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Human Resource Management
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Human Resource
Management, Motivation, and
Labor-Management Relations
Chapter 9
2. Explain the importance of human
resource management.
Describe how recruitment and
selection contribute to placing the
right person in a job.
Explain how training programs
and performance appraisals help
employees grow and develop.
Outline the methods employers
use to compensate employees.
Discuss employee separation and
the impact of downsizing and
outsourcing.
Explain how Maslow’s hierarchy-
of-needs theory, goal setting, job
design, and managers’ attitudes
relate to employee motivation.
Summarize the role of
labor unions and the tactics of
labor-management conflicts.
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Learning Goals
3. 1) Providing qualified, well-trained
employees for the organization.
2) Maximizing employee effectiveness in
the organization.
3) Satisfying individual employee needs
through monetary compensation,
benefits, opportunities to advance, and
job satisfaction.
Vital to All
Organizations
Human resource management - function of
attracting, developing, and retaining enough
qualified employees to perform the activities
necessary to accomplish organizational
objectives. Three main objectives:
5. • 25% of human resource professionals report a
shortage of job candidates with degrees in science,
engineering, technology and mathematics.
• HR must be creative in searching for qualified
employees.
• Businesses look both internally and externally.
Recruitment &
Selection
6. • Must follow legal requirements.
• Hiring is a costly process for employers.
• Some employers require employment
tests.
Selecting and Hiring
Employees
7. Orientation and
Training
• Newly hired employee often completes an
orientation program
– Inform employees about company policies
– Employee manuals
– Describe benefits/programs
– Training
• Training Programs
– On-the-job Training
– Classroom and Computer-based Training
– Management Development
8. • Performance appraisal - evaluation of an
employee’s job performance
• Some firms conduct peer reviews while other firms
allow employees to review their supervisors and
managers.
• May conduct a 360-degree performance review, a
process that gathers feedback from a review panel
that includes co-workers, supervisors, team
members, subordinates, and sometimes customers.
Performance Appraisals
9. • Wages - compensation based on an hourly pay rate or the
amount of output produced.
• Salary - compensation calculated on a periodic basis, such
as weekly or monthly.
• Most firms base compensation decisions on five factors:
1) Salaries and wages paid by other companies that compete
for the same people
2) Government legislation, including the federal, state, or local
minimum wage
3) The cost of living
4) The firm’s ability to pay
5) Worker productivity
Compensation
11. • Employee Benefits - Rewards such as retirement plans,
health insurance, vacation, and tuition reimbursement
provided for employees either entirely or in part at the
company’s expense
• 30% of total employee compensation.
• Some benefits required by law:
– Social Security and Medicare contributions
– State unemployment insurance and workers’ compensation
programs
• Costs of health care are increasingly being shifted to
workers.
• Retirement plans have become a big area of concern for
businesses.
Employee Benefits
12. • Employees are provided a range of options from
which they can choose.
– Medical, dental, vision, life and disability insurance
• Many companies also offer flexible time off policies
instead of establishing a set number of holidays,
vacations days and sick days.
• 56% of companies surveyed use paid time off (PTO)
programs.
– More than ½ claim they have reduced unscheduled
absences
Flexible Benefits
13. • Allow employees to adjust their working hours and places of work to
accommodate their personal needs.
• Flextime allows employees to set their own work hours within
constraints specified by the firm.
• A compressed workweek allows employees to work the regular
number of weekly hours in fewer than the typical five days.
• A job sharing program allows two or more employees to divide the
tasks of one job.
• A home-based work program allows employees, or
telecommuters, to perform their jobs from home instead of at the
workplace.
– Nearly 75% of the U.S. workforce will soon have the ability to
telecommute from home—or almost anywhere else.
Flexible Work
14. • Voluntary turnover: employees leave firms to start their own
businesses, take jobs with other firms, move to another city, or retire.
– Some firms ask employees who leave voluntarily to participate in exit
interviews to find out why they decided to leave.
– Successful companies are clearly focused on retaining their best workers.
• Involuntary turnover: employers terminate employees because of poor
job performance, negative attitudes toward work and co-workers, or
misconduct such as dishonesty or sexual harassment.
– Necessary because poor performers lower productivity and
employee morale.
– Employers must carefully document reasons when terminating
employees.
Employee
Separation
15. • Downsizing - process of
reducing the number of
employees within a firm by
eliminating jobs
• Downsizing doesn’t guarantee
improvements or cost savings.
• Devastating impact on employee
morale
• Encourages employees to put
individual career success ahead
of company loyalty
Downsizing/Outsourcing
• Outsourcing - contracting with
another business to perform
tasks or functions previously
handled by internal staff
members
• Focus on business
competitiveness and flexibility
• Get best price among
competing bidders while
avoiding long-term costs of in-
house operations
16. • Motivation starts with good employee morale, the mental
attitude of employees toward their employer and jobs.
