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Lecture 2
An Overview and an Introduction

Staffing,

developing, and evaluating human

resources

Compensation packages

Legal issues in human resources

Changes in the contemporary workplace

Unionization and collective bargaining

Attracting, developing, and maintaining an

effective workforce

A critical, bottom-line function!

Forecast
demand for
labor
Conduct analysis

Job Description
Responsibilities and working conditions, plus
tools, materials and equipment to perform the
job

Forecast internal
supply of labor

Develop plan to
match demand with
supply

Forecast
external
supply of labor

Job Specification
Skills, abilities, and credentials needed to perform the job

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Internal Forecasting


Replacement Charts

Skills Inventories

Hire

new employees
hiring temporary workers

Retrain and transfer current employees into
understaffed areas

Convince older workers not to retire

Consider

External Forecasting


State Employment Commissions

Government Reports

College Information

Validity

Internal Recruiting
Considering current
employees for new
positions

External Recruiting
Attracting outside
candidates to apply
for jobs

The predictive value of a selection technique

What are the

strengths and
weaknesses of
each approach?

Application

Forms

Tests

Interviews

Wages

Training
On-the-job
training
 Off-the-job
training
 Vestibule training


Performance Appraisal
Evaluating job
performance

Money paid for time worked

Salary
Money paid for accomplishing a specific job
Incentives

Incentive Programs
Money linked specifically
to high performance
Bonuses

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Optional Benefits





Equal Opportunity Laws

Retirement plans
Health, life, & disability
insurance
Vacations & holidays
Counseling services

Protect workers from discrimination based on prejudice

Protected Class
People with common characteristics as indicated by law

EEOC

Mandatory Benefits

Federal agency that enforces discrimination-related laws

Social security

Affirmative Action

Workers compensation

Employee

AIDs

Plan to hire and develop members of protected classes

safety and health

in the workplace

Sexual

harassment

Quid pro quo

Hostile work environment

Knowledge workers add value because of

what they know


Computer Scientists

Physical Scientists

Engineers

Employment-at-will

Hiring and retaining knowledge

workers is a critical HR
challenge

Management challenges:

Labor Union

Careful
Planning

Understanding
Pros & Cons

People working together to achieve shared jobrelated goals

Labor Relations
Assessing
True Costs

Developing a
Management
Strategy

Managing unionized
employees

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Percentage Unionized

25

Union-Management
Relations
20

Bargaining
Perspectives

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10
1977

1980

1995

2000

2005

2014

Future Outlook

Year

Union's
Demand

Employer's
Maximum Limit

Compensation

Benefits

Job

Union's
Expectation
BARGAINING ZONE
Employer's
Expectation
Union's
Minimum Limit

Union Tactics:

Strike

Picketing

Boycott

Work slowdown

Security
Union Issues

Management Rights

Other

Employer's
Desired Result

Management Tactics:

Lockouts

Strikebreakers

Mediation
Voluntary Arbitration
Compulsory Arbitration

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Define human resource management

Discuss staffing, developing human resources, and

evaluating performance

Describe the role of compensation in attracting and keeping

skilled workers

Identify the key legal issues surrounding human resource

management

Discuss important changes in the contemporary workplace

Explain why workers unionize and discuss the collective

bargaining process

Historically,

employment law was governed

by the common law doctrine of
employment at will where either employer
or employee could terminate the relationship
at any time, for any reason.

Today employment law is heavily regulated
by state and federal statutes.

Key

Topics

Traditionally,

employment relationships have

been by common law doctrine of
employment at will.

Either party may terminate at any time for
any reason.

Exceptions: Contract, Tort, Public Policy.

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Hours and Wages.

Whistleblowing

occurs when an employee

tells a supervisor or the press that the
employer is engaged in some unsafe or illegal
activity.

Protection under federal and state law.

Wages

Boards Ordinance
and office employees

Employment of Trainees (Private Sector)

Shop

Child Labor.

Employment

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of women, young person and ch I

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Trade

Trade

Unions Ordinance I
Unions Ordinance II

Industrial

Disputes Act I
Disputes Act II

Industria Disputes (Hearing &
Determination of Proceeding)

Termination of Employment of
Workmen

Industrial

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Elections.


An election can be held only if it can be shown that at least

30% of the workers will be represented.

Election


Campaigns.

The National Labor Relations Board regulates the rights and

obligations of employers and workers in the election
process.
Each side can pursue their objectives, but cannot interfere,
beyond certain limits, in the others activities.

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Collective

bargaining is the process by which

management and labor negotiate the terms
and conditions of employment.



The NLRB will certify an exclusive bargaining

agent for labor.
Both labor and management must bargain in good
faith, but the law does not require that they
reach an agreement.

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There


The

Occupational Safety and Health Act.

Economic Strikes.



are two basic forms of strikes:

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These are strikes over wages.

Workers can be replaced by permanent replacements.

Unfair Labor Practice Strikes.



These are strikes alleging that the employer has

committed an unfair labor practice.

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The fundamental federal law aimed toward safety in

the workplace.

Maternity

Maternity

Benefits Ordinance I
Benefits Ordinance II

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Reduce

employer liability to employees for workplace

injuries, and provide a measure of assurance that
workplace injuries will be compensated, regardless of
the solvency of the employer, by:
Requiring that injured employees make a claim against the
employers workers compensation insurance policy,
instead of suing the employer.
Requiring most employers to carry workers compensation
insurance.

Employees

Provident Fund I
Provident Fund II

Employee's Provident Fund III

Employees Provident Fund (Special Provisions)

Employees Trust fund I

Employees Trust Fund II

Employees Trust Fund (Special Provisions)

Payment of Gratuty Compensation.

Employees

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Lie

More

than 2/3 employers use some sort of electronic

monitoring of employees.

Laws Protecting Employee Privacy Rights.



Constitutional and Tort law.

ECPA

Drug


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Performance Surveillance.

Most limitations can be avoided if the employer

informs employees that surveillance will occur.

Screening

Testing.

Some state statutes restrict AIDS testing.

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Testing.

Most government employees are subject to testing and

the rights of private employees vary from state to
state.

AIDS


Electronic

Detector Tests.

Prohibited, except under the ongoing investigation

exception.

Procedures.

Application question must have some reasonable

connection to the job sought.

The

Immigration Reform and Control Act prohibits the

hiring of illegal aliens.

Indian Immigrant Labour

End of Employment Law 1

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