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Chapter 11 - Human Resource Management: Finding and Keeping the Best Employees
11-41
critical thinking
exercise 11-4
DIVERSITY IN MANAGEMENT
This exercise directs students to the federal government’s
Bureau of Labor Statistics website to identify the current sta-
tistics on the percentage of minority managers in the work-
force. (See complete exercise on page 11.102 of this manual.)
critical thinking
exercise 11-5
BEST COMPANIES FOR
WORKING MOMS
Working Mother magazine ranks the best companies for
working mothers. This exercise directs students to research the
Internet for the year’s current winners. (See complete exercise
on page 11.103 of this manual.)
PPT 11-40
Appraising Performance on the Job
(See complete PowerPoint slide notes on page 11.72.)
Chapter 11 - Human Resource Management: Finding and Keeping the Best Employees
B. SIX STEPS OF PERFORMANCE APPRAISALS:
1. ESTABLISHING PERFORMANCE STANDARDS
VIII. COMPENSATING EMPLOYEES: ATTRACTING
AND KEEPING THE BEST
1. COMPENSATION is one of the main marketing
tools used to attract qualified employees.
a. The long-term success of a firm may depend
on how well it can CONTROL EMPLOYEE
COSTS and OPTIMIZE EMPLOYEE EFFI-
CIENCY.
Chapter 11 - Human Resource Management: Finding and Keeping the Best Employees
11-43
PPT 11-41
Six Steps of Performance
Appraisals
(See complete PowerPoint slide notes on page 11.73.)
PPT 11-42
Major Uses of Performance
Appraisals
(See complete PowerPoint slide notes on page 11.73.)
lecture link 11-9
MICROSOFT REVISES
PERFORMANCE APPRAISALS
Microsoft’s dreaded forced curve review is being modified
to make the appraisal system fairer. (See the complete lecture
link on page 11.92 in this manual.)
PPT 11-43
Performance Appraisal Mistakes
(See complete PowerPoint slide notes on page 11.73.)
TEXT FIGURE 11.5
Conducting Effective Appraisals
and Reviews
(Text page 309)
This text figure illustrates how managers can make perfor-
mance appraisals more meaningful.
progress
assessment
(Text page 308)
PPT 11-44
Progress Assessment
(See complete PowerPoint slide notes on page 11.74.)
PPT 11-45
Compensation Programs
(See complete PowerPoint slide notes on page 11.74.)
Chapter 11 - Human Resource Management: Finding and Keeping the Best Employees
b. For service operations, the cost of labor is
the largest cost item.
b. Providing employees with the INCENTIVE
Chapter 11 - Human Resource Management: Finding and Keeping the Best Employees
11-45
PPT 11-46
Types of Pay Systems
(See complete PowerPoint slide notes on page 11.75.)
Chapter 11 - Human Resource Management: Finding and Keeping the Best Employees
which has a strict pay range.
2. Measuring and rewarding individual perfor-
Chapter 11 - Human Resource Management: Finding and Keeping the Best Employees
11-47
TEXT FIGURE 11.6
Pay Systems
(Text page 311)
This text figure outlines some of the most common pay sys-
tems.
PPT 11-47
Compensating Teams
(See complete PowerPoint slide notes on page 11.75.)
Chapter 11 - Human Resource Management: Finding and Keeping the Best Employees
D. FRINGE BENEFITS
1. FRINGE BENEFITS are benefits such as sick-
leave pay, vacation pay, pension plans, and
counseling, eye care, and short workweek.
FRINGE BENEFITS, a fringe benefit plan that
5. Because of the cost of administering benefit
Chapter 11 - Human Resource Management: Finding and Keeping the Best Employees
lecture link 11-10
KEEPING TALENTED
EMPLOYEES: IT’S THE FRINGE
THAT COUNTS
Celeste Volz Ford has created a novel array of fringe bene-
fits to retain talented aerospace engineers. (See the complete
lecture link on page 11.62 of this manual.)
PPT 11-48
Fringe Benefits on the Job
(See complete PowerPoint slide notes on page 11.75.)
PPT 11-49
Healthcare, a Perk Not to Be Taken
Lightly
(See complete PowerPoint slide notes on page 11.76.)
PPT 11-50
Who Pays for Employee Benefits?
(See complete PowerPoint slide notes on page 11.76.)
PPT 11-51
The Range of Fringe Benefits
(See complete PowerPoint slide notes on page 11.76.)
PPT 11-52
Special Perks at Dreamworks
(See complete PowerPoint slide notes on page 11.77.)
PPT 11-53
Cafeteria-Style and Soft Benefits
(See complete PowerPoint slide notes on page 11.77.)
Chapter 11 - Human Resource Management: Finding and Keeping the Best Employees
6. Managing benefits can be especially complicat-
learning goal 9
Demonstrate how managers use scheduling plans to adapt to workers’ needs.
IZATIONAL AND EMPLOYEE NEEDS
A. Managers and workers are demanding more flexibil-
ity and responsiveness from their jobs.
B. FLEXTIME PLANS
1. A FLEXTIME PLAN is a work schedule that
gives employees some freedom to choose when
quired hours or complete assigned tasks.
