function that determines human resource needs, recruits,
selects, trains, and develops human resources for jobs created by an organization. Staffing procedures: 1. Human resource planning Forecasting assessment of future human resource needs in relation to the current capabilities of the organization Programming translating the forecasted human resource needs to personnel objectives and goals Evaluation and control refers to monitoring human resource action plans and evaluating their success 2. Recruitment refers to attracting qualified persons to apply for vacant positions in the company 3. Selection refers to the act of choosing from those that are available the individuals most likely to succeed on the job. Ways of det. The qualification of a job candidate: Application blanks References Interviews Testing Psychological test an objective standard measure of a sample behavior 1. Aptitude persons capacity or potential ability to learn 2. Performance test measures personality traits as dominance 3. Interest test measure a persons interest in various fields Physical examination test given to assess the physical health of an applicant 4. Induction & orientation 5. Training and development - refers to learning that is provided in order to improve performance on the present job Training program for nonmanagers (OJT, vestibule school, apprenticeship prog.) Training program for managers (in basket, mgmt.games, case studies) 6. Performance appraisal measurement of employee performance Purpose: To influence, in a positive manner, employee performance and development To determine merit pay increases To plan for future performance goals To determine training and development needs To assess the promotional potential of employees Ways of appraising performance: Rating scale method trait to rated is represented by a line or scale Essay method evaluator composes statements that best describe the person
Mgmt. by objectives specific goals are set collaboratively for the
organization as a whole Assessment center method method for evaluating managers Checklist method evaluator check statements on a list that are deemed to an employees behavior Work standard method standard are set for the realistic worker output Ranking method evaluator arranges employees in rank order from the best to the poorest Critical incident method evaluators recalls and rewrite down specific incidents that indicate the employees performance 7. Employment decisions Mostary rewards given to employees whose performance is at par or above standard reqmts Promotion movement by a person into a position of higher pay and greater responsibility Transfer movement of a person to a different job at the same level of responsibility Demotion movement by a person into a position of w/c has less pay and responsibility 8. Separations may happen voluntary or involuntary. Communication process of sharing information through symbols including words and message (Morris Philip Wolf & Shirley Kuiper) Functions of communication: 1. Information function info. Provided through communication may be used for decision making at various work levels in org. 2. Motivation function communication is also oftentimes used as a means to motivate employees to commit themselves to the org. 3. Control function when properly communicated, reports, policies, and plans define roles, clarify duties, effective control is the facilitated. 4. Emotive function when feeling are repressed Communication process: 1. Develop an idea 2. Encode 3. Transmit 4. Receive 5. Decode 6. Accept Barriers of communication: Personal barriers characteristic of persons that could hinder Physical barriers- environmental factors Semantic barriers- interference with the reception of a message that occurs when the message is misunderstood even if it is exactly transmitted Mgmt. info. System(MIS) - defined by Boone and kurtz organized method of providing past, present, and projected information on internal