HR Prelim 1
Panel interview
-Several interviewers meet with the candidate at the same time so that the same responses are heard by all
Other External Recruiting Sources
Media sources, competitive recruiting sources, employment agencies, labor unions, job fairs, educational institutions, employer referrals,
Assessment center
-An assessment exercise composed of a series of evaluative tests used for selection and development
Negligent retention
-An employer becomes aware that an employee may be unfit for employment but continues to employ the person and the person injures someone
What is HR analytics
-An evidence based approach to making HR decisions on the basis of quantitative tools and models
Predictors of selection criteria
- measurable or visible indicators of selection criteria
Cognitive ability tests:
- measures an individual's thinking, memory, reasoning, verbal, and mathematical skills
Biases and stereotyping
-"Similarity" bias occurs when interviewers favor or select people whom they believe to be like themselves on the basis of a variety of personal factors -Interviewers should also avoid any personal tendencies to stereotype individuals because of demographic characteristics and differences
What is the HR rule of 1/8th
-1/2 believe that HRM leads to profit -1/2 will make only a single change -1/2 will persist with their practices long enough
HR Audits
-A formal research effort to assess the current state of HR practices in an organization -Used to evaluate how well activities in each of the HR areas have been performing, so that management can identify areas of improvement
What is a balanced scorecard
-A framework that organizations use to report on a diverse set of performance measures -Balances financial and nonfinancial measures so that managers are able to focus on long-term drivers of performance and organizational sustainability
What is effectiveness
-A measure of the ability of a program, project, or task to produce a specific desired effect or result
What is an HR generalist
-A person who has responsibility for performing a variety of HR activities
Business Necessity
-A practice necessary for safe and efficient organizational operations, such as restricting employees from wearing garments that might get caught in machinery, even if the attire may be required by an employee's religion
Preventing Sexual harassment
-A proactive prevention approach is the most effective way to reduce sexual harassment
Undue hardship
-A significant difficultly or expense imposed on an employer in making an accommodation for individuals with disabilities
Core Competency
-A unique capability at which an organization excels, that creates high value
When ethics programs exist, the following ethical behavior most likely will occur
-A written code of ethics and standards of conduct -Training on ethical behavior for all executives, managers, and employees -Advice to employees, often given by HR, on ethical situations they might face
what are the 3 types of roles for HR departments?
-Administrative -Operational and employee advocacy -Strategic
Advantages and disadvantages of being a contingent worker
-Advantages: It offers a more flexible work schedule with time off in between jobs to figure out the next work goal -Disadvantages: Work may not be available for contingent workers when they decide to seek it, Contingent workers are many times paid less than full-time employees and have less benefits
Under federal, state, and local laws, employers are prohibited from considering the following factors in making hiring and other employment decisions
-Age, Color, disability, genetic information, marital status, military status, national origin, pregnancy, race, religion, sexual orientation
Executive Orders 11246, 11357, and 11468
-All require federal contractors to take affirmative action to compensate for historical discrimination against women, minorities, and handicapped individuals
Age Discrimination in Employment Act 1967
-Amended in 1978 and 1986 - Prohibits discrimination in terms, conditions, or privileges of employment against all individuals of age 40 or older working for employers having 20 or more workers
Older Workers Benefit Protection Act 1990
-An amendment to the ADEA and protects employees when they sign liability waivers for age discrimination in exchange for severance packages during reductions in the workforce
Two levels of interviewing
-An initial screening interview to determine if the person has met minimum qualifications -An in-depth interview with HR staff members or operating managers to determine if the person will fit into the designated job
Competition/ Job change
-An overarching issue for managers and organizations is how to operate a cost-less mode -Continually looking for ways to reduce costs (financial, operations, equipment, and labor -Pressures from global competitors have forced many US firms to close, outsource to international workers, adapt their management practices, increase productivity, and decrease labor costs -The human cost associated with downsizing has resulted in increased workloads, a loss of employee loyalty, and higher turnover rates -It is not that there is a lack of people in the workforce to fill jobs, but rather a lack of people with necessary skills -Engineers, nurses, technicians, certain teachers, and sale representatives tend to be the jobs that usually lack a lot of applicants
Team interview
-Applicants are interviewed by the team members with whom they will work
Rehabilitation Act 1973
-Applied only to federal contractors -Defined many of the terms and concepts for acts to come -Required that federal contractors take affirmative action to employ disabled workers
Americans with Disabilities Act 1990
-Applies to private employers, employment agencies, and labor unions with 15 or more employees and enforced by the EEOC -Amended in 2009 to broaden the definition of disabled individuals to include anyone with a physical or mental impairment that substantially limits one or more major life activities
US Department of Labor (DOL
-Broad enforcement power and oversees compliance with many employment-related issues
Equal Employment Opportunity
-Broad reaching concept that essentially requires employers to make status-blind employment decisions
Advantages of internet recruiting
-Can save the company money -By reaching out to so many people potentially representing diverse backgrounds and regions, a very large pool of applicants can be generated -Save time
Areas for potential Ethical Problems in HR
-Compensation -Development -Staffing -Performance -EEO -Training
What are the challenges and advantages that HR departments face?
