Lecture 32 SHRM Atif

8/16/2019 Lecture 32 SHRM Atif

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Strategy for Human

Resource ManagementLecture 32

HRM 765

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Topic

Revision

Lecture 15-30

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HRM Process

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Lecture 16

• Socialization, training and development

• Stages of orientation and socialization.

• The Purpose of New-Employee Orientation

• The EO!s "ole in Orientation• The #" manager!s "ole in Orientation

• Employee Training – $ndicators of need for more training

– %etermining Training Needs – On-the-&o' training methods

– O(-the-&o' training methods

Fundamentas of Human ResourceManagement !e" #e$en%o andRo&&ins


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Lecture 17

• 'mpoyee #e(eopment

• )*at is c*ange and t*e $*ange Process

• +# tec*ni,ues incude-

– sur(ey feed&ac.

– process consutation

– team &uiding

– intergroup de(eopment

• T*e Learning +rgani%ation

• '(auating Training Programs

• $ross/$utura Training

• 0nternationa Training and #e(eopment 0ssues



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Lecture 1!

• $areer Stages

• 'poration///esta&is*ment//mid careerate career//decine

Hoand ocationa Preferences

• T*ree ma4or components – Peope *a(e (arying occupationa preferences

– 0f you t*in. your or. is important" you i &e a moreproducti(e empoyee

– ou i *a(e more in common it* peope *o *a(e

simiar interest patterns• Hoand ocationa Preferences Si8

• $areer $*oices and Preferences

• M9T0 personaity type:


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7/20

Lecture 1;

• Performance Management System

• The performance management systems need to include:

– decisions about who should evaluate performance

– what format should be used

– how the results should be utilied• T*e


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Lecture 2=

• Factors that can Distort Appraisals – )eniency error

– #alo error

– Similarity error

– )ow appraiser motivation – entral tendency

– $n*ationary pressures

– $nappropriate su'stitutes for performance

–


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Lecture 21

• Creating More Efective PerormanceManagement Systems – >se 9e*a(ior/9ased Measures

– $om&ine se Mutipe Raters

– Rate Seecti(ey

– Train


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Lecture 22

• Pay

• Types of Reard Pans

$ntrinsic (ersus E+trinsic Reards

• inancial (ersus Nonnancial Reards

• $ompensation


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Lecture 22

• Group Incentives

• *ndividual Incentives

• "a&in$ for "erformance

– piece-rate plans

– +ain-sharin$

– wa$e incentive plans

– profit sharin$

– lump sum bonuses

• Deferred bonuses

• Stock options

• Hiring bonuses

• "er,s

• +olden parachutes

• 0nternationa $ompensation



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Lecture 23

• 'mpoyee &ene@ts +t*er t*an payAages8

• Socia security

• +d


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Lecture 2B

Vacation and Holiday Leave

Profit Sharing plans

Disability Insurance Programs

contributor&

non-contributor&

– %ocial and recreational events

– emplo&ee assistance pro$rams

– housin$

– tuition reimbursement

– uniforms

– compan&-paid transportation

Modular plans:

• pre-desi$ned pac,a$e.

CorePlus !ptions Plans

• option to select other benefits.

• 9ene@ts in diCerent countries



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Lecture 25

+SH<

0nspection and t*e inspector

$osts of


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Lecture 26

• )*at is stressE

• )*at are stressorsE

• Positi(e and negati(e stress:

• Symptoms of stress:Physiological symptoms, Psychologicalsymptoms, ehavioral symptoms.

• #ow to "educe stress/

• Type < and Type 9 9e*a(iors:

• 9urnout $*ronic Stress: 8

• 'mpoyee assistance programs:

• )eness programs: Programs to .eep empoyees *eat*yincude smo.ing cessation" p*ysica @tness" eig*t contro"etc: 8

• 0nternationa Safety and Heat* First


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Lecture 27

• >nion

• 0mpact of unioni%ation

• La&or contracts typicay stipuate- ages" *ours" terms and conditions of empoyment"imit" managementGs discretion

• )*y 'mpoyees ?oin >nions #igher wages and 'enets, 0reater &o' security, $n*uenceover wor1 rules, $ompusory mem&ers*ip8

• 2nion shops

• 3gency shops

• $oecti(e 9argaining

• +&4ecti(e and Scope of $oecti(e 9argaining ages" *ours " terms and conditions ofempoyment " grie(ance procedure 8

• T*e $oecti(e 9argaining Process

– Preparation

– egotiations

– nion rati@cation

– $ontract administration



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Lecture 2!

• Grievance - < compaint/reso(ing process contained inunion contracts:

• Irie(ance procedure -< compaint/reso(ing process

contained in union contracts:• Monitoring

• 0rievance procedures

– 0rievance 4rights5 ar'itration

– onciliation and mediation

• Stri.es (ersus oc.outs – 'conomic stri.es / a&or and management cannot reac*

agreement &efore t*e current contract epires:

– )idcat stri.es / unaut*ori%ed and iega stri.es t*at occur&ecause of or.er dissatisfaction during an eisting contract:

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Lecture 2;

• Loc.outs / *en organi%ations deny unioni%edor.ers access to t*eir 4o&s during an impasse:

>nion mem&ers*ip- )*ere *a(e t*e mem&ers goneE

LaborManagement Cooperation

– Some unions recogni%e t*at t*ey can gain more &ycooperating it* management rat*er t*an @g*ting:

S!nshine as in some states mandate t*at a&or/management negotiations &e open to t*e pu&ic:

>nioni%ed Percentage

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Lecture 3=

• >nderstanding La&or Reations 0n Pa.istan

• La&our Rig*ts in t*e $onstitution

• $ontract of 'mpoyment

• Termination of $ontract

• Paid Lea(e• +t*er Lea(e 'ntitements

• Maternity Lea(e and Maternity Protection

• ',uaity

• Pay 0ssues

• Freedom of association• 9efore entering a contract t*e parties must .no

• 0IR'#0'TS +F < $+TR


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Lecture 15/3=

Lecture 32 SHRM Atif

Documents

Transcript of Lecture 32 SHRM Atif