罗宾斯管理学11版第12章英文PPT.ppt

? Managing Human Resources 12.1 The Human Rescource Management Process Exhibit 12–1 Hign-Performance Work Practices ? Self-managed teams ? Decentralized decision making ? Training programs to develop knowledge,skills,and abilities ? Flexible job assignments ? Open communication ? Performance-based compensation ? Staffing based on person-job and person-organization fit ? Extensive employee involvement ? Giving employees more control over decision making ? Increasing employee access to informationg Exhibit 12–2 Human Resource Management Process The HRM Process ? Functions of the HRM Process Ensuring that competent employees are identified and selected. Providing employees with up-to-date knowledge and skills to do their jobs. Ensuring that the organization retains competent and high-performing employees who are capable of high performance. ★12.1.2 Environmental Factors Affecting HRM ? Employee Labor Unions Organizations that represent workers and seek to protect their interests through collective bargaining. Collective bargaining agreement A contractual agreement between a firm and a union elected to represent a bargaining unit of employees of the firm in bargaining for wage, hours, and working conditions. ? Governmental Laws and Regulations Limit managerial discretion in hiring, promoting, and discharging employees. Affirmative Action: the requirement that organizations take proactive steps to ensure the full participation of protected groups in its workforce. Exhibit 12–3 Major HRM Laws ?Equal Employment Opportunity and Discrimination 1963 Equal Pay Act 1964 Civil Rights Act, Title VII (amended in 1972) 1967 Age Discrimination in Employment Act 1973 Vocational Rehabilitation Act 1990 Americans with Disabilities Act ?Compensation/Benefits 1990 Worker Adjustment and Retraining Notification Act 1993 Family and Medical Leave Act 1996 Health Insurance Portability and Accountability Act 2009 Lilly Ledbetter Fair Pay Act ?Health/Safet