
holacracy. They also have a rather atypical
manner of selecting employees, too.
• View the Zappos is a weird company -- and
it's happy that way video and scroll forward to
2:16. Here a staff member named Tyler
Williams explains that since he heard the
Zappos “was more difficult to get into than
Harvard”, he created the “video valentine”
shown as a way to increase the chances of
being selected to work at Zappos. As you will
note from this video, one of the interview
questions shared by Williams asked him to
rate himself on a scale of 1-10 for
“weirdness”.

Zappos is a
weird
company-
and it's
happy that
way
1. What is the likelihood would
you give to other
organizations adopting the
approach used by Zappos to
recruit and select
employees?
2. Is there any kind of situation
where this selection
technique would be a better
“fit” than others?

3. How do
firms select
qualified
applicants?
• CONCEPT CHECK
• Describe the employee selection process.
• What are some of the ways that
prospective employees are tested?

Exhibit 8.8 Employee Training and Development Process

4. What types of training and development do
organizations offer their employees?
• CONCEPT CHECK
1. Describe several types of on-the-job
training.
2. What are the advantages of simulation
training?
3. How is technology impacting off-the-job
training?

Exhibit 8.9 Performance Planning and Evaluation

Table 8.3 Example of Behavior-Based Rating Scale for Performance
Appraisal

Table 8.3 Example of Behavior-Based Rating Scale for Performance
Appraisal, continued

5. How are performance appraisals used to evaluate
employee performance?
• CONCEPT CHECK
1. What are the steps in the performance
planning and appraisal process?
2. What purposes do performance appraisals
serve?
3. Describe some sources of information for
the performance appraisal.

Do these
benefits
change the
way you look
at your
career
choice?

The Best Job Perks and Benefits millennials have that their parents
didn’t

W. L. Gore & Associates
• View all three of the interviews with current
Gore employees, and review Section
8.6. Alicia's story is on the right of this
narrative while Suzi's and Mark's story arrear
on the next slide.
• Besides winning a place on Fortune’s Best
Companies list, Gore is known for both an
unusual organizational structure and a very
unique approach to employee
compensation. The part that is very different
at Gore is the way they handle internal raises
and promotions. Co-workers on the same
team rank each other based on contributions
to the company for the year. Team members
may provide comments explaining why they
ranked a co-worker that way, as well as
identify strengths or suggest areas for
improvement of the associates they rank. This
information is then used for determining
raises.

W. L. Gore & Associates
1. What are the pros and cons of this method of evaluation and
compensation?
2. Especially after viewing the videos, would you want to work for this W. L.
Gore? Why or why not?

6. What are the types of compensation and methods
for paying workers?
• CONCEPT CHECK
1. How does a firm establish a pay scale for its
employees?
2. What is the difference between direct and
indirect pay?
3. Why are health insurance and benefits so
important to employees?

Table 8.4 Benefits Stressed by Unions in Organizing Campaigns and
Common Arguments Against Unions

Exhibit 8.10 Union Organizing Process and Election

Exhibit 8.11 The Process of Negotiating Labor Agreements

7. What is a labor union and how is it organized,
what is collective bargaining, and what are some of
the key negotiation issues?
• CONCEPT CHECK
1. Discuss the modern labor movement.
2. What are the various topics that may be
covered during collective bargaining?
3. Explain the differences among a union shop,
agency shop, and an open shop.

Exhibit 8.13 Typical Grievance Procedure

Table 8.5 Strategies of Unions and Employers

8. How are grievances between management and labor
resolved, and what tactics are used to force a
contract settlement?
• CONCEPT CHECK
1. Describe the grievance procedure.
2. In what ways do arbitrators act like judges?
3. What are some tactics for pressuring for a
contract settlement?

Table 8.6 Laws Impacting Human Resource Management

Table 8.6 Laws Impacting Human Resource Management,
continued

9. What are the key laws and federal agencies affecting
human resource management and labor relations?
• CONCEPT CHECK
1. Discuss the laws that govern wages,
pensions, and employee compensation.
2. Describe the Americans with Disabilities Act.
3. How do the Wagner and Taft-Hartley Acts
impact labor-management relations?

CNN to pay 76 Million in Record Backpay Settlement
• As described in Section 8.9, the
NLRB (National Labor Relations
Board), an agency of the federal
government, was established to
fight unfair labor practices on the
part of employers. The case
against CNN from the video was
settled in January 2020 and is part
of the “largest monetary remedy”
in history. CNN agreed to pay $76
million in backpay as a result of the
cable television network
terminating the contracts of
unionized camera operators in
2003.

CNN to pay 76 Million in Record
Backpay Settlement
1. What might be the explanation for these are other large organizations
getting into trouble with the NLRB for such violations?
2. Since as the Section discussed, conciliation and mediation are possible
ways to resolve disputes, why would CNN, Google, and others, spend
years in legal proceedings?
3. Certainly, rules and regulations must be complex for all phases of human
resource management and being up to date is essential. What might you
suggest to upper management if you were responsible for human
resources in order to put into practice compliant policies to avoid the
time and expense of litigation with the United States government?

10. What trends and issues are affecting human
resource management and labor relations?
• CONCEPT CHECK
1. How can employee diversity give a company
a competitive advantage?
2. Explain the concept of hiring for fit.
3. Why does the service industry provide an
opportunity for labor union growth?
This OpenStax ancillary resource is © Rice University under a CC-BY 4.0 International license; it may be reproduced or modified but must be attributed to OpenStax, Rice University
and any changes must be noted. Any images credited to other sources are similarly available for reproduction, but must be attributed to their sources.

Introductionto business ppt-ch08

More Related Content

What's hot (16)

Similar to Introductionto business ppt-ch08 (20)

More from Siegel High School (20)

Recently uploaded (20)

Introductionto business ppt-ch08