• High morale = sign of a well-managed organization
• Poor morale shows up through absenteeism,
employee turnover, strikes, falling productivity, and
rising employee grievances
Motivating Employees
17. • Maslow’s hierarchy of needs: people have five levels of needs
that they seek to satisfy.
• A satisfied need is not a motivator; only needs that remain
unsatisfied can influence behavior.
• People’s needs are arranged in a hierarchy of importance; once
they satisfy one need, at least partially, another emerges and
demands satisfaction.
– Physiological needs
– Safety needs
– Social (belongingness) needs
– Esteem needs
– Self-actualization needs
Maslow’s Hierarchy of
Needs Theory
18. Herzberg’s Two-Factor
Theory
Hygiene Factors
• Job Environment
• Salary
• Job Security
• Personal Life
• Working Conditions
• Status
• Interpersonal Relations
• Supervision
• Company Policies
Motivator Factors
• Achievement
• Recognition
• Advancement
• The job itself
• Growth Opportunities
• Responsibility
19. Expectancy Theory and
Equity Theory
Expectancy Theory – the
process people use to
evaluate the likelihood their
effort will yield the desired
outcome and how much
they want the outcome.
Equity Theory – individual’s
perception of fair and
equitable treatment.
20. • Goal: target, objective, or
result that someone tries to
accomplish.
• Goal-setting theory - people
will be motivated to the extent
to which they accept specific,
challenging goals and receive
feedback that indicates their
progress toward goal
achievement.
Goal-Setting Theory
21. • Systematic and organized approach that allows
managers to focus on attainable goals and achieve the
best results.
• MBO helps motivate individuals by aligning their
objectives with the goals of the organization.
• MBO Principals:
– A series of related organizations, goals, and objectives
– Specific objectives for each individual
– Participative decision making
– Set time period to accomplish goals
– Performance evaluation and feedback
Management by
Objective
22. Job enlargement: job design that expands an employee’s
responsibilities by increasing the number and variety
of tasks assigned to the worker.
Job Design & Motivation
Job enrichment: change in job duties to increase
employees’ authority in planning their work, deciding how
it should be done, and learning new skills.
23. • Two assumptions manager make about employees,
according to psychologist Douglas McGregor:
• Theory X: employees dislike work and try to avoid it
whenever possible; managers must coerce or control them
or threaten punishment to achieve the organization’s goals.
• Theory Y: typical person likes work and learns to accept
and seek responsibilities; managers assume creative people
solve work-related problems.
• A third theory from management professor William Ouchi:
• Theory Z: worker involvement is key to increased productivity
for the company and improved quality of work life for
employees.
Managers’ Attitudes
and Motivation
24. • Labor union: group of workers who have banded
together to achieve common goals in the areas of
wages, hours, and working conditions.
• Found at local, national, and international levels.
• The organized efforts of Philadelphia printers in 1786
resulted in the first U.S. minimum wage - $1 a day.
• 12% of the nation’s full-time workforce belong to
labor unions.
Labor-Management
Relations
25. • National Labor Relations Act of 1935 (Wagner Act) - legalized
collective bargaining and required employers to negotiate with
elected representatives of their employees.
• Fair Labor Standards Act of 1938 - set the initial federal minimum
wage and maximum basic workweek for workers employed in
industries engaged in interstate commerce; outlawed child labor.
• Taft-Hartley Act of 1947 (Labor-Management Relations Act) -
limited unions’ power by prohibiting a variety of unfair practices,
including coercing employees to join unions and coercing employers
to discriminate against employees who are not union members.
• Landrum-Griffin Act of 1959 (Labor-Management Reporting and
Disclosure Act) - amended the Taft-Hartley Act to promote honesty
and democracy in running unions’ internal affairs.
Labor Legislation
26. • Collective bargaining: process of negotiation between
management and union representatives for the purpose of
arriving at mutually acceptable wages and working conditions
for employees.
Issues involved can include:
Wages
Work hours
Benefits
Union activities and responsibilities
Grievance handling and arbitration
Layoffs
Employee rights and seniority
The Collective
Bargaining Process
27. • Most labor-management
negotiations result in a signed
agreement without a work
stoppage.
• On average, 20 or fewer
negotiations involve a work
stoppage.
• Mediation is the process of settling
labor-management disputes
through recommendations of a third
party.
• Arbitration adds a third-party who
renders a legally binding decision.
Settling Labor
Management Disputes
28. Competitive Tactics of
Unions and Management
Union Tactics
• Strikes - temporary work stoppage by employees until a
dispute has been settled or a contract signed.
• Picketing - workers marching at the entrances of the
employer’s business as a public protest against some
management practice.