-Competition/Job Changes -Global Influence -A changing workforce -Technology
Types of popular HR Audits
-Compliance audit: checks record keeping on state and federal paperwork requirements -Benefit program audit; reviews regulatory compliance benefits, administration, and reporting -I-9 Audits: reviews compliance with immigration regulations and the I9 form requirement -Specific Program Audit: Reviews specific HR subareas such as compensation or training -Full HR audit: reviews all of the above plus and all other HR functions
Civil rights act of 1991
-Congress amended the Civil Rights Act of 1964 to strengthen legal protection for employees, provide for jury trials, and allow for damages payable to successful plaintiff's in employment discrimination cases
Educational and Technical Labor markets
-Consider the educational and technical qualifications that define the people being recruited -Employers may need individuals with specific licenses, certifications, or educational backgrounds
Situational interview
-Contains questions about how applicants might handle specific job situations -Requires a job candidate to diagnose and correct organizational challenges during the interview (case-study interview)
Recruiting presence and image
-Continuous efforts to recruit offer the advantage of keeping the employer in the recruiting market -Intensive recruiting may take the form of a vigorous recruiting campaign aimed at hiring a specific number of employees, usually within a short period of time
Status Blind
-Decisions made without regard to applicant's personal characteristics
Regular vs. Flexible Staffing
-Decisions of whether to look for full-time or part-time employees -Using flexible staffing arrangements allows an employer to avoid some of the costs of full-time benefits such as vacation pay, health care, and pension plans
Steps of the strategic process
-Define a clear mission, vision, and values for your organization -SWOT (Internal Analysis of STRENGTHS and WEAKNESSES, External Analysis of OPPORTUNITIES and THREATS) -Strategy Formulation (Corporate (what business are we in)Business (How should we compete) Functional (How do we implement this)) -HR needs (Skills, Behavior, Culture) -Strategy Implementation through HR practices (Work/ job design, Recruitment/ Selection, Performance Management, Employee Relations, Training and Development, Rewards Management) -HR capability (Skills, Abilities, Knowledge) -HR policies and practices (Behaviors, Results (turnover, retention)) -Organizational performance (Productivity, Service Quality, Financial Results) -Strategy Evaluation
What are contingent workers
-Definition: temporary workers, independent contractors, leased employees, and part time employees -Many employers have a group of core employees with the necessary skills but then are able to grown and shrink their workforce when needed by using contingent workers
recruiting definition
-Definition: the process of generating a pool of qualified applicants for organizational jobs -Recruiting may be expensive, however leaving jobs unfilled may be even more costly for a company -Even though costs may be an issue, the most important part of recruiting is the quality of candidates
Stress interview
-Designed to create anxiety and put pressure on applicants to see how they respond -Interviewers assume an extremely aggressive and insulting posture
Situational judgment tests
-Designed to measure a person's judgment in work settings -The candidate is given a situation and a list of possible solutions to the problem and then has to make judgments about to deal with the situation
What is a HR specialist
-Individuals who have in-depth knowledge and expertise in specific areas of HR (benefits, employment and recruitment, or compensation)
ADA and Job Requirements
