BUSI 1800 Chapter Notes - Chapter 12: Human Resource Management, Baby Boomers, High Tech
2 May 2018
School
Department
Course
Professor
BUSI 1800
Chapter 12: Human Resource Management: Finding and Keeping the Best Employees
Working with People is Just the Beginning:
Human resource management: the process of determining human resource needs and then
recruiting, selecting, developing, motivating, evaluating, compensating, and scheduling
employees to achieve organizational goals
Developing the Ultimate Resource:
• Huma resoure aageet is gaiig iportae, as Caada’s eooy is shiftig
from manufacturing to service and high-tech manufacturing industries
• This requires highly skilled workers
• Many workers require retraining
• There is a shortage of qualified workers, increasing the importance of the role of human
resource management
• It is now the responsibility of all managers
Human Resource Challenges:
• Shortage of trained workers in growth areas, such as computer technology,
biotechnology, robotics, green technology, an the sciences
• Larger number of skilled and unskilled workers from declining industries, who are
unemployed or underemployed and need retraining
• A shortage of workers in skilled trades due to retirement of aging Baby Boomers
• Due to economic downturns, some Baby Boomers are staying in the workforce, blocking
promotion of younger workers, some will take lower-lever jobs, increasing available
workers
find more resources at oneclass.com
find more resources at oneclass.com
• Due to single-parent and two-income families, there is a demand for job sharing,
parental leave and career advancement for women
• There are changes in attitudes toward work, increasing the demand for flextime and a
shorter workweek
• The declining economy and the use of temporary and part-time workers, results in
lowered employee morale
• Many jobs are being outsourced due to lower wages, and lax labour laws in other
jurisdictions
• There is an increased demand for individual benefits that may not be cost effective for
the company
• There is a decrease in employee loyalty causing an increase in employee turnover, which
ireases the opay’s osts for replacing these workers
Determining Your Human Resource Needs:
• The five steps in human resource management process are:
1. Preparing a human resource inventory of the orgaizatio’s eployees
2. Preparing a job analysis
o Job analysis: a study of what is done by employees who hold various job titles,
the results of job analysis are two written statements:
o Job description: a summary of the objectives of a job, the type of work to be
done, the responsibilities and duties, the working conditions, and the
relationship of the job to other functions
o Job specifications: a written summary of the minimum qualifications required of
workers to do a particular job
3. Assessing future human resource demand: foreast the orgaizatio’s
requirements and train people ahead of time or ensure trained people are
available when needed
4. Assessing future human resource supply
5. Establishing a strategic plan
Recruiting Employees from a Diverse Population:
Recruitment: is the set of activities for obtaining the right number of qualified people at the
right time. Its purpose is to select those who best meet the needs of the organization.
Recruiting has become very difficult, for several reasons:
• Some organizations have policies that demand promotions from within, operate under
collective labour agreements, or offer low wages
• There are legal guidelines that surround hiring practices
• Corporate culture, teamwork and participative management makes it important to hire
people who are not only skilled but also fit in with the culture and leadership style of the
organization
• If people with the necessary skills are not available, training internally may be an option
find more resources at oneclass.com
find more resources at oneclass.com
Document Summary
Chapter 12: human resource management: finding and keeping the best employees. Human resource management: the process of determining human resource needs and then recruiting, selecting, developing, motivating, evaluating, compensating, and scheduling employees to achieve organizational goals. It is now the responsibility of all managers. Recruitment: is the set of activities for obtaining the right number of qualified people at the right time. Its purpose is to select those who best meet the needs of the organization. If people with the necessary skills are not available, training internally may be an option. Selection: the process of gathering information and deciding who should be hired, under legal guidelines, to serve the best interests of the individual and the organization. Contingent workers: workers who do not have regular, full-time employment: part-time workers (work less than 30 hours), temporary workers, seasonal workers, independent contractors, interns, and co-op students.
