CHAPTER 8
SLIDE 1
CHAPTER
Human Resources,
8 Culture, and Diversity
8-1 Human Resources Basics
8-2 Managing Human Resources
8-3 Organizational Culture and
Workforce Diversity
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8-1 Human Resources
Basics
Goal 1 Describe the nature of todays
workforce.
Goal 2 Identify important goals and
activities of human resources.
SLIDE 2
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CHAPTER 8
SLIDE 3
KEY TERMS
workforce
downsizing
outsourcing
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CHAPTER 8
SLIDE 4
THE U.S. WORKFORCE
All people 16 years and older who are
employed or looking for a job
More that 150 million people have full- or
part-time jobs
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CHAPTER 8
THE CHANGING SLIDE 5
WORKFORCE
Education and training
High school education
Special training
Basic skills and a willingness to work hard
Compensation
High-paying jobs
Low-paying jobs
Type of Work
Working with machines and technology
Working mainly with people and information
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CHAPTER 8
SLIDE 6
TYPES OF JOBS
Classified by industry
Service-providing industries
Goods-producing industries
Classified by occupation
White-collar jobs
Blue-collar jobs
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CHAPTER 8
SERVICE-PROVIDING SLIDE 7
INDUSTRIES
Trade, transportation, and utilities
Information
Financial activities
Professional and business services
Educational and health services
Leisure and hospitality
Other services
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CHAPTER 8
GOODS-PRODUCING SLIDE 8
INDUSTRIES
Natural resources and mining
Construction
Manufacturing
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CHAPTER 8
OCCUPATIONAL SLIDE 9
CATEGORIES
Professional
Service
Construction and extraction
Management, business, and financial
Installation, maintenance, and repair
Office and administrative support
Sales
Transportation and material moving
Farming, fishing, and forestry
Production
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CHAPTER 8
SLIDE 10
EMPLOYMENT PROJECTIONS FOR
OCCUPATIONAL CATEGORIES
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CHAPTER 8
CHANGING JOB SLIDE 11
REQUIREMENTS
Consumer preferences
Business cycles
New technologies
Business competition
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CHAPTER 8
SLIDE 12
Checkpoint
What are several strong influences on
changes in the workforce?
Strong influences for change in the
workforce include consumer preferences,
economic conditions (business cycles),
new technology, and business competition.
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CHAPTER 8
HUMAN RESOURCES SLIDE 13
OVERVIEW
Human resources are the people who
work for a business
Management and employees
Full-time and part-time workers
Temporary workers and long-time employees
Human resources department
Human resources management in small
businesses
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CHAPTER 8
SLIDE 14
HUMAN RESOURCES GOALS
1. Identify the personnel needs of the company.
2. Maintain an adequate supply of people to fill
those needs.
3. Match abilities and interests with specific jobs.
4. Provide training and development.
5. Develop plans to compensate personnel.
6. Protect the health and well-being of employees.
7. Maintain a productive and satisfying work
environment.
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CHAPTER 8
HUMAN RESOURCES SLIDE 15
ACTIVITIES
Planning and staffing
Performance management
Compensation and benefits
Organizational development
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CHAPTER 8
SLIDE 16
PLANNING AND STAFFING
Job analysis
Recruitment and selection
Job placement
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CHAPTER 8
PERFORMANCE SLIDE 17
MANAGEMENT
Performance assessment
Performance improvement
Managing promotions, transfers, and
terminations
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CHAPTER 8
COMPENSATION AND SLIDE 18
BENEFITS
Wage and salary planning
Benefits planning
Payroll, benefits, and personnel records
management
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CHAPTER 8
SLIDE 19
EMPLOYEE RELATIONS
Health and safety planning
Labor relations
Employment law and policy enforcement
Organizational development
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CHAPTER 8
SLIDE 20
Checkpoint
What are the major goals of human
resources?
Identify the personnel needs
Maintain an adequate supply of people
Match abilities and interests with specific jobs.
Provide training and development
Develop plans to compensate personnel
Protect the health and well-being of employees.
Maintain a satisfying work environment.
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CHAPTER 8
SLIDE 21
Checkpoint
Why do human resources personnel
need to study jobs before beginning the
hiring process?
Human resources personnel need to study
jobs before beginning the hiring process to
determine the specific skills that are
needed so that they can hire a person with
the ability to successfully perform the job.
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CHAPTER 8
SLIDE 22
Checkpoint
What is the purpose of an evaluation
conference?
The purpose is to review and discuss the
results of the evaluation and plan for the
future including any needed performance
improvement.
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CHAPTER 8
DEVELOPING AN SLIDE 23
EFFECTIVE CULTURE
Work environment
Work-life relationships
Employer-employee relations
Labor unions
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CHAPTER 8
SLIDE 24
Checkpoint
What are some ways that companies
help employees meet personal
demands outside the job?
Companies can maintain a positive
organizational culture that respects the
demands on employees from outside of the
job through personal time, family leave,
flextime, job sharing, and flexplace policies.
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CHAPTER 8
SLIDE 25
WORKFORCE DIVERSITY
Diversity in the United States and
throughout the world
Benefits of diversity
Organizational benefits
Individual benefits
Societal benefits
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CHAPTER 8
FEDERAL LAWS REGULATING SLIDE 26
DISCRIMINATION
Equal Pay Act of 1963
Civil Rights Act of 1964
Age Discrimination and Employment Act of
1967
The Americans with Disabilities Act of
1990
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CHAPTER 8
DEVELOPING A SLIDE 27
DIVERSE ORGANIZATION
1. Develop a written commitment to
diversity.
2. Have the full support of top executives.
3. Review evidence of diversity in the
company.
4. Update policies and procedures.
5. Provide continuing diversity education.
6. Recognize and celebrate diversity.
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CHAPTER 8
SLIDE 28
Checkpoint
Identify several organizational, individual, and societal
benefits of diversity.
Organizations benefit from having a larger employment pool
from which to select qualified applicants, the ability to project
a positive image, and enhanced capability to serve diverse
markets.
Individuals benefit by having the opportunity to develop to
their full potential and to feel respected and supported
despite their differences.
Society benefits by a reduction in the social unrest and
upheaval caused by prejudice and discrimination. The entire
society benefits as diversity opens more job opportunities for
everyone.
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