Intro to Business 7 e CHAPTER 8 Human

Intro to Business, 7 e CHAPTER 8 Human Resources, Culture, and Diversity 8 -1 Human Resources Basics 8 -2 Managing Human Resources 8 -3 Organizational Culture and Workforce Diversity © 2009 South-Western, Cengage Learning SLIDE 1

Intro to Business, 7 e 8 -1 Human Resources Basics Learning Targets l Describe the nature of today’s workforce. l Identify important goals and activities of human resources. © 2009 South-Western, Cengage Learning SLIDE 2

Intro to Business, 7 e Chapter 8 THE U. S. WORKFORCE l All people 16 years and older who are employed or looking for a job l More than 140 million people have fullor part-time jobs © 2009 South-Western, Cengage Learning SLIDE 3

Intro to Business, 7 e THE CHANGING WORKFORCE Chapter 8 l Education and training l Some jobs require high school education; other require more l Special training may be needed l Basic skills and a willingness to work hard l Compensation l High paying jobs l Low paying jobs l Type of Work l Working with machines and technology l Working mainly with people and information © 2009 South-Western, Cengage Learning SLIDE 4

Intro to Business, 7 e Chapter 8 TYPES OF JOBS l Classified by industry l Service-producing industries l Goods-producing industries l Classified by occupation l White-collar jobs – one whose work is more mental than physical l Blue-collar jobs – requires a great deal of manual work © 2009 South-Western, Cengage Learning SLIDE 5

Intro to Business, 7 e Chapter 8 Source: Occupational Outlook Handbook Industry Categories © 2009 South-Western, Cengage Learning SLIDE 6

Intro to Business, 7 e OCCUPATIONAL CATEGORIES l Professional l Business and financial operations l Service l Construction and extraction l Installation, maintenance, and repair l Transportation and material moving Chapter 8 l Sales and marketing l Management l Office and administrative support l Farming, fishing, and forestry l Production © 2009 South-Western, Cengage Learning SLIDE 7

Intro to Business, 7 e Chapter 8 Source: U. S. Bureau of Labor Statistics Employment Projections for Occupational Categories © 2009 South-Western, Cengage Learning SLIDE 8

CHANGING JOB REQUIREMENTS Intro to Business, 7 e Chapter 8 l Consumer preferences – consumers cast their “dollar votes” l Business cycles – stages of the business cycle affect job opportunities. l New technologies – computerized systems and robots have greatly reduced the need for production workers. l Business competition – today, many U. S. jobs are being outsourced. © 2009 South-Western, Cengage Learning SLIDE 9

HUMAN RESOURCES OVERVIEW Intro to Business, 7 e Chapter 8 l Human resources are the people who work for a business l Management and employees l Full-time and part-time workers l Temporary workers and long-time employees l Human resources department – mid to large size companies have a department; small business owners usually do those tasks themselves © 2009 South-Western, Cengage Learning SLIDE 10

Intro to Business, 7 e Chapter 8 Human Resources Goals 1. 2. 3. 4. 5. 6. 7. Identify the personnel needs of the company. Maintain an adequate supply of people to fill those needs. Match abilities and interests with specific jobs. Provide training and development. Develop plans to compensate personnel. Protect the health and well-being of employees. Maintain a satisfying work environment. © 2009 South-Western, Cengage Learning SLIDE 11

Intro to Business, 7 e Chapter 8 Human Resources Activities l Planning and staffing l Job analysis l Recruitment and selection l Job placement © 2009 South-Western, Cengage Learning SLIDE 12

Intro to Business, 7 e Chapter 8 Human Resources Activities (continued) l Performance management l Performance assessment l Performance improvement l Managing promotions, transfers, and terminations © 2009 South-Western, Cengage Learning SLIDE 13

Intro to Business, 7 e Chapter 8 Human Resources Activities (continued) l Compensation and benefits l Wage and salary planning l Benefits planning l Payroll, benefits, and personnel records management © 2009 South-Western, Cengage Learning SLIDE 14

