Staffing Ch 1-4

Which of the following is the first of the seven components of strategic staffing?

WORKFORCE PLANNING.

HUMAN PROCESS ADVANTAGE.

When a firm has a superior level of cooperation and innovation among its research team that allows it to design a new product two days faster than its competitors it has created a

DEDUCTIVE

When the main job duties have already been determined, a job analysis would be required.

Sourcing Talent

locating qualified individuals and labor markets from which to recruit

Recruiting Talent

making decisions and engaging in practices that affect either the number or types of individuals willing to apply for and accept job offers

Independent contractor

performs services wherein the employer controls or directs only the result of the work

Acquiring Talent

putting together job offers that appeal to chosen candidates, and persuading job offer recipients to accept those job offers

Employee

someone hired by another person or business for a wage or fixed payment in exchange for personal services, and who does not provide the services as part of an independent business

Workforce Planning

strategically evaluating the company's current lines of business, new businesses it will be getting into, businesses it will be leaving, and the gaps between the current skills in the organization and the skills it will need to execute its business strategy

Competitive Talent Advantage Human process advantage:

superior work processes that create a competitive advantage.

Should be temporary

Firms should discontinue the plan upon meeting the AA goals.

Customer Intimacy (Customization) DISCRIPTION

Tailor and shape products and services to fit each customer's needs Objective is long-term customer loyalty and long-term customer profitability

LAYOFFS

The WARN Act relates to which of the following?

Customer Intimacy (Customization) STAFFING IMPLICATIONS

-Adaptable -Learning oriented -Networking skills -Customer relations skills -Emotional resilience

Planning Job Analyses

-Determine time and resources necessary and available -Collect background information about the company, its culture and business strategy, the job, and the job's contribution to strategy execution and competitive advantage -O*NET - Occupational Information Network (https://www.onetonline.org/) -Identify job experts -Identify appropriate job analysis technique(s) to use: -Deductive -Inductive

Operational Excellence (Low Cost) STAFFING IMPLICATIONS

-Efficiency focus -Adaptable -Trainable -Willing to follow standardized procedures

Should be remedial in nature

-Employers found guilty of discrimination can likely be forced to implement an affirmative action plan to remedy the discrimination. -Employers not found guilty of discrimination who have an imbalanced workforce can likely justify an AA plan to correct the imbalance, too. -Employers who has a good distribution of people amongst its workforce cannot likely justify an AA plan.

Growth STAFFING IMPLICATIONS

-Fit with company culture -Future oriented -Flexible (willing to assume multiple roles) -Willing to take controlled risks

Operational Excellence (Low Cost) DESCRIPTION

-Focus is on the efficient production and delivery of products and/or services -Objective is to lead industry in both price and convenience

RESOURCE BASED VIEW OF THE FIRM creating value for customers by:

-Lowering costs of products or services -Providing something of unique value -Or some combination of the two

Product Leadership (Innovation) DESCRIPTION

-Provide a continuous stream of new cutting-edge products and services -Objective is the fast commercialization of new ideas

Affirmative Action Plans Involving Preferential Treatment

-Should be remedial in nature -Should not exclude all non-minorities -Should be temporary -Should be formalized

Product Leadership (Innovation) STAFFING IMPLICATIONS

-Top research talent -Entrepreneurial mind-set -Creativity -High tolerance for ambiguity -Interested in and motivated by learning and discovery

Putting together an attractive job offer and negotiating with the candidate the company wants to hire is part of

ACQUIRING.

Should be formalized

Actions taken under informal AA plans (i.e., no offering of formal statement of the actions to be taken under the plan) are discriminatory.

A bona fide occupational qualification (BFOQ) is a

CHARACTERISTIC THAT IS ESSENTIAL TO THE SUCCESSFUL OF A RELEVANT EMPLOYMENT FUNCTION.

Deductive Explanation

Deductive means that the duties have been determined, and job analysts can building on this information.

According to the resource-based view of the firm, in order to create value, staffing practices must

ENHANCE THE DIFFERENTIATION OF THE FIRM'S PRODUCTS.

Who Is Covered

Employers with at least 100 employees not including employees who have worked less than six months in the last 12 months and not including employees who work less than 20 hours per week Private, public, quasi-public entities which operate in a commercial context Regular local, federal, and state government entities that provide public services are not covered

Should not exclude all non-minorities

Exactly how restrictive any subgroup quotas can be is unclear, but an AA plan that excludes all nonminority group members would likely be illegal.

Growth DESCRIPTION

Expand the company to either increase the firm's sales or allow the company to achieve economies of scale

OPERATIONAL EXCELLENCE

Hiring people who are efficient, trainable, and willing to follow standardized procedures would support an competitive advantage

PRODUCT LEADERSHIP

Hiring people who are entrepreneurial, creative, and have a high tolerance for ambiguity would support a competitive advantage.

CUSTOMER INTIMACY

Hiring people who are learning-oriented, and who have good networking skills would support a competitive advantage

Which of the following is true for affirmative action plans?

It should be temporary

Retaining Talent

Keeping successful employees engaged and committed to the firm

Which of the following are employees of a company who take on the operation of certain functions, or staff an entire office or factory on a contractual basis for a client or company?

LEASED WORKERS

Leased Workers (explanation)

Leased workers are employees of a company (i.e., professional employer organization) that take on the operation of certain functions, or staff an entire office or factory on a contractual basis for a client company.

General Provisions

Must provide 60 days advance notice of covered plant closings and covered mass layoffs of 50 or more people (excluding part-time workers)

Resource-Based View of the Firm 1

Proposes that a company's resources and competencies (including its talent) can produce a sustained competitive advantage by creating value for customers by:

Interviewing job candidates to assess their fit with the job and organization is part of

SELECTING.

Inferring Disparate Treatment

The burden then shifts to the employer to show that the discrimination is the result of a bona fide occupational qualification that is reasonably necessary for the normal operation of the business or the plaintiff wins the case. If the employer shows that the discrimination is based on a business necessity, the plaintiff then has the opportunity to present evidence showing that the employer's stated reason for the rejection was false and merely a pretext. To establish a case allowed to go to court, the plaintiff need not prove that discrimination was the motivating factor in the hiring or promotion decision, only raise an inference that such misconduct occurred.

What is the difference between treating employees as assets and as investors?When is it appropriate for an organization to treat employees as investors? When is it appropriate for an organization to treat job applicants and employees as assets?

When viewing employees as assets, the staffing focus is on managing COSTS.Treating employees as assets puts the talent management focus on managing costs and controlling people (the asset) as a resource. Like other assets, the focus is on managing the cost of employees, and the goal tends to focus on the acquisition of labor as cheaply and quickly as possible.

Law or Executive Order

Worker Adjustment and Retraining Notification Act (WARN) of 1988

Contingent workers

any job in which an individual does not have a contract for long-term employment -Temporary workers -Leased workers -Part-time and seasonal workers -Unionized workers (e.g., hiring electricians for a project from a union hall) -Outsourced work

Selecting Talents

assessing job candidates and deciding who to hire

Deploying Talent

assigning people to appropriate jobs and roles in the organization to best utilize their talents