AFM 131 Chapter 12 Notes - AFM 131 Chapter 12 Human...

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AFM 131 Chapter 12 – Human resources Working with people is just the beginning Human resource management (HRM) is the process of determining human resource needs, then recruiting, selecting, developing, motivating, evaluating, compensating, and scheduling employees to achieve organizational goals. Developing the ultimate resource HR is changing a lot in recent years because traditional manufacturing moving to high tech manufacturing and services - Requires more skilled workers Employees known as the ultimate resource because their ideas turn into products and service. They are like the basis of the success of a company. No employees no success In the past, since tasks were not as complex getting qualified workers were not that hard, so HR was basically up to each function of a business (accounting, finance etc). but now, HR is it’s own department because it is harder to find qualified workers which means more development and training is needed Human Resources Challenges Challenges and opportunities include: - A third of canada’s workforce is going to retire in the next 5 years, which means HR will need to get new workers - In industries such as steel and automobiles, there are workers who are underemployed (have more knowledge than their current jobs require), unemployed, or unskilled. This means there is a need to retrain or reallocate workers - Lack of training in some industries - Employees demanding more leisure time like flextime or short work week - More points on page 164 (bottom) Survey shows that managing talent is the most difficult. Others that are close include managing demographics, improving leadership, work life balance, and using HR to make decisions/ strategies - This a reference to an example/ survey in the text so nto sure if you need to know this Determining your Human resource needs 5 steps involved in HR planning process: 1. Prepare HR inventory of organization - This is basically to keep a database of age, name, education, capabilities, training, language, and skills to help the company keep track of their labour force and if they need more training 2. Preparing job analysis : a study of what is done by different employees under different job titles. - This is essentially to create a job description or job specification - Job description specifies objectives of the job, type of work to be done, the responsibilities, working condition, and relationships with other functions - Job specifications is a written summary of the minimal qualifications (edu and skills) for the job - job description is about the job, job specifications are about the person who does the job
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3. Assess future HR demand: forcasting organization’s future requirements to try and train people for the future 4. Assess future HR supply: to look at the available labour force, how it is changing in terms of age, skills, etc.
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  • Fall '11
  • smith

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