Intro to Business, 7 e Chapter 8 Human Resources Activities (continued) l Employee relations l l Health and safety planning Labor relations Employment law and policy enforcement Organizational development © 2009 South-Western, Cengage Learning SLIDE 15

Intro to Business, 7 e 8 -2 Managing Human Resources Learning Targets l Identify important planning and staffing activities. l Describe compensation and benefits plans. l Recognize the goals of performance management. © 2009 South-Western, Cengage Learning SLIDE 16

Intro to Business, 7 e HUMAN RESOURCES PLANNING AND JOB ANALYSIS Chapter 8 l Classifying employees – permanent or temporary; full-time or part-time l Determining job requirements – identify job duties/responsibilities © 2009 South-Western, Cengage Learning SLIDE 17

Intro to Business, 7 e HUMAN RESOURCES RECRUITING AND HIRING Chapter 8 l The application process l New employee orientation © 2009 South-Western, Cengage Learning SLIDE 18

Intro to Business, 7 e Chapter 8 Locating Prospective Employees © 2009 South-Western, Cengage Learning SLIDE 19

Intro to Business, 7 e COMPENSATION AND BENEFITS Chapter 8 l Compensation methods – time wage, straight salary, commission, piece rate, base plus incentive l Employee benefits – vacation, health insurance, life insurance, retirement programs, personal/sick days l Cafeteria plans © 2009 South-Western, Cengage Learning SLIDE 20

Intro to Business, 7 e PERFORMANCE MANAGEMENT Chapter 8 l Employee evaluation l The evaluation process l The evaluation conference l Promotions, transfers, and terminations © 2009 South-Western, Cengage Learning SLIDE 21

Intro to Business, 7 e 8 -3 Organizational Culture and Workforce Diversity Learning Targets l Recognize factors that contribute to an effective organizational culture. l Describe the benefits of diversity to an organization, individuals, and society. © 2009 South-Western, Cengage Learning SLIDE 22

Intro to Business, 7 e DEVELOPING AN EFFECTIVE CULTURE Chapter 8 l Work environment l Work-life relationships l Employer-employee relations l Labor unions © 2009 South-Western, Cengage Learning SLIDE 23

Intro to Business, 7 e Chapter 8 WORKFORCE DIVERSITY l Benefits of diversity l Organizational benefits l Individual benefits l Societal benefits © 2009 South-Western, Cengage Learning SLIDE 24

Intro to Business, 7 e Chapter 8 FEDERAL LAWS REGULATING DISCRIMINATION l The Civil Rights Act of 1964 – prohibits job discrimination based on race, color, religion, gender and national origin l The Age Discrimination and Employment Act of 1967 – protects individuals who are 40 years of age or older l The Americans with Disabilities Act – prohibits discrimination based on disabilities © 2009 South-Western, Cengage Learning SLIDE 25

Intro to Business, 7 e DEVELOPING A DIVERSE ORGANIZATION 1. 2. 3. 4. 5. 6. Chapter 8 Develop a written commitment to diversity. Have the full support of top executives. Review evidence of diversity in the company. Update policies and procedures. Provide continuing diversity education. Recognize and celebrate diversity. © 2009 South-Western, Cengage Learning SLIDE 26

Intro to Business, 7 e Fast Facts Chapter 8 l Most jobs today require at least a high school education l Technology has not affected blue-collar jobs as much as white-collar jobs l A full time employee works at least 40 hours a week l Employers are required by law to offer employees some type of benefit l Manager and employees do not always have the same immediate goals l Employment growth is expected to be slowest over the next ten years in production jobs l The final step in the hiring process is employee orientation l The physical conditions and psychological atmosphere in which employees work is the work environment l The benefits of workplace diversity can be classified as organizational, individual and societal © 2009 South-Western, Cengage Learning SLIDE 27