Chapter FourteenChapter FourteenChapter FourteenChapter Fourteen

Human Resource Management

Chapter FocusChapter FocusChapter FocusChapter Focus• Define the job analysis process and the functioning of job

description and job specifications.• Evaluate the advantages and disadvantages of five sources of

employee recruitment.• Describe the three steps of employee selection.• Discuss the need for employee training and the six methods of

doing so.• Explain the three components of a compensation plan the the

variable elements of a benefits system.• Profile an effective sequence for disciplining and terminating an

employee.

SBA Sample Job Analysis SBA Sample Job Analysis QuestionnaireQuestionnaire

SBA Sample Job Analysis SBA Sample Job Analysis QuestionnaireQuestionnaire

Form 1 IDENTIFICATION FACTS

Job Title ________________________ Location ____________________Other titles used _________________ Number employed: M ____ F ____Brief summary of nature or function of job* _____________________________________________________________________________________Code number ** ______Salary range: Minimum ________________ Maximum _______________ Average bonus or incentive payment _______________Working hours: Shift: ______________ From _____ To ______ Overtime: __ never __ seldom __ frequent; av. hrs. per week: _______Misc. ________________________________________________________

* A 1-sentence description, to give a general idea of job.** Job definition.Fig. 14-1

Sample Job DescriptionSample Job DescriptionSample Job DescriptionSample Job DescriptionSAMPLE JOB DESCRIPTION

Job Title: Word ProcessorDepartment: Sales Status: NonexemptPrincipal Position Objective: To enter documents into computer within deadlines at acceptable levels of accuracy.Reporting Relationships: Reports to Office Manager. Completes work for personnel from all departments.Qualifications:

•High school diploma or equivalent•Type 75 words per minute error-free•One year word processing experience or equivalent•Working knowledge of WordPerfect for Windows•Knowledge of proofreading symbols

Fig. 14-1a

Sample Job Description (cont.)Sample Job Description (cont.)Sample Job Description (cont.)Sample Job Description (cont.)SAMPLE JOB DESCRIPTION (cont.)

Attendance Requirements: Normal office hours are 8 am to 5 pm, Monday through Friday. Work Performed:

•Type letters, memos, reports, contract, and other forms in text and graphical format using a variety of formats and layouts.•Proofread own work in addition to documents produced by other word processors.•Operate photocopy machine in producing hard copies and transparencies.•Operate other office equipment such as fax, binding machine, and scanner.

Other Duties:•Deliver documents as needed•Occasional travel required

Fig. 14-1b

SOURCES OF EMPLOYEE RECRUITMENTSOURCES OF EMPLOYEE RECRUITMENTSOURCES OF EMPLOYEE RECRUITMENTSOURCES OF EMPLOYEE RECRUITMENT

• Advertising in media

• Employment agencies

• Executive recruiters (head hunters)

• Employee referrals

• Relatives and friends

3 MAIN STEPS OF EMPLOYEE 3 MAIN STEPS OF EMPLOYEE SELECTIONSELECTION

3 MAIN STEPS OF EMPLOYEE 3 MAIN STEPS OF EMPLOYEE SELECTIONSELECTION

• 1. Application forms and resumes

• 2. Interviews

• 3. Testing

Four Purposes of the Application Four Purposes of the Application Form and the ResumeForm and the Resume

Four Purposes of the Application Four Purposes of the Application Form and the ResumeForm and the Resume

• To provide a record of the applicant’s desire to obtain the position.

• To provide a profile of the applicant to be used during the interview.

• To provide a basic personnel record for the applicant who becomes and employee.

