Personnel Management

Employee Orientation

- onboarding •Orientation sets the stage for company policy and human resource processes within the business. •All employees should receive an employee handbook and all documented processes and company policies. •This is important to create a clear understanding of the rules regarding workplace safety, sexual harassment and key company policies. •This orientation process is important for the staff but it also reduces legal liability for the company by setting a standard that creates an equal opportunity workplace.

Practical Ways to reduce bias in your hiring process

- provide awareness training - rework job descriptions •Go blind for the resume review •Review work sample •Standardize interviews •Consider 'likability' •Set diversity goals

Unconscious Biases

- stereotypes - halo effect - horn effect - Confirmation Bias - Similarity Bias

Confirmation Bias

is a phenomenon wherein decision makers have been shown to actively seek out and assign more weight to evidence that confirms their hypothesis, and ignore or underweigh evidence that could disconfirm their hypothesis. •Examples: reference check

•The Americans with Disabilities Act of 1990 (ADA)

which prohibit employment discrimination against qualified individuals with disabilities in the private sector, and in state and local governments;

Title VII of the Civil Rights Act of 1964 (Title VII)

which prohibits employment discrimination based on race, color, religion, sex, or national origin

•The Age Discrimination in Employment Act of 1967 (ADEA)

which protects individuals who are 40 years of age or older

The Equal Pay Act of 1963 (EPA)

which protects men and women who perform substantially equal work in the same establishment from sex-based wage discrimination

Types of Performance Appraisal Systems

•Absolute systems •Relative systems •Outcome-oriented systems

Financial Position

•Assists in reducing operating costs. •Avoids costly litigation. •Reduces replacements costs.

Do's of Performance Appraisal Interview

•Assure the employee that individual performance development is the primary goal. •Show appreciation of the employee's success. •Be frank and tactful in discussing the employee's short comings. •Direct criticism at the employee's performance rather than at him/her personally.

What to do in employee orientation

•Clarify the job and answering questions •Training and processes •Clearly defined roles

Levels of Orientation

•Compliance •Clarification •Culture •Connection

Communicative

•Ensures understanding of performance expectations by managers and staff. •Provides a formal means for employees to voice concerns and make suggestions for system improvement. •Indicates management's commitment to open dialogue and fairness.

Don'ts of Performance appraisal interview

•Fail to review past errors. •Dominate the conversation. •Talk down to the employee. •Discuss any other person for the purpose of comparison.

Halo Effect

•It is a type of cognitive bias in which our overall impression of a person influences how we feel and think about his or her character. Halo effect is largely based on first impressions. •The "halo" effect occurs when an interviewer allows one strong point about the candidate to overshadow or have an effect on everything else. •Beauty is shown to produce a halo effect, explained by research as the 'what is beautiful is good' phenomenon, where physically attractive people are seen as more intelligent, warmer and with greater social skills.

Rationale for Formal Appraisal Systems

•Legal •Communicative •Productivity of labor •Equity of rewards •Financial positions •Other managerial functions

Performance Appraisal Interview

•Preparing the employee •Planning for the interview •Conducting the interview

Equity in Rewards

•Provides a means for accurate and equitable distribution of organizational rewards. •Provides recognition for past service. •Helps to establish support for underachieving employees.

Productivity of Labor

•Provides direction to employees on how to improve. •Establishes an environment conductive to self-motivation. •Assists employees with career planning. •Promotes satisfaction and elicits commitment of employees. •Mitigates turnover.

Stereotypes

•Stereotype is a bias that may lead you to make decisions based on a candidate's surface characteristics. While it's easy to say "don't judge a book by its cover," it can be more difficult to put this into practice. •Stereotyping includes statements about people from certain generations and people who embrace different philosophical views about work. •Nevertheless, the tendency to stereotype generally comes from discriminatory practices frowned upon by federal and state laws that prohibit discriminatory practices in the workplace.

Other managerial functions

•Supplies evidence to review organizational and systems problems. •Provides data on recruitment and selection procedures. •Identifies deficiencies in orientation and training programs.

Similarity Bias

•This bias occurs when the candidate has interests or other characteristics that are the same as those of the interviewer which causes the interviewer to overlook negative aspects about the candidate

Horn Effect

•is just the opposite allowing one weak point to influence everything else.