Talent Management Test 1

Talent management requires the development of improved processes for attracting, developing, retaining, and utilizing people with the required skills and aptitude to meet current and future business needs.

True(1)

Socialization is the process of assimilating or integrating newly hired or recently promoted employees with their job, workgroup, and organization.

True(2)

An internal talent focus requires a firm to invest in employee training and development.

True(3)

Desirable criteria are those that may enhance the new hire's job performance, but are not essential to adequate job performance.

True(4)

Pay is an example of an extrinsic reward.

True(5)

Customer intimacy

delivering unique and customizable products or services to meet customers' needs and increase customer loyalty

A job analysis ________.

determines a job's entry requirements

differentation strategy

developing a product/serv that has unique characteristics valued by customers and for which the frim may be able to charge a premium price

product innovation

developing new products or services

Reactive Staffing

done in response to situations or issues ex. waiting until employees have left the org before beginning to fill the open jobs

contingent workers

employees that include part-time workers, temporary workers, seasonal workers, independent contractors, interns, and co-op students

Staffing outcome goal

enhancing the diversity of the organization

Sources of Competitive Advantage

first to market Innovation Cost Quality Branding Distribution speed convenience

Job-Oriented Staffing

hiring to fill a specific job opening

Talent-Oriented Staffing

hiring without a specific job opening

Business Strategy

how a company will compete in its marketplace

examples of intangible assets

human capital, customer capital, social capital, intellectual capital

Product Life cycle

introduction, growth, maturity, decline

future-oriented job analysis

job analysis technique for analyzing new jobs or analyzing how jobs will look in the future

essential criteria

job candidate characteristics that are critical to the adequate performance of a new hire

desirable criteria

job candidate criteria that may enhance the new hire's job success, but that are not essential to adequate job performance

Retaining Talent

keeping successful employees engaged and committed to the firm

KSAOs

knowledge, skills, abilities, and other characteristics

Sourcing

locating qualified individuals and labor markets from which to recruit

Sourcing Talent

locating qualified individuals and labor markets from which to recruit

Sourcing vs Recruiting

locating qualified individuals and labor markets from which to recruit vs making decisions and engaging in practices that affect either the number or types of individuals willing to apply for and accept job offers

low turnover

long term employees

Core Workforce

longer-term, regular employees

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

operational excellence

maximizing the efficiency of the manufacturing or product development process to minimize costs

Components of competitive advantage

must be valuable to the firm by exploiting opp. and/or neutralizing threats must be rare must be not easily imitated must not be easily substituted or replaced must be organized

Person specification

outlines the essential and desirable criteria for the person doing the job

HR Management Functions

planning, organizing, directing, controlling, staffing, perfromance management, training, compensation, career development

Resource-based view of the firm

proposes that a company's resources and competencies can produce a sustained competitive advantage by creating value for customers by lowering costs, providing something of unique value, or some combination of the two

Acquiring Talent

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

What is a disability?

s/he has a physical or mental impairment that substantially limits a major life activity...

Staffing Strategy

the constellation of priorities, policies, and behaviors used to manage the flow of talent into, through, and out of an organization over time

decentralized staffing

the different business units of a company each house their own staffing functions

Which of the following is contained in a task statement?

the physical working conditions of the job

Strategic Staffing Components

workforce planning sourcing recruiting selection acquisition deployment retention

Job Description Don'ts

• Base the job description on the KSAOs or interests of incumbents alone • Write the job description as a guide of how to do the job • Include minor tasks not unique to a specific job

What to include in a job description

• The size and type of organization • The department and job title • The salary range • Position grade or level (including whether exempt vs. non - exempt) • To whom the employee reports and for whom the employee is responsible • Brief summary of the main duties and responsibilities of the job • Brief summary of the occasional duties and responsibilities of the job • Any special equipment used on the job • Any special working conditions (e.g. shift or weekend work, foreign travel, etc.) • Purpose and frequency of contact with others • Disclaimer: "Other duties as assigned" to accommodate job changes and special projects

Job Description Do's

• Write an accurate, concise, and complete description • Use approachable language • Use action - oriented task statements • Refer to titles rather than people (e.g. "Reports to Operations Manager" and not "Reports to Bob Smith") • Focus on key tasks

Forecasting the skills an organization will need in the future is an example of employer branding.

False(1)

A job duty is an observable unit of work with a beginning and an end.

False(10)

Recruiting large numbers of applicants is always the best way to ensure quality hires.

False(2)

Firms should select only those candidates who already possess the skills that are necessary to be quickly and cheaply trained by the firm.

False(3)

Proactive staffing is done in response to situations or issues.

False(4)

Companies that use the same recruiting strategies are likely to experience similar results.

False(5)

Most companies can replicate a competitor's capabilities by imitating the competitor's staffing practices.

False(6)

A company using a low-cost strategy is least likely to embrace an asset-based philosophy.

