10 Human Resource Management OThe McGraw-Hill Companies. Inc, 2000
10-1 Irwin/McGraw-Hill ©The McGraw-Hill Companies, Inc., 2000 Human Resource Management 10
10-2 Human Resource Management Human Resource management includes all activities used to attract retain employees and to ensure they perform at a high level in meeting organizational goals. These activities are made up of 1. Recruitment selection 2. Training and development 3. Performance appraisal and feedback 4. Pay and benefits 5. Labor relations " win/MeGraw-HHill CThe McGraw-Hill Companies, Inc, 2000
10-2 Irwin/McGraw-Hill ©The McGraw-Hill Companies, Inc., 2000 Human Resource Management Human Resource Management includes all activities used to attract & retain employees and to ensure they perform at a high level in meeting organizational goals. These activities are made up of 1. Recruitment & selection. 2. Training and development. 3. Performance appraisal and feedback. 4. Pay and benefits. 5. Labor relations
10-3 Components of a hRM System Figure 10.1 Recruitment selection Labor Training Relations Developi ment Performance Pay Rewards Appraisal Feedback " win/MeGraw-HHill CThe McGraw-Hill Companies, Inc, 2000
10-3 Irwin/McGraw-Hill ©The McGraw-Hill Companies, Inc., 2000 Components of a HRM System Recruitment & Selection Labor Relations Pay & Rewards Performance Appraisal & Feedback Training & Development Figure 10.1
10-4 HRM Components Component should be consistent with the others organization structure, and strategy. o Recruitment: develop a pool of qualified applicants Selection: determine relative qualifications potential for a job o Training Development: ongoing process to develop workers abilities and skills ◆ Performance appraisal是 feedback: provides information about how to train motivate. and reward workers a Managers can evaluate and then give feedback to enhance worker performance " win/MeGraw-HHill CThe McGraw-Hill Companies, Inc, 2000
10-4 Irwin/McGraw-Hill ©The McGraw-Hill Companies, Inc., 2000 HRM Components ◼ Component should be consistent with the others, organization structure, and strategy. ◆Recruitment: develop a pool of qualified applicants. ◼ Selection: determine relative qualifications & potential for a job. ◆Training & Development: ongoing process to develop worker’s abilities and skills. ◆Performance appraisal & feedback: provides information about how to train, motivate, and reward workers. ◼ Managers can evaluate and then give feedback to enhance worker performance
10-5 HRM Components Pay and Benefits: high performing employees should be rewarded with raises. bonuses a Increased pay provides additional incentive a Benefits such as health insurance. reward membership in firm Labor relations: managers need an effective relationship with labor unions that represent workers Unions help establish pay and working conditions If management moves to a decentralized structure, HRM Should be adjusted as well " win/MeGraw-HHill CThe McGraw-Hill Companies, Inc, 2000
10-5 Irwin/McGraw-Hill ©The McGraw-Hill Companies, Inc., 2000 HRM Components Pay and Benefits: high performing employees should be rewarded with raises, bonuses. ◼ Increased pay provides additional incentive. ◼ Benefits, such as health insurance, reward membership in firm. Labor relations: managers need an effective relationship with labor unions that represent workers. ◼ Unions help establish pay, and working conditions. If management moves to a decentralized structure, HRM should be adjusted as well