-Discrimination is prohibited against individuals with disabilities who can perform the essential job functions of the employment positions that those individuals hold or desire -For a qualified person with a disability, an employer must make a reasonable accommodation, which is a reasonable modification to a job or work environment that gives that individual an equal employment opportunity to perform
Applicant job interest
-Discriminatory hiring practices, impolite interviewers, unnecessarily long waits, unreturned telephone inquiries, inappropriate testing procedures, and lack of follow-up response can produce unfavorable impressions of an employer
Two types of unlawful employment discrimination
-Disparate Treatment -Disparate Impact
Evaluating the cost of recruiting
-Divide Total recruiting expenses for the year by the number of hires for the year -(Total recruiting expenses/ Number of recruits hired) -The problem with this approach is the accurate identification of details that should be included in the recruiting expenses
Racial and Ethnic harassment
-EEOC recommends that employees adopt policies to prevent harassment of any type, including ethnic jokes, vulgar epithets, racial slurs, and physical actions
Advantages and disadvantages of using contingent workers for employers
-Economic: temporary workers are used to replace full-time employees, Many contingent workers are paid less or receive fewer benefits so it is cheaper for the company -Legal: May reduce legal liability for some employers, As more employment-related lawsuits are filed, employers have become more wary about adding full-time employees, Using contract workers, especially those from other countries, employers may reduce many legal issues regarding selection, discrimination, benefits, discipline, and termination -Disadvantages: A possible lack of talent, Depending on the amount of contingent workers available for when you need them, there may be a lack in talent
People related costs
-Effective management of these costs can make a positive difference in the survival of the organization -Pinpoint waste and improper allocation of human resources
Appearance and weight discrimination
-Employers can set dress codes and appearance standards as long as they are applied uniformly
Language issues
-Employers may require workers to speak only English at certain times or in certain situations, but the business necessity of the requirements must be justified
Military Status Protections
-Employers must vie employees serving in the military leaves of absence with protections -Employees are required to notify their employers of military service obligations
Equal Employment Opportunity Commission
-Enforces employment laws for employers in both private and public work places
Office of Federal Contract Compliance Program (OFCCP)
-Enforces employment requirements set out by Executive Orders for federal contractors and subcontractors
Three main enforcement bodies for EEO
-Equal Employment Opportunity Commission (EEOC) -US Department of Labor (DOL) -Office of Federal Contract Compliance Program (OFCCP)
Companies can take affirmative defense in preventing sexual harassment
-Establish a sexual harassment policy -Communicate the policy regularly -Train employees and managers on avoiding sexual harassment -Investigate and take action when complaints are voiced
Civil Rights Act of 1964 Title VII says it is illegal for employers to
-Fail or refuse to hire or discharge any individual, or otherwise discriminate against any individual with respect to his compensation, terms, conditions, or privileges of employment because of such individual's race, color, religion, sex or national origin -Limit, segregate, or classify his employees or applicants for employment in any way that would deprive or tend to deprive any individual of employment opportunities or otherwise adversely affect his status as an employee because of such individual's race, color, religion, sex, or national origin
Biographical interview
-Focuses on a chronological assessment of the candidate's past experiences -Widely used and is often combined with other interview techniques
What does the administrative role of HR include?