• Boycott - organized attempt to keep the public from
purchasing the products of a firm.
Management Tactics
• Lockout - a management strike to put pressure on union
members by closing the firm.
29. The Future of Labor
Unions
Membership and influence are declining
8% of private-sector workers are union members, but
that is down from 17% in 1983
The large unions have been unable to organize any of
the Japanese-owned automobile labels.
Unions need to appeal to a wider range of workers
Unions need to work in partnership with management
Notas do Editor
The importance of people to the success of any organization is the definition of management: the use of people and other resources to accomplish organizational objectives. Human resource management is critical to any organization.
Planning for staffing needs, recruitment and selection, training, evaluating performance, compensation and benefits, and employee separation are all the core responsibilities of Human Resources.
Human resource managers’ goal is to hire applicants who have skills the organization needs. The goal is to ensure that potential employees bring the necessary skills or have the capacity to learn them.
Human resource managers must follow the requirements of federal and state laws. Increases in discrimination lawsuits have elevated the importance of human resource managers in the hiring process.
Orientation and training programs provide information about what is expected of employees. Orientation and training is sometimes administered jointly between the human resource department and the department in which the employee will work. Training programs can range in the type and focus.
The goal of performance appraisals is to help employees improve their performance. Managers are comparing actual results with desired outcomes. Desired outcomes are outlined in job descriptions.
HR departments work to create an equitable compensation system. Compensation is important to an organization but it is also one of the organization’s largest costs. The HR department must find a balance between a good compensation package and keeping costs reasonable.
Today, almost one-tenth of the compensation of salaried workers is some form of variable pay. There are four forms of incentive compensation.
Employee benefits are focused on employees and their families. Benefits represent a large component of an employee’s total compensation. Because of the increasing cost of health care, many employers are shifting the cost of health care to employees. Many companies are putting caps on what they will pay for retiree health benefits.
Because the workplace has become more diverse, human resource managers are developing creative ways to tailor their benefits to the varying needs of employees. Time off is another way to increase the flexibility of employee benefits.
Flexible work is another response to the diversity in employee needs. Companies have reduced employee turnover and absenteeism and boosted productivity and job satisfaction.
Employee separation is a broad term covering the loss of an employee for any reason. Employee separation may be voluntary or involuntary.
Downsizing and outsourcing are trends that are changing the workforce. Downsizing has been a growing trend in the 20th and 21st century. Many companies are becoming smaller by reducing the number of employees. Outsourcing is a controversial trend that has been used to remain competitive against domestic and international rivals.
Employee motivation is key to effective management. Motivation starts with good employee morale. Motivation is linked to satisfy individual needs. Managers must understand some of the theories and processes associated with satisfying needs to guide motivation.
Maslow’s Hierarchy of Needs is a very common motivation theory that managers can use to think about how employees are motivated. The focus of the theory is how a person’s human needs are met.
Herzberg offers another theory and tool for managers to think about. Herzberg was a social psychologist and consultant. His motivation model is popular today. Herzberg’s theory amplifies the fact that the absence of a condition did not cause employees to feel bad although that factor could motivate employees.
Victor Vroom developed the expectancy theory. The theory is simplistic – a person’s motivation can be impacted by what they expect. The equity theory focuses on fair and equitable treatment. All employees want to be treated fairly.
Managers want to motivate employees toward the organization’s goals. The target, objective, and results organizations look for are through goals. Goal-setting theory has become a popular motivation theory to follow with a process popularized by Peter Drucker – Management by Objective.
Management by Objective became popular in 1954. It was detailed in Peter Drucker’s book, The Practice of Management. Management by Objective clearly delineates what everyone should be doing and how these actions benefit the organization.
Many managers have used job enlargement and job enrichment as strategies to motivate employees. The strategies improve employee productivity and morale.
The attitudes that managers display toward employees also influence worker motivation. Douglas McGregor, a student of Maslow and psychologist, studied motivation from the perspective of managers. Theory X and Theory Y focus on the assumptions of managers.
Employees join together to increase their power to achieve goals of improved wages and benefits. Unions focus on fewer work hours, better working conditions, and improved benefits. Today’s workplace is very different than the one that existed at the height of union movement.
Government’s attitude toward unions has varied, and much of the evolution and change is attributed to labor legislation that has been enacted.
The process of negotiation between management and union representatives is primarily achieved through the collective bargaining process. The fact that the workers are negotiating collectively is the key power of the unions.
Most labor-management disputes are settled without any work stoppages. Mediation and arbitration are preferred when settling disputes because they are much less disruptive.
When there are disagreements between management and the union, both sides have tactics that they will implement.
Although union membership has grown over the 20th century, today’s union membership is declining for a variety of reasons. Many wonder if unions have lost their ability to deliver greater pay and benefits to their members.