CHAPTER 11 terms

Understanding Business

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CHAPTER 11 – Human Resource Management Human Resource Management the process of determining human resource needs and then recruiting, selecting, developing, motivating, evaluating, compensating, and scheduling employees to achieve organizational goals Employees are the “ultimate resource”- qualified employees are scarcer which makes recruiting more difficult The Human Resource Challenge – Shortages in people trained to work in growth areas of the future – computers, biotechnology, robotics and sciences There is a huge population of skilled and unskilled workers from declining industries – steel, auto, garment making – who are unemployed or underemployed and need retraining Growing population of new, undereducated and unprepared for jobs in the contemporary business environment A shift in the age composition in the workplace – aging baby boomers who are deferring retirement Complex set of laws and regulations involving hiring, safety, unionization, and equal pay that require organizations to go beyond a profit orientation and be more fair and socially conscious Increasing number of single parent and two income families Shift in employee attitudes toward work – leisure, flextime and shorter workweeks are a priority Continued downsizing Overseas labor pools whose members are available for lower wages and subject to fewer laws and regulations Increased demand for individually tailored benefits Growing concern over health care, elder care, child care, opportunities for people with disabilities and special attention to affirmative action programs’ Decreased sense of employee loyalty, employee turnover, costs of replacing lost workers Human Resource Planning Process: 1. Preparing a human resource inventory of the organization’s employees 2. Preparing a Job Analysis – a study of what is done by employees who hold various job titles – Job Description – a summary which specifies the objectives of a job, type of work to be done, responsibilities and duties, working conditions and relationship of the job to other functions; statements about the job Job Specifications – written summary of the minimum qualifications (education, skills, etc) required to do a particular job; statements about the person who does the job 3. Assessing future human resources demand - increases/decreases with profits, losses, automation, aging 4. Assessing future supply of positions 5. Establishing a strategic plan
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This document was uploaded on 10/29/2011 for the course MGT 111 at Harper.

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CHAPTER 11 terms - CHAPTER 11 Human Resource Management...

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