Human Resource Management Goals

Human Resource Management Goals
Activities undertaken to attract, develop, and maintain
an effective workforce within an organization.
Human Resource Management Three Parts
Human Resource Managers
Human Resource Strategy
Provide the correct mix of employees and skills needed to meet competitive conditions.
Cut costs and improve efficiency.
Improve quality, productivity, and customer service.
Tight Labor Market Reasons
Federal Legislation
Point of the laws is to stop discriminatory practices.
EEO Legislation Attempts:
balance the pay given to men and women.
provide employment opportunities without regard to race, religion, national origin, and sex.
ensure fair treatment for employees of all ages.
avoid discrimination against disabled individuals.
To define enforcement agencies for these laws.

New Ways of Working in the 21st Century
Human Resource Planning
Human resource planning begins with several questions:
What new technologies are emerging?
What is the volume of the business likely to be?
What is the turnover rate?
Attracting an Effective Workforce
Recruiting
Internal recruiting or “promote-from-within.”
External recruiting is recruiting from outside the organization.
Realistic job previews give applicants all pertinent and realistic information-positive and negative-about the job.
Internal Recruiting Advantages
Less costly than and external search.
Higher employee commitment, development, and satisfaction.
Offers opportunities for internal career advancements.
Selection
Job description
a listing of duties and desirable qualifications
Selection devices
application form
interview
paper-and-pencil test
assessment center
Interviewing a Job Applicant
Developing an Effective Workforce
Performance Appraisal
HRM professionals concentrate on two things:
The accurate assessment of performance.
Training managers to effectively use the performance appraisal interview.
Assessing Performance Accurately
360-degree feedback: uses multiple raters to appraise employee performance.
Halo error: error that occurs when an employee receives the same rating on all dimensions.
Homogeneity: rating error that occurs when a rater gives all employees a similar rating.
Behaviorally anchored rating scale (BARS): rating technique that relates an employee’s performance to specific job-related incidents.
Behaviorally Anchored Rating Scale
Maintaining an Effective Workforce
Compensation
Wage and salary structure
Benefits
When necessary, terminations
Pay-Trend Line

Human Resource Management Goals