Chapter 1 HR
Process Engineering
Identifies the sequence of steps needed to fulfill a job. Seeks to discover which steps could be performed by machines, or which steps could be eliminated or combined to make work more efficient.
legal issues in selection
Important tasks become "essential job functions" under the Americans with Disabilities Act. Companies can refuse to hire disabled applications if they cannot perform these functions (vs. "marginal job functions"), with some exceptions.
technology
Increased reliance on the Internet Some computer proficiency may be required in all jobs Broadens recruitment efforts beyond local market Enables virtual workforce—telecommuting, videoconferencing, e-mail Can also negatively affect the emotional connection employees feel to co-workers and the company
globalization
Influenced by trade agreements: NAFTA, EU, APEC Blurs country boundaries in business activities Enables international joint ventures and partnerships
ethics and social responsibility
Involves how companies behave toward their stakeholders
Job design? How is it different from job analysis?
Job Analysis focuses on jobs that already exist Job Design (and job redesign) focuses on jobs that are either being created or changed in some manner
task significance
Job affects the lives of other people
Skill variety
Job has different activities and uses different skills
task identity
Job results in a whole, identifiable piece of work
KSAO
Knowledge "know what" Skills "Know how" Abilities "can do" Other factors "personality, experiance"
Job description
List every dimension of the job List every task within each dimension Rate all of those tasks according to importance
Labor Force Trends: Demographic Diversity
Number of women expected to grow 9% from 2006 to 2016 Fastest-growing group: Hispanics and Asians Companies must manage diversity to leverage the benefits and eliminate bias and discrimination
cost leadership strategy
Offering the lowest costs for products and services. Focus on efficiencies and cost reductions Minimize overhead and costs Economies of scale are realized Only one cost leader in an industry
training
We design training to improve the K's and S's inherent in important tasks. They also form the basis for our evaluation of training success.
Stages of development: Characteristics of Young vs. Mature companies
Young companies: Focus on growth and survival Face pressure to hire people to help the company grow Mature companies: Focus on customer retention and future opportunities Have more resources and established policies and procedures Are more bureaucratic
autonomy
job holder has freedom and discretion
cons of fleishman system
leaves out K's, S's, O's
Approches to job design
motivational, mechanistic, biological, perceptual motor Goal: maximize intrinsic enjoyment Goal: maximize efficiency & safety
8 stakeholder groups
- Shareholders - Community - Governance - Diversity - Employees - Environment - Human Rights - Products
pros of fleishman system
measures abilities directly
Strategy Flow order
-Business strategy -primary hr activities -employee contributions -competitive advantage
Position Analysis Questionnaire 5 scales
-Extent of use -Amount of time -Importance to the job -Possibility of occurrence -Applicability to job
mature companies
-Focus on customer retention and future opportunities -Have more resources and established policies and procedures
young companies
-Focus on growth and survival -Face pressure to hire people to help the company grow
What is the importance of Context?
-Realize no two companies are alike -There is no one best way to manage employees -Using the wrong practice or the right practice poorly can cause harm -Need to manage employees strategically -Use HR tools and practices appropriately
critical psychological states:
1)Meaningful of work 2)responsibility of work 3)knowledge of results
What percent of workforce are dual-career households
57
What percent of mothers U.S. workforce have children under the age of 3?
60%
Strategy
A plan for achieving a competitive advantage Influences how employees add value Impacts types of jobs employees perform Affects attitudes and behaviors employees display
What is HRM
A strategic approach to the management of an organization's most valued assets - the people working there who individually and collectively contribute to the achievement of the objectives of the business - with the goal of improving their attitudes and behaviors
organizational culture
Assumptions, values and beliefs of a company that affect how employees behave
Labor force trends
Baby boomers are approaching retirement There is competition for a limited supply of workers to replace them Some companies are recruiting older workers who bring experience and skills to the workplace
Examples of Perceptual-Motor Approach
Decrease amount of information and memorization Increase lighting and make visual displays clear Provide easy to follow instructions
Procedural justice
Determination that the process used to make decisions, rewards, and resolution of disputes is viewed as fair
Justice Perceptions
Employees expect to be treated fairly
Organizational demands
Factors inherent within a company that influence how employees are managed
What is Organizational Demands?
Factors inherent within a company that influence how employees are managed
Distributive justice
Fairness in what individuals receive for their efforts. Compensation for time and effort put into jobs
Mechanistic Approach
Identifies the sequence of steps needed to fulfill a job. Seeks to discover which steps could be performed by machines, or which steps could be eliminated or combined to make work more efficient.
Based on RBV, the value of resources depends on what threw factors?
Financial Physical Interpersonal
Fleishman System
Fleishman deals only with abilities Provides a list of 52 abilities
compensation
Fulfillment of important tasks becomes a key input into merit-based pay plans.
Company Size stats
Generated 60-80% of new jobs in past 10 years Hire 40% of high-tech workers Represent over 99% of all employers
Interactional Justice
How employees feel they are treated by their managers
three questions JEI provides
How likely is it that a barely acceptable worker could perform this task well? How likely is it that a superior worker could perform this task well? How likely is it that trouble will result from poor performance?
motivation approach
Human resources are easier to manage if jobs are designed to be intrinsically enjoyable
performance management
Performance of the important tasks (& KSAOs) is what gets measured with our evaluation instruments.
Environmental Influences: What is it? Characteristics of each factor
Pressures that exist outside a company that impact strategy and HR practice
Perceptual-Motor Approach
Similar to Biological Approach, but focuses on mental capacities and limitations rather than physical
When employees perceive company is not meeting its obligations, they respond by:
Speaking up Silence Neglect Leaving Destructive behaviors
Biological Approach
Structure job tasks and the work environment to reduce physical fatigue and health problems.
Job Element Inventory
The JEI provides a list of 150 specific tasks and uses a novel and unique approach to rating task importance
Job element inventory
The JEI provides a list of 150 specific tasks and uses a novel and unique approach to rating task importance It uses 3 questions to rate the importance of specific tasks (on a scale of 1 = very unlikely to 5 = very likely):
selection
The KSAO's become the things we look for in resumes, references, interviews, ability tests, personality test, etc...
Occupational Information Network (O*NET) and Dictionary of Occupational Titles (DOT)
The Occupational Information Network (O*NET) is an online resource that describes the tasks involved in many jobs, along with their KSAO's It replaces an earlier resource called the Dictionary of Occupational Titles (DOT)
Position Analysis Questionnaire
The PAQ provides a list of 194 tasks that fall under these overall dimensions
recruitment
The important tasks get grouped into a Job Description that defines the job.
Job design
The process of defining the way work will be performed and the tasks that will be required in a given job
What is Job analysis?
The process of systematically identifying the tasks, duties, and responsibilities expected to be performed in a single job, as well as the competencies knowledge, skills, and abilities (KSAs) employees must possess to be successful in the job.
How does HRM matter?
They create history They create culture They make numerous small decisions
Psychological contract
expectations of employee contributions and what the company will provide in return
psychological contracts
expectations of employee contributions and what the company will provide in return
us population foreign born percentage?
has increased 57% from 1990 to 2000
Stages of development
startup, emerging growth, maturity, decline/transition
