6

Chapter

Managing
Human
Resources

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Learning Objectives
• Describe the key components of the HRM process
and what influences it
• Discuss the tasks associated with identifying and
selecting competent employees
• Explain how employees are provided with needed
skills and knowledge
• Describe strategies for retaining competent, high-
performing employees
• Discuss contemporary issues in managing human
resources
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What Is the Human Resource
Management Process?
• Human Resource Management (HRM)
– The management function concerned with
getting, training, motivating, and keeping
competent employees

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What Is the Legal Environment of
HRM?
• Vietnamese labor law
• ???

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Are HRM Laws the Same Globally?
HRM laws aren’t the same globally. For example,
German laws provide for worker representation in
management decisions through
• Work Councils
– Groups of nominated or elected employees who
must be consulted when management makes
decisions involving personnel
• Board Representatives
– Employees who sit on a company’s board of
directors and represent the interest of employees
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What Is Employment Planning?
• Employment Planning
– The process by which managers ensure they have
the right numbers and kinds of people in the right
places at the right time
• Human Resource Inventory
– A report listing important information about
employees such as name, education, training,
skills, languages spoken, and so forth

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What Is Job Analysis?
• Job Analysis
– An assessment that defines jobs and the behaviors
necessary to perform them
• Job Description
– A written statement that describes a job
• Job Specification
– A written statement of the minimum qualifications
that a person must possess to perform a given job
successfully
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HOW DO ORGANIZATIONS RECRUIT
EMPLOYEES?
• Recruitment
– Locating, identifying,
and attracting
capable applicants

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How Do Managers Select Job
Applicants?
• Selection Process
– Screening job applicants to ensure that the most
appropriate candidates are hired
• Reliability
– The degree to which a selection device measures
the same thing consistently
• Validity
– The proven relationship between a selection
device and some relevant criterion
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Pre-Employment Testing
One criticism of written tests is that they may
measure characteristics which are not related
to job performance. As a result, performance-
simulation tests are gaining popularity
• Performance-Simulation Tests
– Selection devices based on actual job behaviors

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Closing the Deal
Providing only details of positive aspects of a job
may lead to satisfaction problems later.
• Realistic Job Preview (RJP)
– A preview of a job that provides both positive and
negative information about the job and the
company

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How Are New Hires Introduced to
the Organization?
• Orientation
– Introducing a new employee to the job and the
organization
• Employee Training
– A learning experience that seeks a relatively
permanent change in employees by improving
their ability to perform on the job

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 Purpose of Orientation

Orientation Helps New

Employees

Know what is
Begin the
Feel welcome Understand the expected in
socialization
and at ease organization work and
process
behavior

Dr.Noel
Dr. Noel Jones
Jones 6-19
 The Orientation Process

Employee benefit Company organization

information and operations

Personnel Employee Safety measures

policies Orientation and regulations

Daily Facilities
routine tour

Dr.Noel
Dr. Noel Jones
Jones 6-20
Onboard to Nooglers
1. In-person training
2. Thorough Introduction to Company Culture
3. Checklist
4. CodeLabs
5. Seriously, Extensive Resource
6. On the job Training
7. Mentorship program
8. Check-in
Dr. Noel Jones 6-21
21
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Germany’s dual system
of vocational training

(p. 186)
6-24
24
Dr. Noel Jones 6-25
25
What Is a Performance
Management System?
• Performance Management System
– A system that establishes performance standards
that are used to evaluate employee performance
• 360-degree appraisal
– An appraisal device that seeks feedback from a
variety of sources for the person being rated

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Basic Concepts in Performance
Management and Appraisal
Performance Appraisal Performance
Management

Setting work An integrated

standards, assessing approach to ensuring
performance, and that an employee’s
providing feedback to performance supports
employees to and contributes to the
motivate, correct, and organization’s
continue their strategic aims.
performance.

Dr.Noel
Dr. Noel Jones
Jones 6-27
Performance Evaluation

Employee
evaluation
Performance Employee
review appraisal

Also called…

Personnel Performance
rating appraisal

Merit rating

6-28
Performance Appraisal Roles
• The Supervisor’s Role
– Usually do the actual
appraising
– Must be familiar with
basic appraisal
techniques
– Must understand and
avoid problems that can
cripple appraisals
– Must know how to
conduct appraisals fairly
Dr.Noel
Dr. Noel Jones
Jones 6-29
Performance Appraisal Roles (cont’d)
• The HR Department’s Role
– Serves a policy-making and advisory role.
– Provides advice and assistance regarding
the appraisal tool to use.
– Trains supervisors to improve their
appraisal skills.
– Monitors the appraisal system
effectiveness and compliance with EEO
laws.
Dr.Noel
Dr. Noel Jones
Jones 6-30
Designing the Appraisal Tool
• What to Measure?
– Work output (quality and quantity)
– Personal competencies
– Goal (objective) achievement
• How to Measure?
– Generic dimensions
– Actual job duties
– Behavioral competencies

