HRM 5th chapter 8 appraising and improving performance

HRM 5th chapter 8 appraising and improving performance

HRM 5th chapter 8 appraising and improving performance
... [EDITOR USE HRM FROM CDN 5TH FOR CORRECT SPELLING] Highlights 8. 4 Source: Adapted from Landy, Jacobs, and Associates Reprinted with permission Copyright © 20 08 by Nelson, a 8 28 Highlights in HRM Highlights ... requirements Training Trainingand and Development Development Training Trainingand anddevelopment development aids achievement aids achievementof of performance standards performance standards Compensation ... event, and there is little follow-up afterward Copyright © 20 08 by Nelson, a 8 8 Performance Standards Characteristics Strategic Strategic Relevance Relevance Individual Individual standards standardsdirectly...
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HRM 5th chapter 2 strategy and human resources planning

HRM 5th chapter 2 strategy and human resources planning
... 8.34 3 52 2003 $3,306 10. 02 330 20 04 $3,613 11. 12 325 20 05 $3,748 11. 12 337 20 06 $3,880 12. 52 310 20 07* $4,095 12. 52 327 20 08* $4 ,28 3 12. 52 3 42 2009* $4,446 12. 52 355 *Projected figures Figure 2. 5 ... HR Demand BUSINESS FACTOR YEAR ÷ (SALES IN THOUSANDS) LABOUR PRODUCTIVITY (SALES/EMPLOYEE) = HUMAN RESOURCES DEMAND (NUMBER OF EMPLOYEES) 20 00 $2, 351 14.33 164 20 01 $2, 613 11. 12 235 20 02 $2, 935 ... required and necessary in support of human resources? • Strategic Implementation  How will the human resources be allocated? Human HumanResources Resources Planning Planning Copyright © 20 08 by...
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HRM 5th chapter 3 equity and diversity in human resources management

HRM 5th chapter 3 equity and diversity in human resources management
... of Thomson Canada Ltd 3 26 Highlights HighlightsininHRM HRM Copyright © 2008 by Nelson, a division of Thomson Canada Ltd Highlights 3. 8 3 27 Highlights HighlightsininHRM HRM Copyright © 2008 by ... designated groups in the organization • Flow data  The distribution of members of designated groups in applications, interviews, hiring decisions, training and promotion opportunities and terminations ... After studying this chapter, you should be able to: Explain the reasons for employment equity legislation Identify and describe the major laws affecting employment equity and explain how they...
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HRM 5th chapter 12 safety and health

HRM 5th chapter 12 safety and health
... a 12 4 Acts and Regulations • Canada Labour Code • Provincial regulations  Every province and territory has regulations covering occupational health and safety Copyright © 2008 by Nelson, a 12 5 ... carelessness and horseplay Copyright © 2008 by Nelson, a 12 12 Enforcing Safety Rules • Actively encourage employee participation in the safety program by:  Jointly setting safety standards with ... materials, and emergency procedures  Information Technology and Safety Awareness and Training Copyright © 2008 by Nelson, a 12 11 Creating a Safe Work Environment (cont’d) • Typical Safety Rules...
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HRM 5th chapter 4 job analysis, employee involvement, and flexible work schedules

HRM 5th chapter 4 job analysis, employee involvement, and flexible work schedules
... duties and responsibilities performed by only one employee Job Family Job Job Job Job Job Job  A group of individual jobs with similar characteristics Copyright © 2008 by Nelson, a 4 4 Job Requirements ... different jobs • HRIS and Job Analysis  Human resource information systems (HRIS) and specialized software help automate job analysis  Analyze jobs and write job descriptions and job specifications ... •• •• What Whatemployee employeedoes does Why Whyemployee employeedoes doesitit How Howemployee employeedoes doesitit •• Determining Determiningjob jobrequirements requirements Job Description...
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HRM 5th chapter 5expanding the talent pool recruitment and careers

HRM 5th chapter 5expanding the talent pool recruitment and careers
... studying this chapter, you should be able to: Explain the advantages and disadvantages of external recruitment Explain the advantages and disadvantages of recruiting from within the organization ... Increasing the Effectiveness of Employee Referrals • Up the ante • Pay for performance • Tailor the program • Increase visibility • Keep the data • Rethink your taboos • Widen the program • Measure the ... containing the records and qualifications of each employee that can be accessed to identify and screen candidates for an internal job opening • Job Posting and Bidding  Posting vacancy notices and...
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HRM 5th chapter 10 pay for performance incentive rewards

HRM 5th chapter 10 pay for performance incentive rewards
... Nelson, a 10 3 Strategic Reasons for Incentive Plans • Variable Pay  Tying pay to some measure of individual, group, or organizational performance Incentive Pay Programs  Establish a performance ... between incentive plans and improved organizational performance Copyright © 2008 by Nelson, a 10 6 Advantages of Incentive Pay Programs • Incentives focus employee efforts on specific performance ... exceeded • Establishing Team Incentive Payments  Set performance measures upon which incentive payments are based  Determine the size of the incentive bonus  Create a payout formula and fully explain...
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HRM 5th chapter 13 employee rights and discipline

