HR management: the specialized function Managing a diverse workforce:
of planning how to obtain employees,
oversee their training, evaluate them, and diversity: differences defining us as
compensate them individuals
Dimensions of DW
● age
● gender
● race and ethnicity
● religion
● ability
Contemporary staffing challenges Managing the employment life cycle
● aligning the workforce ● hiring employees
● fostering employee loyalty ○ recruiting: attracting suitable
● monitoring workload, avoiding candidates (6 steps)
employee burnout ○ quality of hire: how closely
● managing work-life balance employees meet company’s
needs
● terminating employees: get rid of
emp by firing him (cutbacks, poor
performance, finance)
○ layoff: termination due
business reasons, not relate
to emp performance
- rightsizing
- downsizing
● retiring employees
○ worker buyouts (ve huu som)
distributions of financial
incentives who voluntarily
depart, usually undertaken to
reduce the payroll
○ delayed requirement: nhung
nguoi gioi dc khuyen khich o
lai cong hien them
○ mandatory retirement: nghi
huu dung han
Planning for a company’s staffing needs Succession planning: workforce planning
● evaluating job requirements effort that identifies possible replacements
○ perform job analysis for specific employees, usually senior
○ write job description (formal executives. => sd lao dong hien tai, can
statement summarizing tasks nhac vi tri cao hon
involved)
○ write job specifications Employee retention: effort to keep current
(describe kinds of people employees
suitable: education, attitude,
skills, experience,..) Contingent employees: non-permanent
● forecasting supply and demand employees, including temporary workers,
○ estimate demands for independent contractors
employees
- forecast sales Alternative work arrangement
revenues ● flextime
- expected turnover ● telecommuting
rate ● job sharing
- current skills level ● flexible career path
- strategic decision
- technology
- company financial
status
○ estimate demands for
employees
Developing and evaluating employees: Administering emp compensation
● appraising emp performance ● compensation:
○ performance appraisals: ○ direct compensations: salary
periodic evaluation of work (fixed, yearly), wages (based
according to specific criteria on productivity)
=> judge emp and improve ○ indirect compensations:
them bonus, commission, profit
○ 360-degree review: a person sharing, cafeteria plan,
is given feedback from benefits, gain sharing,
subordinates, peers, knowledge-pay base
superiors
○ Electronic performance
monitoring (EPM): real-time,
computer base evaluation
● training and developing emp
○ orientation programs:
sessions/ procedures for
acclimating new employees
to the orgs
○ skills inventory: a list of skills
company needs
○ on-the-job training: take
place on workstation
○ off-the job training: learn the
job away from job
● promoting and reassigning emp: a
person working hard and having
ability to undertake more challenging
tasks
Benefits and services
● Insurance
● Stock options: quyen chon
● Retirement plans
○ defined-benefit plans: specify
how much
○ define-contribution plan: how
much emp put into retirement
fund
○ others: vacation, family and
medical leave, child-care
assistance
