This preview shows pages 1–3. Sign up to view the full content.
This preview has intentionally blurred sections. Sign up to view the full version.View Full Document
Unformatted text preview: HUMAN RESOURCES (20%)- The responsibilities of HR are ( CR a PS PETU): C ompensation, R ecruiting potential candidates, P lanning/forecasting HR needs, S electing the best available, Performance evaluation, Encouraging high performance (performance = ability x motivation), Training and developing, and Union/management relations. job analysis- Job analysis before we do any planning. Cant fulfill any responsibilities without this info This involves coming up with a job description (analyzing, what does this job entail, duties, details, responsibilities, “you were doing the job, what exactly would you have to do.” We would need to know this in order to figure out how much to pay person, how would we train them, how many people we would need- And then a job specification: specifies and outlines the characteristics of a successful worker. What you need to be like, what education u need, what experience level u need, all the qualities a person will need to do the job. A person’s attitude, education, experience and such. This tells us who we are looking for. “Here is the skill-set you need in order to do the job properly”. implications of sustainability initiatives 3 Critical Challenges facing HR professionals… 1. Recruiting and Retaining Top Talent- Accenture: 60% rated ethical management as important factor in job search. - Globe-Scan: 68% said salary is less important than environment initiative- KPMG: 20% with poor bosses said they would recommend working there. 2. Enhancing critical competencies: training- To respond to emerging demands of stakeholders- Sustainability fosters innovative approaches and informs the way people think and act. 3. Creating incentives for exceptional performance Globe-Scan: 80% of people felt greater motivation and loyalty the more socially responsible their employees became MORI: 70% of staff who were committed to the values of the company said that their productivity had increased. Your Incentive system MUST be linked back to the goals of sustainable development.- “Does Sustainability Change the Talent Equation”: MIT- Annual sustainability initiative survey. When a company takes up sustainability, how does management change? 1. Talent recruitment and retention rises 2. Employee engagement and productivity improves 3. Employee expectations rise. * This means that this is not to be taken lightly. If you do this, you need to take it seriously since step 3 Side Notes:- Make sure trained in critical skills- sustainability (want our employees to be thinking innovatively)- When you use that sustainability effort to motivate employees, the incentives and rewards have to...
View Full Document
This note was uploaded on 08/10/2011 for the course BUS 121 taught by Professor L during the Spring '10 term at Wilfred Laurier University .
- Spring '10