Chapter_10_-_Human_Resource_Management

Chapter_10_-_Human_Resource_Management - Chapter 10: Human...

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Unformatted text preview: Chapter 10: Human Resource Management Dr. Haitham Khoury [email protected] Ext 3778 Room 369 OSB Strategic Human Resources Planning • Human resources management deals with formal systems for managing people at work – Fundamental aspect of organizational and managerial life – Vital role as organizations attempt to compete through people and utilizing human capital • Human/intellectual capital is the knowledge, skills, and abilities of employees who have economic value • Closeness of HRM to strategic management because – Value – Rare – Difficult to imitate – Organized The HR Planning Process • The HR planning process involves: – Planning – Programming – Evaluating • Demand forecasts – aka. Workforce planning – Determining how many and what type of people are needed • Labor supply forecasts – How many and what types of employees the organization will actually have – Supply analysis • Internal: turnover, terminations, retirement, transfers, promotions • External: look at workforce trends, demographic trends • Reconciling supply and demand requires adjusting the number of employees upward (labor deficit/hiring) or downward (labor surplus/firing/layoff/attrition) Workforce Reduction • Demand for employees rise and fall • Employees underperform – Layoffs • Outplacement - helping dismissed employees find jobs elsewhere – Attrition • Exit interviews – Termination-at-will (Employment-at-will) • Progressive/positive disciplinary procedures • Termination interviews Staffing Job Analysis Job Description Job Specification Job Analysis • “Any systematic procedure for obtaining detailed and objective information about a job” • The first stage of any selection process. • The gathering of information about tasks, duties, responsibilities and conditions. • Results in: job description and job specification. The gathering of information about tasks, duties, responsibilities and conditions. • You need to know what you are assessing for before you can assess and select employees – What do people on this job do on a day to day basis? • Job description! – What personal characteristics does the person need to have in order to fulfill these tasks efficiently and effectively? • Job specification! – Which characteristics should you assess and using which form of assessment? • Selection process How to do a job analysis? • What methods can you use to gather information about the job? – Job Analysis Questionnaires – Interviews: e.g. Critical Incident Technique – Observations – Consultation with key stakeholders or subject matter experts (SME) – Using existing documentation – Work Diaries – Usually best to employ multiple methods! Job specifications • Knowledge, Skills, Abilities, and other characteristics (KSAOs) Recruitment and selection...
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This note was uploaded on 03/22/2012 for the course FINA 210 taught by Professor Dakroub during the Spring '12 term at American University in Cairo.

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Chapter_10_-_Human_Resource_Management - Chapter 10: Human...

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