HRM 5th chapter 13 employee rights and discipline
... this chapter, you should be able to: Explain statutory rights, contractual rights and due process Identify the job expectancy rights of employees Identify and explain the privacy rights of employees ... Nelson, a division of Thomson Canada Ltd 13 3 Employee Rights and Privacy • Employee Rights  Guarantees fair treatment from employers, particularly regarding an employee s right to privacy  Psychological ... an employee and employer Copyright © 2008 by Nelson, a division of Thomson Canada Ltd 13 4 Employment Protection Rights • Statutory rights Rights that derive from legislation • Contractual rights...
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HRM 5th chapter 16 creating high performance work systems

HRM 5th chapter 16 creating high performance work systems
... Nelson, a 16 3 Developing High- Performance Work Systems Figure 16. 1 Copyright © 2008 by Nelson, a 16 4 Underlying Principles of High- Performance Work Systems Copyright © 2008 by Nelson, a 16 5 Principles ... processes for implementing high- performance work systems Discuss the outcomes for both employees and the organization Explain how the principles of high- performance work systems apply to small, ... After studying this chapter, you should be able to: Discuss the underlying principles of high- performance work systems Identify the components that make up a high- performance work system Describe...
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Chapter 8 Measurement and Metrics ppsx

Chapter 8 Measurement and Metrics ppsx
... Chapter 8: Measurement and Metrics Condensed GSAM Handbook This page intentionally left blank 8- 2 February 2003 Chapter Measurement and Metrics "You cannot control ... insight, depth, and specific examples by downloading and reading those articles February 2003 8- 3 Chapter 8: Measurement and Metrics Condensed GSAM Handbook and books listed in 8. 5 Resources that ... Simplification of the metrics program • 8- 6 Adequacy of current metrics Changes in project or organization goals February 2003 Condensed GSAM Handbook Chapter 8: Measurement and Metrics 8. 2.4 Metrics Repository...
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Chapter 8 Training and Developing Employees potx

Chapter 8 Training and Developing Employees potx
... Internet-Based Training E-Learning and Learning Portals © 20 08 Prentice Hall, Inc All rights reserved 8 8 Literacy Training Techniques Employer Responses to Functional Illiteracy Testing job candidates ... Measures and Regulations Facilities Tour 8 4 Analyzing Training Needs Training Needs Analysis Task Analysis: Assessing New Employees Training Needs © 20 08 Prentice Hall, Inc All rights reserved ... Current Employees Training Needs 8 5 Assessing Current Employees Training Needs Assessment Center Results Individual Diaries Attitude Surveys Performance Appraisals Methods for Identifying Training...
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Lecture concepts in enterprise resource planning (2nd edition) chapter 8 ERP and electronic commerce

Lecture concepts in enterprise resource planning (2nd edition)   chapter 8  ERP and electronic commerce
... Define XML and its significance to ERP • Define RFID and its future role in logistics and sales Concepts in Enterprise Resource Planning, Second Edition Introduction • Competing effectively in ... members in the Alliance, providing customer technical support for education—a specialized task Concepts in Enterprise Resource Planning, Second Edition 18 Concepts in Enterprise Resource Planning, ... need for middleware • ERP systems are now ready to accept data in XML format Concepts in Enterprise Resource Planning, Second Edition 28 Concepts in Enterprise Resource Planning, Second Edition...
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HRM 5th chapter 1 the world of human resources management

HRM 5th  chapter 1 the world of human resources management
... to HRM Provide examples of the roles and competencies of today’s HR managers Copyright © 2008 by Nelson, a division of Thomson Canada Ltd 1 3 Why Study Human Resources Management Human Resources ... Ltd 1 5 Overall Framework for Human Resource Management Copyright © 2008 by Nelson, a division of Thomson Canada Ltd Figure 1. 2 1 6 Competitive Challenges and Human Resources Management The ... Case for Diversity,” Academy of Management Executive 11 , no (August 19 97): 21 31; permission conveyed through the Copyright Clearance Center, Inc Highlights 1. 6 1 26 Cultural Changes Employee...
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HRM 5th chapter 6 employee selection

HRM 5th chapter 6 employee selection
... © 2008 by Nelson, a 6 32 Highlights in HRM Highlights 6. 3 Copyright © 2008 by Nelson, a 6 33 Variables in the Employment Interview Figure 6. 8 Copyright © 2008 by Nelson, a 6 34 Ground Rules for ... Copyright © 2008 by Nelson, a 6 37 “Can-Do” and “Will-Do” Factors in Selection Decisions Figure 6. 9 Copyright © 2008 by Nelson, a 6 38 Reaching a Selection Decision • Selection Considerations:  ... the organization Copyright © 2008 by Nelson, a 6 3 The Goal of Selection: Maximize “Hits” Figure 6. 1 Copyright © 2008 by Nelson, a 6 4 Steps in the Selection Process Hiring Hiringdecision decision...
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