False(7)

An organization evaluating its staffing practices as a result of a hiring discrimination lawsuit, is an example of proactive staffing.

False(8)

The same job analysis techniques can be used effectively for staffing, compensation, and training purposes.

False(9)

Employer Branding

Favorable image in desired applicants' minds absolute orgs being a good place to work

specialization strategy

Focusing on a narrow market segment or niche and pursuing either a differentiation or cost leadership strategy within that market segment

HRIS (Human Resource Information System)

Systematic tool for gathering, storing, maintaining, retrieving, and revising HR data.

O*NET

The Occupational Information Network (O*Net) is a comprehensive, interactive database developed by the US Department of Labor to identify and describe important information about occupations, worker characteristics, work skills and training requirements. The on-line system is available at http://online.onetcenter.org.

Examples of Process Goals

Attracting sufficient numbers of appropriately qualified applicants • Complying with the law and any organizational hiring policies • Fulfilling any affirmative action obligations • Meeting hiring time line goals • Staffing efficiently

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

Acquiring

Organizations have different philosophies about the value of employees. They may think of employees as

Assets or investments/investors

Staffing Process Goal

Attracting sufficient numbers of appropriately qualified applicants

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

Customer Intimacy

Proactive Staffing

Done before situations or issues come up, rather than in response to them

Creating a favorable image in desired applicants' minds about the organization being a good place for them to work is ________.

Employer Branding

If the job of a loader exists to load packages on delivery trucks, the ability to safely lift and load packages onto a truck is a(n) ________.

Essential Function

Examples of Outcome Goals

Hiring individuals who succeed in their jobs • Hiring individuals who will eventually be promoted • Reducing turnover rates among high performers • Hiring individuals for whom the other human resource functions will have the desired impact (e.g., who will benefit from training, and who will be motivated by the firm's compensation package) • Meeting stakeholders' needs • Maximizing the financial return on the organization's staffing investment • Enhancing diversity and enabling the benefits of the organization's diversity • Enabling organizational flexibility and capabilities • Enhancing the business's strategy execution • Enhancing the employer brand

Which of the following is true about external hiring?

It can enhance organizational diversity.

A formal group or cluster of tasks is a ________.

Job

What are the two main outputs of a job analysis?

Job description Person specification

Characteristics of good strategic staffing

Longer-term planning • Alignment with the firm's business strategy • Alignment with the other areas of human resources • Alignment with the labor market • Targeted recruiting • Sound candidate assessment on factors related to job success and longer-term po- tential, and • The evaluation of staffing outcomes against preidentified goals

Hiring people who are efficient, trainable, and willing to follow standardized procedures would support a(n) ________ competitive advantage.

Operational Excellence

What two ways can an organization expand?

Organic Growth Acquistions

Essential functions

Primary or fundemental job duties that a qualified individual must be able to perform, either with or without reasonable accommodation.

Workforce Planning

Process of analyzing the organization's workforce and determining steps required to prepare for future needs.

The primary goal of ________ is to get the right people interested in working for an organization or in a specific job, then persuade them to apply and ultimately accept the job offer if they are extended.

Recruiting

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

Selecting

Outcome goals

Staffing goals that apply

Process Goals

Staffing goals that relate to the hiring process itself

Strategic Staffing

The process of staffing an organization in future-oriented and goal-directed ways that support the organization's business strategy and enhance organizational effectiveness.

When a firm determines that it will need to hire 50 customer service representatives within the next three months, it has engaged in ________

Workforce Planning

Job

a formal group or cluster of tasks

high turnover

a frequent change in employees filling vacancies quickly

Job Family

a grouping of jobs that either call for similar worker characteristics or contain parallel work tasks

Idiosyncratic Staffing

a job created around a person's skills, knowledge, and abilities

Strategy

a plan of action

Job Analysis

a purposeful, systematic process for collecting information on the important work-related aspects of a job and the characteristics needed

Which of the following is compromised when retaining workers?

a regular infusion of new ideas and perspectives

competitive advantage

a set of unique features of a company and its products that are perceived by the target market as significant and superior to those of the competition

centralized staffing

a situation in which all of an organization's staffing activities are channeled through one unit

growth strategy

a strategy that focuses on increasing profits, revenues, market share, or the number of places in which the company does business

Talent Philosophy

a system of beliefs about how a firm's employees should be treated

job description

a written description of the basic tasks, duties, and responsibilities required of an employee holding a particular job

Human Capital Advantage

acquiring a stock of quality talent that creates a competitive advantage

Recruiting

all organizational practices and decisions that affect either the number or types of individuals willing to apply for and accept job offers

A job analysis that produces a valid selection system identifies characteristics in candidates that ________.

are not easily learned on the job

Selecting Talent

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

Talent Management

attracting, developing, retaining, and utilizing people with the required skills and aptitudes to meet current and future business needs

In staffing, O*NET is used for ________.

background job analysis information

cost leadership strategy

be the lowest-cost producer for a particular level of product quality