Textbook Notes (363,507)
Canada (158,391)
MGTA01H3 (583)
Chapter 9

MGTA03 Chapter 9 Notes.docx

3 Pages
Unlock Document

University of Toronto Scarborough
Management (MGT)
Chris Bovaird

MGTA03 Introduction to Management Chapter 9—Managing Human Resources The Foundations of Human Resource Management  human resource management (HRM) is the set of organizational activities directed at attracting, developing and maintaining an effective workforce Human Resource Planning  attracting qualified human resources requires good planning which involves job analysis and forecasting the demand for and supply of labour Job Analysis  the job analysis is a detailed study of the specific duties in a particular job and the human qualities required for that job made up of two parts: job description and job specification Forecasting HR Demand and Supply  forecasting supply of labour involves two tasks: 1) forecasting internal supply (the number and types of employees who will be in the firm at some future date), 2) forecasting external supply (the number and type of people who will be available for hiring from the labour market at large)  the simplest approach adjusts present staffing levels for anticipated turnover and promotions  a replacement chart is an HR technique that lists each important managerial position, who occupies it, how long he or she will probably stay in it before moving on, and who (by name) is now qualified or soon will be qualified to move into it  employee information systems or skills inventories are computerized systems that contain information on each employee’s education, skills, work experience and career aspirations Matching HR Supply and Demand  after comparing future demand and internal supply, managers can make plans to manage predicted shortfalls or overstaffing Staffing the Organization Recruiting Human Resources  recruiting is the process of attracting qualified persons to apply for the jobs that are open  internal recruiting means considering present employees as candidates for job openings  external recruiting involves attracting people outside the organization to apply for jobs through advertising, campus interviews, employment agencies, etc.  an internship is a short-term paid position where students can focus on a specific project Selecting Human Resources  the intent of the selection process is to gather information from applicants that will predict their future job success and then to hire the candidates most likely to be successful  some techniques used to screen candidates include application forms, tests of ability, skill, aptitude or knowledge, interviews, and other techniques specific to the job such as physical examinations, and now illegal drug and alcohol tests Developing Human Resources New Employee Orientation  orientation is the initial acquainting of new employees with the company’s policies and programs, personnel with whom they will interact and the nature of the job  an effective orientation will help newcomers feel like part of a team, introduce them quickly to co- workers, supervisors and other new employees and ease the transition from outside to inside Training and Development  employees must be continually trained and developed to enhance and improve the quality of the contributions they make to the organization  a needs analysis is determining the organization’s true needs and the training programs necessary to meet them focusing on the organization’s job-related needs and the capabilities of the current workforce  work-based programs tie training and development activities directly to task performances  on-the-job training is development programs in which employees gain new skills while performing them at work  systematic job rotations and transfers is a technique in which an employee is systematically rotated or transferred from one job to another  instructional-based programs involve training workers through the use of classroom-based programs such as the lecture approach  in the lecture of discussion approach a trainer presents material in a descriptive fashion to those attending a trainee program  off-the-job training is performed at a location away from the work site where employees can learn these new skills  computer-assisted
More Less

Related notes for MGTA01H3

Log In


Don't have an account?

Join OneClass

Access over 10 million pages of study
documents for 1.3 million courses.

Sign up

Join to view


By registering, I agree to the Terms and Privacy Policies
Already have an account?
Just a few more details

So we can recommend you notes for your school.

Reset Password

Please enter below the email address you registered with and we will send you a link to reset your password.

Add your courses

Get notes from the top students in your class.