© Copyright Envision Corporation. 2002. All rights reserved. Protected by the copyright laws of the United States & Canada and by international treaties. IT IS ILLEGAL AND STRICTLY PROHIBITED TO DISTRIBUTE, PUBLISH, OFFER FOR SALE, LICENSE OR SUBLICENSE, GIVE OR DISCLOSE TO ANY OTHER PARTY, THIS PRODUCT IN HARD COPY OR DIGITAL FORM. ALL OFFENDERS WILL BE SUED IN A COURT OF LAW.

© Copyright Envision Corporation. 2002. All rights reserved. Protected by the copyright laws of the United States & Canada and by international treaties. IT IS ILLEGAL AND STRICTLY PROHIBITED TO DISTRIBUTE, PUBLISH, OFFER FOR SALE, LICENSE OR SUBLICENSE, GIVE OR DISCLOSE TO ANY OTHER PARTY, THIS PRODUCT IN HARD COPY OR DIGITAL FORM. ALL OFFENDERS WILL BE SUED IN A COURT OF LAW.

© Copyright Envision Corporation. 2002. All rights reserved. Protected by the copyright laws of the United States and Canada and by international treaties. IT IS ILLEGAL AND STRICTLY PROHIBITED TO DISTRIBUTE, PUBLISH, OFFER FOR SALE, LICENSE OR SUBLICENSE, GIVE OR DISCLOSE TO ANY OTHER PARTY, THIS PRODUCT IN HARD COPY OR DIGITAL FORM. ALL OFFENDERS WILL AUTOMATICALLY BE SUED IN A COURT OF LAW.

POSSIBLE HUMAN RESOURCE MANAGEMENT STRATEGIES

WORK FLOWS

Organize for efficiency or innovation Organize for control or flexibility Use specialized or broad job categories Use detailed or loose work planning

STAFFING

Use internal or external recruitment Who makes hiring decision What’s important in hiring

EMPLOYEE SEPARATIONS

How to downsize Hiring freeze Support for terminated employees Preferential or non-preferential rehiring process

PERFORMANCE APPRAISAL

Customized or uniform appraisals Appraisal for developmental or control purposes Multipurpose or focused appraisals Use multiple or one input

© Copyright Envision Corporation. 2002. All rights reserved. Protected by the copyright laws of the United States & Canada and by international treaties. IT IS ILLEGAL AND STRICTLY PROHIBITED TO DISTRIBUTE, PUBLISH, OFFER FOR SALE, LICENSE OR SUBLICENSE, GIVE OR DISCLOSE TO ANY OTHER PARTY, THIS PRODUCT IN HARD COPY OR DIGITAL FORM. ALL OFFENDERS WILL BE SUED IN A COURT OF LAW.

TRAINING AND DEVELOPMENT

Buy or develop skills Individual or team-based training On-the-job or external training Job-specific or generic training

COMPENSATION

Fixed-pay or variable system Job-based or individual pay Seniority-based or performance based system Centralize or decentralize pay decisions

EMPLOYEE AND LABOR RELATIONS

Top-down or bottom-up communications Interactions with labor unions Adversarial or cooperative relationship

EMPLOYEE RIGHTS

Use discipline as control or learning Protect employees’ or organization’s rights Formal or informal ethics program

CURRENT HRM STRATEGIES

Employees as significant resource High-tech human resources approach