【正文】 each employee are bined into a PTO account. Employees use days from their accounts at their discretion for illness, personal time, or vacation. If employees run out of days in their accounts, then they are not paid for any additional days missed.Turnover： Occurs when employees leave an organization and have to be replaced. Excessive turnover can be a very costly problem, with a major impact on productivity. So organizations must take steps to control excessive turnover, particularly that caused by organizational factors.Voluntary (By Choice): lack of challenge, better opportunity elsewhere, pay, supervision, geographic relocation, and pressure.Involuntary (Fired)Not all turnovers are negative: some workforce losses are desirable, especially if the workers leaving are lowerperforming, less reliable individuals.The Way To Control ( 7 Methods )l Good recruiting: use realistic job previews and avoid hiring employees who have a high probability of leaving。l Good supervision。l HR department expense as a percent of total expenses。l Dollar sales per employee。 Equal pay and pay equity 216。 Reasonable acmodation216。 Sexual orientation216。c. Performance standards。g. Supervision given and received。 There is a growing interest in focusing on the petencies that individuals need in order to perform jobs, rather than on the tasks, duties, and responsibilities posing a job. This shift emphasizes that it is the capabilities that people have that truly influence organizational performance.208。l Adaptability.208。l Only a certain number of applications will be accepted。l Only individuals filling out application blanks are considered applicants。 Examples of the petencies used in organizations:l Team orientation。A position is a job operated by one person。e. Machines and equipment used。 Military employment rights IN CHINA?Figure 31 Dimensions of Diversity Race/EthnicityAgeGender DIVERSITYSexual orientationPhysical Disabilities al Disabilities Figure 32 Major Components of Successful Diversity Management Incorporate Diversity Training in managementSeparate Managing Diversity From Affirmative Action Form a Diversity Committee SUCCESSFUL DIVERSITY MANAGEMENT Establish Informal Mentoring SystemsEmphasize Diversity in Succession and Promotion Establish Management Accountability for Diversity Chapter 4Job Analysis (工作分析) Nature of job analysisInformation that can be helpful in making the distinctiona. Work activities and behaviors。 Immigration reform and control act (IRCA)216。 WITH DISABILITIES ACT (ADA)216。 Sexual harassment Reasonable care 216。l Absence rate.HR audits：assess HR effectivenessEvaluate How well HR activities have been performed, so that management can identify what needs to be improved.Employee attitude surveysFocuses on employees’ feelings and beliefs about their jobs. To allow employees to air their views about their jobs, their supervisors, their coworkers, and organizational policies and practices.Can be starting points for improving job satisfaction.Some employers conduct attitude surveys on a regularly scheduled bases (such as every year), while others do so intermittently.Exit InterviewsThose who are leaving the organization are asked to identify the reasons for their departure.HR specialists rather than supervisors usually conduct exit interviews.Issues to be examined: reasons for leave, pay, supervision, training, and the bestliked and leastliked aspects of the job.HR Performance And BenchmarkingA standard is a model or measure against which something is pared to determine its performance.Benchmarking: pares specific measures of performance against data on those measures in other “best practices” organizations.l Total pensation as a percentage of net ine before taxes。l Consistent HR policies. Assessing HR EffectivenessSome examples of data from records can include the following: l HR expense per employee。l Competitive pensation。Chapter 1Strategic Human Resource Management and Planning(戰(zhàn)略性人力資源管理和規(guī)劃)What is strategic human resource management? Management ChallengesEconomic and Technological Change Occupational ShiftsWorkforce Availability And QualityDemographics And DiversityBalancing Work And FamilyOrganizational RestructuringEliminating layers of managers Closing facilitiesMerging with other organizationsOutplacing workers
Management Activities(Figure 11 Management activities )l HR Planning and Analysisl Equal Employment Opportunityl Staffingl HR Developmentl Compensation and Benefitsl Health, Safety, and Securityl Employee and LaborManagement Relations of HR Managementl HR as Employee Advocatel Roles of HR Management(Figure 12 HR Management Rolesl Ethics and HR Managementl HR Management Competencies and Careers Strategies and HR Planning (FIRGURE 13 HR Planning Process) l Scanning the External EnvironmentGovernment influencesEconomic conditionsGeographic and petitive concernsWorkforce position and work patternsl Internal Assessment of Organizational Workforce The Balance Between Jobs needed to
be done and Skills of people available to do the jobsOrganizational Capabilities Inventoryl Human Resource Information SystemsAn HRIS and the internetEnsuring security and privacyl Forecasting a Human Resource Surplus216。l Good initial employee orientation。l Adequate training。l Turnover rate。l Benefits as a percentage of payroll cost.A useful way to analyze HR involves calculating ratios. Figure 22 HR ratios and measure of assessment Global Human Resource ManagementDifferent Cultures, Economies, And Legal Systems Presents Some Challenges To HRM.