Dr.Noel
Dr. Noel Jones
Jones 6-31
 Performance Appraisal Methods
Appraisal Methodologies

1 Graphic rating scale 6 Narrative forms

Behaviorally anchored rating

2 Alternation ranking 7
scales (BARS)

3 Paired comparison 8 Management by objectives (MBO)

Computerized and Web-based

4 Forced distribution 9
performance appraisal

5 Critical incident 10 Merged methods

Dr.Noel
Dr. Noel Jones
Jones 6-32
Effectively Appraising Performance

Steps in Appraising Performance

1 Defining the job and performance criteria

2 Appraising performance

3 Providing feedback session

Dr.Noel
Dr. Noel Jones
Jones 6-33
Give example of some performance appraisal
methods...

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FIGURE 9–2
Sample Graphic
Rating Performance
Rating Form

Dr.Noel
Dr. Noel Jones
Jones 6-36
FIGURE 9–3 One Item from an Appraisal Form Assessing Employee
Performance on Specific Job-Related Duties

Dr.Noel
Dr. Noel Jones
Jones 6-37
FIGURE 9–4 Appraisal Form for Assessing Both Competencies and Specific Objectives

Dr.Noel
Dr. Noel Jones
Jones 6-38
FIGURE 9–4 Appraisal Form for Assessing Both Competencies and Specific Objectives (cont’d)

Dr.Noel
Dr. Noel Jones
Jones 6-39
FIGURE 9–5 Scale for Alternate Ranking of Appraisee

Dr.Noel
Dr. Noel Jones
Jones 6-40
What Happens If an Employee’s
Performance Is Not Up to Par?
• Discipline
– Actions taken by a manager to enforce an
organization’s standards and regulations
• Employee Counseling
– A process designed to help employees overcome
performance-related problems

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How Are Employees
Compensated?
• Compensation Administration
– The process of determining a cost-effective pay
structure that will attract and retain employees,
provide an incentive for them to work hard, and
ensure that pay levels will be perceived as fair
• Skill-based Pay
– A pay system that rewards employees for the job
skills they demonstrate

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Compensation (cont.)
• Variable Pay
– A pay system in which an individual’s
compensation is contingent on performance
• Employee Benefits
– Nonfinancial rewards designed to enrich
employees’ lives

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How Can Managers Manage
Downsizing?
• Downsizing
– The planned elimination of jobs in an organization
• Layoff-Survivor Sickness
– A set of attitudes, perceptions, and behaviors of
employees who survive layoffs

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What Is Sexual Harassment?
• Sexual Harassment
– Any unwanted action or activity of a sexual nature
that explicitly or implicitly affects an individual’s
employment, performance, or work environment

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What Is Workplace Spirituality?
• Workplace Spirituality
– A spiritual culture where organizational values
promote a sense of purpose through meaningful
work that takes place in the context of community

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 Career Module

Managing Your Career

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Building Your Career
• Career
– The sequence of work positions held by a person
during his or her lifetime
• Boundaryless Career
– When an individual takes personal responsibility
for his or her own career

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How Can I Have a Successful
Career?
• Assess Your Personal Strengths and Weaknesses
– Where do your natural talents lie?
• Identify Market Opportunities
– Where are tomorrow’s job opportunities?
• Take Responsibility for Managing Your Own Career
• Develop Your Interpersonal Skills
– Interpersonal skills, especially the ability to communicate,
top the list of almost every employer’s “must have” skills

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Career Success (cont.)
• Practice Makes Perfect
– If you want to excel in any field, you should expect
to have to put in a lot of deliberate practice
• Stay Up-to-Date
– To keep your career on track, you need to make
learning a lifetime commitment
• Network
– Create and maintaining beneficial relationships
with others in order to accomplish your goals
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Career Success (cont.)
• Stay Visible
– You increase your mobility and value in the
marketplace by keeping visible
• Seek a Mentor
– Employees with mentors are likely to have enhanced
mobility and increased knowledge of the organization
• Leverage Your Competitive Advantage
– Develop skills that will give you a competitive
advantage in the marketplace

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Career Success (cont.)
• Don’t Shun Risks
• It’s OK to Change Jobs
– To keep your skills fresh, your income increasing,
and your job tasks interesting, it will be
increasingly likely that you’ll need to change
employers
• Opportunities, Preparation, and Luck =
Success

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