-Focusing on clerical administration and recordkeeping, including essential legal paperwork and policy implementation
Global Influence
-Globalization has caused jobs to be outsourced to workers who will work for extremely low wage rates and in poor working conditions (Apple factories or "sweatshop employers") -Some global employers are trying to make efforts to ensure that foreign factories adhere to higher HR and employee standards -Some people argue that outsourcing jobs is beneficial because it brings jobs to areas with high unemployment and poverty rates
Requirements for HR contribution to strategy
-HR professionals can best provide their perspective and expertise to operating managers by doing the following -Focusing on the key business goals -Knowing what to measure -Preparing for the future
Quid Pro Quo
-Harassment in which employment outcomes are linked to granting sexual favors
What does the strategic role of HR include
-Helping to define the business strategy relative to human capital and its contribution to organizational results -Less common but is reportedly growing -Requires that the HR team has the ability and orientation to contribute to strategic organizational decisions and it requires recognition by upper management of those skills
Managing a talent shortage
-Increase employee work hours through overtime -Outsource to a third party -Implement alternative work arrangements -Use contingent workers -Reduce employee turnover
Internet Recruiting
-Internet links, company websites, twitter, internet job board, and other online based applications -However, many people just look at online job boards, not because they are interest in the actual job, but they just want to compare wages -Company websites have proven to be very beneficial in recruiting and popular -Recruiting and internet social networking -Many graduates are using social media and the internet to locate work opportunities and many companies are using technology more to identify and attract talent
Cultural noise
-Interviewers must learn to recognize and handle cultural noise, which stems from what applicants believe is socially acceptable rather than what is factual
Structured interview
-Involves a set of prepared, job-related questions that are asked of all applicants so that comparisons can be made more easily, resulting in better selection decisions-Ensures that a given interviewer has similar information on each candidate -Ensures consistency between several interviewers
Consequences of Ethical Treatment
-Job Satisfaction -Turnover -Absenteeism -Commitment -Job performance -Ethical decisions
What are the components of a labor market?
-Labor force population (broadest labor market component) made up of all individuals who are available for selection if all possible recruitment strategies are used -Applicant pool: subset of the labor force population that is available for selection if a particular recruiting approach is used (can be broad or narrow depending on the jobs needing to be filled and the approaches used by the employers) -Applicant: consists of all persons who are actually evaluated for selection -Individuals selected for jobs
Industry and Occupational Labor markets
-Labor markets can be classified both by industry and occupation -Example: US jobs until the year 2016 are going to be in positions of registered nurses, retail sales, customer service representatives, home health aides, and postsecondary teachers
What does the operational and employee advocacy role of HR include?
-Managing most HR activities in keeping with the strategies and operations that have been identified by management and serving as employee "champion" for employee issues and concerns
Global labor markets
-Many employers believe that they cannot be competitive in a global market if they fail to take advantage of labor savings -Many jobs are outsourced to places like China and India where they can pay much lower wages
Geographical labor markets
-Markets can be local, regional, national, and international -If a new major employer locates in a regional labor market, other existing area employers may see a decline in their number of applicants
Physical ability tests
-Measure an individual's abilities such as strength, endurance, and muscular movement
Two approaches to selection
-Multiple hurdles: A minimum cutoff is set on each predictor, and each minimum level must be "passed" (For example, to be hired, a candidate for a sales representative job must achieve a minimum education level, a certain score on sales aptitude test, and a minimum score on a structured interview ) -Compensatory approach: Scores from individual predictors are added and combined into an overall score, thereby allowing a higher score on one predictor to offset, or compensate for, a lower score on another (The combined index takes into consideration performance on all predictors )
factors to consider when planning for workforce availability
-Net migration into a particular region -Direct Competitors -Impact of international competition
Negligent hiring
-Occurs when an employer fails to check an employee's background and the employer later injures or harms someone while performing job duties
Disparate Impact
-Occurs when an employment practice has an adverse impact on individuals with a particular characteristic -Often unintentional, as when identical criteria are used by the results differ from certain groups -Example: Using a test for firefighters that requires candidates to carry a 100-pound sack down a ladder is likely to result in more women being eliminated from selection
Disparate Treatment
