宁波大学《管理学原理》Chapter 6.pptVIP

Staffing and Human Resource Management Remember, managers work at organizations. The quality of an organization is determined in part by the quality of the people. We need to find employees with skills to perform tasks that will help the company to reach its goals. These are staffing/human resource management decisions. Human Resource Management (HRM) - (p.158) – the management function that deals with getting, training, motivating, and keeping good employees. Step 1: Employment Planning The addition of staff through recruitment, the reduction of staff through downsizing, and selection of competent employees Step 2: Training and Development Help selected workers to adapt to the organization Ensure that their job skills and knowledge are current Step 3: Performance Appraisal Identify performance goals, correct problems if necessary, and help employees maintain a high level of performance Includes: performance appraisal, compensation and benefits, and safety and health. The whole employment process is influenced by the external environment. These factors include: Restructuring of the company Environment (laws) Unions Diversity Employment Planning – (p. 161) – the process by which management ensures it has the RIGHT NUMBER and RIGHT KINDS of people in the RIGHT PLACE at the RIGHT TIME, and who are capable of helping the organization reach its goals. Employment Planning comes in 2 steps: Assessing current and future HR needs Developing programs to meet those needs Human resource inventory – (p. 161) – report listing information about each employee in the organization (name, education, training, languages, etc) This allows management to assess current talents and skills available Job analysis – (p. 162) – assessment of the kinds of skills, knowledge, and abilities that are needed to perform jobs Helps to develop and revise: Job descriptions – what a job holder does, how and why they do it Job specifications – minimum qualifications one must possess to successfully perfo