This document discusses several key labor trends affecting human resources, including a shortage of qualified workers, high turnover, changing demographics, and new legislation. It emphasizes the importance of strong human resources programs that hire, train, motivate and retain employees. Such programs begin with proper job analysis, screening and hiring practices, and include ongoing training, performance evaluations, and competitive benefits to satisfy and retain employees. This helps create quality service for both internal and external customers.
6. Shortage of qualified workers High Turnover
Labor Related legislations
Strategy
• Good Human Resources Program
• Hire
• Train
• Motivate
• Retain
7. Population changes
• Birth & Death
Aging work force
• Healthier & longer, Higher Education, Retirement Plan, Experienced &
productive, Less young workers
Generation Y/Millennials
• 1978-1995, Attitude difference from precedent , Technological awareness,
challenge status quo, Non Traditional, Loyal to current employer
8. More Women workers
• Cost of living, Cultural Values & Issues
Geographically shifting work force
• Immigration to different cities or country
Rise in education levels
Increasing Diverse work force
• Different Communities
10. Fair Labor Standards
Act
Civil Rights Act’1964
Equal Employment
Opportunity
Commission
Occupational Safety
& Health Act’1970
Americans with
Disabilities Act’1990
& ADA Amendments
Act’2008
Family & Medical
Leave Act’1993
Illegal Immigration
Reform & Immigrant
Responsibility
Act’1996
11. Truly cares about
employees
Defines job
Sets productivity
standards
Recruits most
suitable candidates
Selects best
applicants
Implements
ongoing training &
career development
programs
Motivates
employees
Offers competitive
benefits
Evaluates employees
12. Quality Service to
Employees resulting in
quality service to Guest
Internal Customer
Promote Corporate
Culture
Daily Routine Discontinue
Help Fellow Employees
Eliminate Internal Competition
Build Stronger Teams
13. Understanding Job to utilize skills
Job Analysis
Employee understand & learn
List of Task / Job List
Step by Step Procedures/ Job Breakdown
Job Descriptions
• Title, Reporting Line, Work, Requirements
• Recruiting & Training Tools, Nature of Work, Monitor Progress, Employee Evaluation
• Employee Ease in writing, Employee reporting & responsibilities
14. Standard
How long to
complete using
best method
Work performed
in given time
Productivity
Quantitative
Financial/
Dollars
Units/
Production or
Served
Productivity
Qualitative
Guest
Expectations
Guest
Satisfactions
15. Best Workers Willing to work Personality
Internal Source of
Employees
• References, Employee
Relatives, transfers,
Promotions etc.
External Source of
Employees
• Social & Professional
Contacts, Advertising,
Internet, Institutes
18. Remove fear of failure Pay fair wage Offer incentives &
rewards for
performance
Operate with open-
door policy; keep
everyone informed
19. Paid time off Vacation time Personal days Paid holidays
Health
insurance
Retirement
plans
Employee
assistance
programs
Free/discounted
meals
Free uniform
cleaning
Free parking
Free/discounted
travel/room
nights
Tuition
reimbursement
20. Essential
Part of HR
Program
• Selection,
Hiring,
Training &
Motivating
Intervals
• Annual/ Bi
Annual
Management
• Hiring &
Training,
Improve
Employee
Performance
Employee
• Employer
Expectations,
Areas of
improvements
