HUMAN RESOURCES AND QUALITY WORKFORCE

What is Human Resources?

• to facilitate the process of attracting, developing, maintaining, and retaining a high-quality workforce for the organization.

• responsible for getting people, preparing them, helping to motivate them, and keeping them.

Current Issues•Sexual Harassment• Behaviour that creates:

a hostile work environment, interferes with a persons ability to

do a job interferes with promotional

potential

Current Issues•Comparable Worth• Persons performing jobs of similar

importance should be paid at comparable levels Gender bias

Current Issues•Independent Contractors• Not a part of the organization’s

permanent workforce Permatemps

Engaged regularly by the same organization

Often work without benefits such as pension and health coverage

Current Issues•Workplace Privacy• Right to privacy while at work• Computers can:

Monitor Emails Internet searches Telephone usage Document work performance All this information can be stored in

Databases and available to other people without the individuals permission

Five Strategies used by HR Managers

Five Strategies used by HR Managers

1 Restructuring

2 Training and Development

3 Recruitment- Internal vs. External

4 Outsourcing

5 Collaboration

Human Resource Planning

Human Resource Planning

Recruitment Process

Job Description

• Is a list of the general tasks/duties/ responsibilities of a position

• A job description is usually developed by conducting a job analysis, which includes examining the tasks and sequences of tasks necessary to perform the job

• Describe only the duties, skills and knowledge required of the position, and avoid describing personal traits

How to Write Job Description

• Start with Job Title, Department, To Whom the Position Reports,

• Followed by statement of overall responsibility – no more than three sentences summarizing the general nature, function and purpose of the job

• List tasks and responsibilities

Creating a Job Posting•Company Name•Company Contact Information•Position•Starting Date•Salary/Wage•Years of Experience•Company History•Job Description•Skills•Qualifications (Education, Experience)•How to apply? To who? By when?

Selection Decisions

Who do I Hire?

1. Application Forms2. Interviews3. Employment Tests4. Reference Checks5. Physical Exams6. Analysis and Decision

to Hire or Reject

INTERVIEWS

1. Plan Ahead

• Review Job Description• Review applicants resumes• Schedule yourself adequate time to conduct

interviews• Prepare effective questions– Avoid yes/no questions

2. Create a Positive Interview Climate • Be welcoming, make interviewee feel

comfortable• Introduce yourself and others sitting in on

interview• Be positive, friendly!• Be conversational• Conduct interview in quiet place, free of

distractions• Use probing questions if interviewee is

having difficulty

3. Create a Goal Oriented Interview

• Know what information you want out of the interview

• Get the information that you want

4. Avoid Interview Questions that are Discriminatory

• Focus on job skills• Focus on the candidates QUALIFICATIONS• Stay away from all PERSONAL questions

5. Take Notes

• Document details of interview for later use• A rating system is very helpful

Activity

• Get into groups and decide on a position for an interview

• Create at least 5 effective interview questions – For 1 of the questions prepare a probing

question