Chapter 18 - Human Resource Policies and Practices - BB

Chapter 18 - Human Resource Policies and Practices - BB -...

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Human Resource Policies and Practices Chapter EIGHTEEN
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More than 90% of your  corporate assets walk out  the door each night.   What are you doing to bring  them back the next day? The challenge The Challenge
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Typical employee benefits Medical insurance Dental insurance Vision insurance/discount Life insurance Short-term/long-term disability insurance Flex plan (Cafeteria plan/125 plan) 401(k)/403(b) retirement plan
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Types of medical plans Indemnity PPO (preferred provider org.) HMO (health management org.) POS (point of service) EPO (exclusive provider org.) In-network Out-of-network
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Consumer driven health care ~1960 – 1980 Indemnity plans $100 – $500 deductible 80/20 1980 – present Managed care (HMO, PPO) $10 – $30 co-pays Drug cards > 2005 Consumer driven health care HRA, HSA
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Health savings accounts (HSA) High deductible plan ($1,000-$5,000 / $2,000-$10,000) Employee and/or employer contribution (up to $2,650 / $5,250) Owned by employee Transportable Think of it as a “medical 401(k)”
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Typical costs (per month) Employee-only: $275 – $325 Employee + child: $525 – $575 Employee + spouse: $575 – $625 Employee + family: $950 – $1,100 Employers usually pay majority or all of employee-only premium
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Other employee benefits Sick leave : 48 hrs./year (6 days) Vacation time : 2+ wks./year Paid-time-off (PTO) Combination of S + V Company trip Weekly massages Day-care Education/training etc.
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Selection Devices Interviews Are the most frequently used selection tool. Carry a great deal of weight in the selection process. Can be biased toward those who “interview well.” Should be structured to ensure against distortion due  to interviewers’ biases. Are better for assessing applied mental skills,  conscientiousness, interpersonal skills, and person- organization fit of the applicant.
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The Selection Process Initial Selection Substantive Selection Contingent Selection Applicants who don’t meet basic requirements are rejected. Applicants who meet basic requirements, but are less qualified than others, are rejected. Applicants who are among best qualified, but who fail contingent selection, are rejected. Applicant receives job offer. E X H I B I T 18–1
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Selection Devices (cont’d) Written Tests Renewed employer interest in testing applicants for: Intelligence: trainable to do the job? Aptitude: could do job?
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