Genel İnsan Kaynakları ©2007 Prentice Hall 14- 1 İ nsan Kaynaklar Chapter 14Chapter 14 Ama ç lar Bu b ö l ü m ü inceledikten sonra şunlar yapabileceksiniz: Ç e şitlilik g ö steren bir i şg ü c ü n ü n avantaj ve • sorunlar n a ç klamak İ şverenlerin g ü n ü m ü z i şyerlerinde kar ş la şt klar • istihdam sorunlar n tart şmak Bir şirketin i şyerindeki sorunlar çö zmek i ç in • kullanabilece ğ i d ö rt alternatif i ş d ü zenlemesini tart ş mak İ şe alma s ü recindeki alt a şamay belirlemek • ©2007 Prentice Hall 14- 2Chapter 14 Objectives, cont. Ç al ş anlar i ç in alt pop ü ler finansal te şvik • program n s ralamak Ç al ş anlar i ç in be ş pop ü ler ö demenin ö nemini • ortaya koymak Bir ç al şan n stat ü s ü n ü n de ğ i şiminin be ş yolunu • tan mlamak ve bir ç ok i şverenin bo ş kadrolar ni ç in i şletme i ç inden dolduraca ğ n tart şmak Toplu pazarl k s ü recini tan mlamak • ©2007 Prentice Hall 14- 3İ nsan Kaynaklar Y ö netimi ©2007 Prentice Hall 14- 4 Motivasyon Ödeme E ğ itim De ğ erlendirmePersonel Alma Sorunlar ©2007 Prentice Hall 14- 5 İ ş gücünü Uyumla ş t ı rma İ ş -Yaş am Dengesinin Yönetilmesi Çal ı ş anlar ı n Ba ğ l ı l ığı n ı Artt ı rma İ ş Yüklerinin/ Tükenmelerini İ zlenmesiDemogra fik Sorunlar ©2007 Prentice Hall 14- 6 İ ş gücünün Çe ş itlili ğ i Alternatif Çal ı ş ma Programlar ıİ ş g ü c ü n ü n Ç e ş itlili ğ i ©2007 Prentice Hall 14- 7 Ya ş Cinsiyet Irk DinÇ e ş itlilik Politikalar ( İ nisiyatifleri) ©2007 Prentice Hall 14- 8 Politikalar E ğ itim ProsedürlerAlternatif Ç al ş ma D ü zenlemeleri ©2007 Prentice Hall 14- 9 Esnek ç al ş ma İ ş payla ş m Uzun İ zinler Tele seyahatPersonel İ htiyac İ ç in Planlama ©2007 Prentice Hall 14- 10 Çal ı ş an Talebini Tahmin Etmek Çal ı ş an Arz ı n ı Tahmin Etmek İ ş Analizini Gerçekle ş tirmek İ ş Tan ı mlar ı n ı Yapmak İ ş in Spesifikasyonlar ı n ı Yazmak İ ş e Alma Sürecine İ ş in Gereklerini De ğ erlendirmek Tahmin İ ş letme Planlar ı ndanArz n Tahmin Edilmesi ©2007 Prentice Hall 14- 11 Ç al ş anlar n Ç al ş maya Devam Etmesi Ö zel Durumda Ç al ş t r lanlar D ş Kaynak Kullan m ( Outsourcing )Forecasting Demand Forecasted Sales Revenues 1. Expected Turnover Rate 2. Current Workforce Skill Level 3. Impending Strategic Decision 4. Changes in Technology 5. Company’s Current and Projected 6. Financial Status ©2007 Prentice Hall 14- 12Evaluating Job Requirements ©2007 Prentice Hall 14- 13 Job Analysis Job Specification Job DescriptionRecruiting Employees ©2007 Prentice Hall 14- 14The Hiring Process ©2007 Prentice Hall 14- 15 Select Qualified Candidates 1 Conduct Interviews 3 Check References 5 Screen Candidates 2 Evaluate Candidates 4 Select the Best Candidate 6Background Checks ©2007 Prentice Hall 14- 16 Employers take the following steps before hiring applicants: Employment Verification Criminal Records Check Drug Screening Reference Checks Education Verification Motor Vehicle Records 86% 81% 78% 70% 70% 56%The Legal Aspect of Hiring ©2007 Prentice Hall 14- 17 Equal Employment Opportunity Negligent Hiring Immigration Reform and Control Act Training and Development ©2007 Prentice Hall 14- 18Compensation and Benefits ©2007 Prentice Hall 14- 19 Salaries Benefits WagesCompensation ©2007 Prentice Hall 14- 20 Wages Salaries Benefits Pay Scale Benefits Bonuses Hourly Workers Corporate ExecutivesIncentive Programs ©2007 Prentice Hall 14- 21 Bonuses Commissions Profit SharingIncentive Programs ©2007 Prentice Hall 14- 22 Gain Sharing Pay for Performance Knowledge-Based PayBenefits and Services ©2007 Prentice Hall 14- 23Insurance ©2007 Prentice Hall 14- 24 Life and Health Dental and Vision Disability Long-Term CareRetirement Benefits ©2007 Prentice Hall 14- 25 Defined Benefit Plans Retirement age ? Average salary ? Years of service ? Defined Contribution Plans Employer contributions ? Employee contributions ? Accumulated earnings ? Employee Pension PlansStock Option Plans ©2007 Prentice Hall 14- 26 Employer Benefits Employee Benefits Cost Effective Long-Term Incentives Profit Potential Vested InterestFamily Benefits ©2007 Prentice Hall 14- 27 Elder-Care Unpaid Leave DaycareOverseeing Changes in Employment Status ©2007 Prentice Hall 14- 28 Promotion Termination Reassignment RetirementWorking with Labor Unions ©2007 Prentice Hall 14- 29 Wages and Benefits Working Conditions Job SecurityOverview of Labor Unions ©2007 Prentice Hall 14- 30 Disadvantages AdvantagesCollective Bargaining Process ©2007 Prentice Hall 14- 31 Preparing to Meet Meeting Reaching an Agreement 1 2 3 Voting and Ratification 4 5Resolving a Labor Issue ©2007 Prentice Hall 14- 32 Mediation ArbitrationAttempts to Force a Resolution ©2007 Prentice Hall 14- 33 Labor Management Strike Boycott Publicity Strikebreakers Lockouts InjunctionsThe Labor Movement Today ©2007 Prentice Hall 14- 34 Membership Immigration Reform Healthcare Costs Strategic Cooperation