2. Most flextime plans include some CORE TIME,
Chapter 11 - Human Resource Management: Finding and Keeping the Best Employees
11-51
PPT 11-54
Let’s Go to the Beach!
(See complete PowerPoint slide notes on page 11.78.)
REACHING BEYOND
our borders
(Text page 313)
PPT 11-55
Working
Worldwide
(See complete PowerPoint slide notes on page 11.78.)
lecture link 11-11
ENCOURAGING HEALTHY
WORK–LIFE BALANCE
Ernst & Young is trying to get employees to work smarter
and balance work and family. (See the complete lecture link
on page 11.94 of this manual.)
PPT 11-56
Flexible Scheduling Plans
(See complete PowerPoint slide notes on page 11.79.)
PPT 11-57
Using Flextime Plans
(See complete PowerPoint slide notes on page 11.79.)
PPT 11-58
A Flextime Chart
TEXT FIGURE 11.7
A Flextime Chart
(Text page 314)
(See complete PowerPoint slide notes on page 11.80.)
lecture link 11-12
THE DANGERS OF FLEXTIME
Workers with flextime schedules are growing increasingly
worried about the states of their jobs. (See he complete lecture
link on page 11.94 of this manual.)
Chapter 11 - Human Resource Management: Finding and Keeping the Best Employees
d. Some employees could abuse the system.
4. A COMPRESSED WORKWEEK is a work
schedule that allows an employee to work a full
take time out for personal reasons.
Chapter 11 - Human Resource Management: Finding and Keeping the Best Employees
11-53
PPT 11-59
Compressed Workweeks
(See complete PowerPoint slide notes on page 11.80.)
PPT 11-60
Home-Based Work
(See complete PowerPoint slide notes on page 11.80.)
PPT 11-61
Virtually There
(See complete PowerPoint slide notes on page 11.81.)
PPT 11-62
Going Nowhere Fast
(See complete PowerPoint slide notes on page 11.81.)
bonus case 11-3
HUMAN RESOURCE PLANNING
AND WOMEN WORKERS
This case explores how employers are incorporating bene-
fits to attract and retain more women and minorities. (See the
complete case, discussion questions, and suggested answers
beginning on page 11.107 of this manual.)
TEXT FIGURE 11.8
Benefits and Challenges of Home-
Based Work
(Text page 315)
This text figure outlines the benefits and challenges of
home-based work to organizations, individuals, and society.
Chapter 11 - Human Resource Management: Finding and Keeping the Best Employees
11-54
1. JOB SHARING is an arrangement whereby two
3. BENEFITS INCLUDE:
learning goal 10
A. Employees don’t always stay in the position they
prove EMPLOYEE MORALE.
Chapter 11 - Human Resource Management: Finding and Keeping the Best Employees
11-55
PPT 11-63
Job-Sharing Benefits
(See complete PowerPoint slide notes on page 11.81.)
PPT 11-64
Moving Employees
(See complete PowerPoint slide notes on page 11.82.)
Chapter 11 - Human Resource Management: Finding and Keeping the Best Employees
11-56
C. TERMINATING EMPLOYEES
1. Human resource managers are struggling to
2. The COST OF TERMINATING employees is so
high that managers choose to use TEMPO-
3. EMPLOYMENT AT WILL
a. The doctrine of “EMPLOYMENT AT WILL”
2. Offering early retirement benefits rather than lay-
ing off employees INCREASES THE MORALE
OPPORTUNITIES for younger employees.
Chapter 11 - Human Resource Management: Finding and Keeping the Best Employees
11-57
PPT 11-65
Terminating Employees
(See complete PowerPoint slide notes on page 11.82.)
TEXT FIGURE 11.9
How to Avoid Wrongful Discharge
Lawsuits
(Text page 317)
This text figure gives advice about how to minimize the
chance of wrongful discharge lawsuits.
bonus case 11-4
THE DEPARTMENT STORE
DILEMMA
What should a manager do when a bureaucratic snafu
threatens to cause the termination of a valuable worker? (See
the complete case, discussion questions, and suggested an-
swers beginning on page 11.109 of this manual.)
Chapter 11 - Human Resource Management: Finding and Keeping the Best Employees
11-58
lecture link 11-13
USING THE EXIT INTERVIEW
FOR FEEDBACK
One often overlooked way of getting employment feedback
is through the exit interview. (See the complete lecture link on
page 11.95 of this manual.)
progress
assessment
(Text page 318)
PPT 11-66
Progress Assessment
(See complete PowerPoint slide notes on page 11.83.)
1. Some employees will inevitably choose to leave
XI. SUMMARY
Chapter 11 - Human Resource Management: Finding and Keeping the Best Employees
11-59
PowerPoint slide notes
PPT 11-1
Chapter Title
PPT 11-2
Learning Goals
PPT 11-3
Learning Goals
Chapter 11 - Human Resource Management: Finding and Keeping the Best Employees
11-60
PPT 11-4
Learning Goals
PPT 11-5
Mark Parker
PPT 11-6
Name That Company
Company: Nucor Steel