• To serve as a means of measuring the effectiveness of the selection process.

page 377

Professional or Technical Professional or Technical Employee Orientation ChecklistEmployee Orientation Checklist

Professional or Technical Professional or Technical Employee Orientation ChecklistEmployee Orientation Checklist• Provide employee with job description for position.•Explain specific requirements and expected accomplishments.•Provide overview of the organization and mission of the department, its relationship to other departments, and the employee’s role as it relates to the goals of the department.• Introduce employee to department staff.•Provide tour of facility and introduce employees outside of the department.•Review:

Working hours Personal emergenciesLunch period Performance appraisalsJury duty OvertimeProbation period IllnessesMilitary obligationTime and attendance reporting

Fig. 14-3a

Professional or Technical Employee Professional or Technical Employee Orientation Checklist (cont.)Orientation Checklist (cont.)

Professional or Technical Employee Professional or Technical Employee Orientation Checklist (cont.)Orientation Checklist (cont.)

• Review benefits:Insurance (life, disability, Sick days medical, travel, accident Vacation days workers’ compensation) Career developmentTuition reimbursement HolidaysEmployee Assistance Program

•Review paperwork for completeness:Applications W-4 FormSales forms I.D. cardPersonnel questionnaire Insurance applicationSignature on employment agreement

•Provide employee with:•Employee handbook Organization chart•“Where to Go” guide History and product line•Time card Telephone directory•Security procedures Restaurant guide•Copy of newsletter Building layout

•Make public announcement of new employee’s name, position and starting date.

Fig. 14-3b

EMPLOYEE TRAINING EMPLOYEE TRAINING METHODSMETHODS

EMPLOYEE TRAINING EMPLOYEE TRAINING METHODSMETHODS

• Lecture

• Conferences

• Programmed learning

• Role playing

• Job rotation

• On the job training (OJT)

• Trade journals

3 TYPES OF COMPENSATION 3 TYPES OF COMPENSATION PLANSPLANS

3 TYPES OF COMPENSATION 3 TYPES OF COMPENSATION PLANSPLANS

• 1. Hourly wages or salary

• 2. Piecework rate

• 3. Commission

BENEFIT PLAN OPTIONSBENEFIT PLAN OPTIONSBENEFIT PLAN OPTIONSBENEFIT PLAN OPTIONS

• Flexible benefits plan

• Health insurance

• Pension plans

• IRAs

• SEPs

• 401Ks

• Keogh Plans

• Child care

Benefits Provided by Small Private Benefits Provided by Small Private EmployersEmployers

Benefits Provided by Small Private Benefits Provided by Small Private EmployersEmployers

EMPLOYEE BENEFITPROGRAM

Table 14-2a

ALLEMP.

Paid Holidays Vacations Personal leave Lunch period Funeral leave Jury duty leave Military leave Sick leave Maternity leave Paternity leave

PROF.,TECH., &RELATED EMP.

CLERICAL&SALES

PROD.&SERVICE

84%8811

84847542147

2e

95%9417

74257722970

3e

91%9313

74654622661

3e

75%83

78

5138431529

1e

Benefits Provided by Small Private Benefits Provided by Small Private Employers (cont.)Employers (cont.)

Benefits Provided by Small Private Benefits Provided by Small Private Employers (cont.)Employers (cont.)

EMPLOYEE BENEFITPROGRAM

Table 14-2b

ALLEMP.

Unpaid Maternity leave Paternity leaveSickness and Accident Insurance Wholly employer financed Partly employer financedLong-Term Disability Insurance Wholly employer financed Partly employer financed

PROF.,TECH., &RELATED EMP.

CLERICAL&SALES

PROD.&SVC.

17%8

2617

91916

3

26%132514103630

5

17%8

2617

91916

3

26%132514103630

5

EFFECTIVE SEQUENCE FOR DISCIPLINING EFFECTIVE SEQUENCE FOR DISCIPLINING OR TERMINATING EMPLOYEESOR TERMINATING EMPLOYEES

EFFECTIVE SEQUENCE FOR DISCIPLINING EFFECTIVE SEQUENCE FOR DISCIPLINING OR TERMINATING EMPLOYEESOR TERMINATING EMPLOYEES

• Oral reprimand

• Written warning

• Suspension without pay

• Termination