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Textbook notes Ch.8-Managing Human Resources

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University of Toronto Scarborough
Management (MGT)
Chris Bovaird

CHAPTER 8 MANAGING HUMAN RESOURCES THE FOUNDATIONS OF HUMAN RESOURCE MANAGEMENT human resource management (HRM): set of organizational activities directed at attracting, developing, and maintain an effective workface most difficult to manage bc we are human beings and have feelings. They can be unproductive and counterproductive The strategic Importance of HRM - human resources are critical for effective organization functioning - HRM use to be second class in many organizations but its importance has grown due to increased legal complexities, the recognition that human resources are a valuable means for improving productivity, and the awareness today of the costs associated with poor human resource management - effectiveness of their HR function has ,8:-89,39L,OL25,.943,1L728-49942OL305071472,3.0 Human Resource Planning - starting pnt in attracting qualified human resources is planning - HR planning involves job analysis and forecasting the demand for and supply of labour Job Analysis: a detailed study of the specific duties in a particular job and the human qualities required for that job 2 parts: 1) job description: the objective, responsibilities, and key tasks of a job, the conditions under which it will be done, its relationship to other positions, and the skills needed to perform it lists the duties of a job, its working conditions, and the tools, materials, and equipment use to perform it 2) job specification: the specific skills, education, and experience needed to perform a job lists the skills, abilities, and other credentials needed to do that job Forecasting HR Demand and Supply - after managers understand the jobs to be performed within an organization, they start planning 1479K047J,3L],9L4381:9:70+#3008 start by assessing trends in past HR usage, future organization plans, and general economic trends - good sales forecast is often the foundation - historical ratios can be used to predict demand for types of employees, such as operating employees and sales representatives - large organizations use more complicated models forecasting supply of labour involves 2 tasks: 1) forecasting internal supply: the number and type of employees who will be in the firm at some future date
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