9/1/2012

HR Management

IES Business Consultants

HRM Responsibilities

Attracting a quality workforce

Human resource planning, recruitment, and selection

Developing a quality workforce

Employee orientation, training and development, and
performance appraisal.

Maintaining a quality workforce

Career development, work-life balance, compensation
and benefits, employee retention and turnover, and
labor-management relations.

IES Business Consultants

9/1/2012

Steps in the HR Planning Process

IES Business Consultants

How to attract a Quality Workforce

The foundation of HR planning is job analysis.

The orderly study of job facts to determine just what is done, when,
where, how, why, and by whom in existing or potential new jobs.

Job analysis provides information for developing:
Job descriptions
Job specifications

IES Business Consultants

9/1/2012

How to attract a Quality Workforce

Recruitment
Steps in the recruitment process:
Advertisement of a job vacancy.
Preliminary contact with potential job candidates.
Initial screening to create a pool of qualified applicants.

IES Business Consultants

Recruitment Methods

External recruitment candidates from outside the hiring

organization.
Internal recruitment candidates from within the organization.
Traditional recruitment candidates receive information only on

most positive organizational features.

IES Business Consultants

9/1/2012

Selection Process . . .

Six Steps for Selection :

1.
2.
3.
4.
5.
6.

Completion of a formal application form.

Interviewing.
Testing.
Reference checks.
Physical examination.
Final analysis and decision to hire or reject.

IES Business Consultants

Selection Process . . . Reasons for Rejection

IES Business Consultants

9/1/2012

How to recruit the Right Person

1. If they are counting the bricks, put them in accounting.
2. If they are recounting them, put them in auditing.
3. If they messed up the place with the bricks, put them in engineering.
4. If they are arranging the bricks in a strange order, put them in planning.
5. If they are throwing the bricks at each other, put them in operations.
6. If they are sleeping, put them in security.
7. If they have broken the bricks into pieces, put them in IT.
8. If they are sitting idle, put them in HR.
9. If they say they have tried different combinations, yet not a brick has
been moved, put them in sales.
10. If they have already left for the day, put them in marketing.
11. If they are staring out of the window, put them on strategic planning.
12. And then last but not least, if they are talking to each other and not a
single brick has been moved Congratulate them and put them in top
management
IES Business Consultants

How to attract a Quality Workforce

Step 1Application Forms

Declares individual to be a job candidate.
Documents applicants personal history and qualifications.
Personal rsums may be included.
Applicants lacking appropriate credentials are rejected at this step.

IES Business Consultants

10

9/1/2012

How to attract a Quality Workforce

Step 2Interviews
Exchange of information between job candidate and key members of
the organization.
Opportunity for job candidate and organizational members to learn
more about each other.

IES Business Consultants

11

How to attract a Quality Workforce

Step 3 Employment Tests

Common types of employment tests:
Intelligence
Aptitude
Personality (Psychometric Assessment)
Interests

IES Business Consultants

12

9/1/2012

How to succeed in a telephone interview

Be prepared ahead of time.

Take the call in private.
Dress professionally.
Practice your interview voice.
Have reference materials handy.
Have a list of questions ready.
Ask what happens next.

IES Business Consultants

13

How to attract a Quality Workforce

Step 4 Reference and Background Checks

Inquiries to previous employers, academic advisors, coworkers ...
Can enhance candidates credibility.

IES Business Consultants

14

9/1/2012

How to attract a Quality Workforce

Step 5 Physical Examinations

Ensure applicants physical capability to fulfill job requirements.
Basis for enrolling applicant in life, health, and disability insurance
programs.
Drug testing is done at this step.

IES Business Consultants

15

How to attract a Quality Workforce

Step 6 Final Decision to Hire or Reject

Best selection decisions will involve extensive consultation
among multiple parties.
Selection decision should focus on all aspects of the
candidates capacity to perform the designated job.

IES Business Consultants

16

9/1/2012

Socialization Model

IES Business Consultants

17

Socialization

Socialization
Process of influencing the expectations, behavior, and attitudes of a

new employee in a way considered desirable by the organization.

Orientation
Set of activities designed to familiarize new employees with their jobs,

coworkers, and key aspects of the organization.

IES Business Consultants

18

9/1/2012

Training

On-the-job training

Job rotation
Coaching
Mentoring
Modeling

Off-the-job training
Management
development

IES Business Consultants

19

Performance Appraisal
Performance (Appraisal) System
Division / Dpt.

Job Title:

Name of employee:

Tech Appraisal

Functions to be appraised
Essential Tasks
Secondary Tasks
Areas of responsibilities
Performance expectations
Key Performance Indicators (KPI)
Team working

Admin Appraisal

Communication
Client focus
Problem solving Decision making
Open thinking & Learning
Managing Time & Pressure
Coaching & Developing others
Leadership
Health, Safety & Environment
Initiative

IES Business Consultants

Actual
Persnl Target Suprvsr
Apprsl Total % Recommendations for employee's development
Apprsl
Apprsl
%
%

90%
70%
80%
85%
90%

100%
100%
100%
100%
100%

80%
90%
70%
60%
85%

80%
90%
70%
60%
85%

75%
50%
90%
85%
90%
50%

10%
10%
5%
30%
5%
5%

85%
70%
90%
85%
90%
50%

9%
7%
5%
26%
5%
3%

90%
50%
100%
85%

10%
0%
10% 100%
5%
50%
10% 90%
100%

0%
10%
3%
9%

Overall
appraisal

77%

76%

74%

20

10

9/1/2012

Behavioral Rating for Performance Appraisal

IES Business Consultants

21

Who should do the Evaluation?

Immediate Superior.

Peers or co-workers.

Self-evaluation.

Immediate subordinates.

The 360-Degree Evaluations

IES Business Consultants

22

11

9/1/2012

The 360 degree Evaluation

23

IES Business Consultants

COPYRIGHT
Copyright 2012 Dr Hesham Sadek. All rights reserved. Reproduction or translation of
this work beyond that named in Section 117 of the United States Copyright Act without the
express written permission of the copyright owner is unlawful. Requests for further
information should be addressed to Dr Hesham Sadek.

IES Business Consultants

24

12