-Occurs when either different standards are used to judge individuals or the same standard is used but it is not related to the individual's jobs -Typically intentional -Example: female applicants getting asked about child care plans and not men
Retaliation
-Occurs when employers take punitive actions against individuals who exercise their legal rights -Employers are prohibited from retaliating against individuals who file discrimination charges
Disadvantages of internet recruiting
-Often creates additional work for employees internally -Many online applicants might not be qualified for open jobs -Some applicants may have limited Internet access, especially individuals from lower economic status and certain ethnic and racial groups (raises issues of fairness)
HR management efforts that are designed to enhance productivity are
-Organizational Restructuring: eliminating layers of management and changing reporting relationships as well as cutting staff through downsizing, layoffs, and early retirement buyout programs -Redesigning work: having fewer employees who perform multiple job tasks or replacing workers with capital equipment or making workers more efficient by use of technology -Aligning HR activities: Making HR efforts consistent with organizational efforts to improve productivity (ensuring that staffing, training and development, performance management, compensation, and other HR activities are not working to offset productivity)
Recruiting source choices: internal vs. external
-Organizations that face rapidly changing competitive environments and conditions may need to place a heavier emphasis on external sources in addition to developing internal ones -Research shows that internal recruiting might produce the best results overall because existing employees who are given new work opportunities tend to perform considerably better than external hires
Affirmative Action Program (AAP)
-Outlines proactive steps the organization will take to attract and hire members of underrepresented groups
Two reasons why HR is hard to imitate
-Path dependent -Complex
Pregnant discrimination
-Pregnancy Discrimination Act of 1978 amended Title VII requires that all employers treat maternity leave the same as other personal or medical leaves -Family Medical Leave Act (FMLA) of 1993 requires that qualified individuals be give up to 12 weeks of unpaid family leave and also requires that those taking family leave be allowed to return to jobs
Bona Fide Occupational Qualification (BFOC)
-Provides a legitimate reason for an employer to exclude a persons on otherwise illegal bases of consideration
Types of sexual harassment
-Quid Pro quo -Hostile-environment
How do you find ROI
-ROI = C/ (A+B) A: operating costs for a new or enhanced system for the time period B: one time cost of acquisition and implementation C: value of gains from productivity improvements for the time period
Protected characteristics
-Race, age, sex, disability or religion
Managing a Talent surplus
-Reduce employee work hours or compensation -Attrition -Hiring Freezes -Voluntary separation programs -Workforce downsizing.
Glass ceiling
-Refers to discriminatory practices that have prevented women and other minority-status employees from advancing to executive level jobs
What is strategic HR management?
-Refers to the use of HR management practices to gain or keep a competitive advantage -Talent acquisition, deployment, development, and reward programs
Work sample tests (situational tests)
-Require an applicant to perform a simulated task that is a specified part of the target job
Equal pay act of 1963
-Requires employers to pay similar wage rates for similar work without regard to gender
Immigration reform and control act 1986
-Requires employers to verify the employment status of all employees, so that illegal aliens entering the work force may be identified without the employer discriminating due to national origin or ethnic background
Increasing Recruiting Effectiveness ( 6 ways)
-Resume mining: a software approach to getting the best resumes for a fit from a big database -Applicant tracking: an approach that takes an applicant all the way from a job listing to performance-appraisal results -Employer-career website: a convenient recruiting place on am employer's website where applicants can see what jobs are available and also apply to them iv. Internal Mobility: a system that tracks prospects in the company and matches them with jobs as they come up -Realistic job previews: A process that individuals can use to get details on the employer and the jobs -Responsive recruitment: a recruitment strategy whereby applicants receive timely responses
Human capital effectiveness measures
-Revenue per employee -Return on investment -Human economic value added
How do you find revenue per employee
-Revenue/headcount (fulltime employee equivalents)
Managing Age Discrimination
-Selection and promotion practices must be "age neutral" -Phased retirement (Employees gradually reduce their workloads and pay levels) -Some companies also rehire their retired employees as part-time employees
How do you find human economic value added
-Shows the wealth created per employee -Shows how much more valuable to organization has become because of its investment in human capital -(Net profit after taxes - Cost of capital)/ (Full Time head count)
Temporary workers
-Some employers hire temporary workers as a way to screen individuals to move into full-time, regular employment -Independent contractors are used in many areas, including building maintenance, security, advertising, and others -Some employers experience significant savings because benefits are not provided -Motivation to enter into such an agreement for employees has become higher among highly skilled individuals who are either beginning their careers or who are fully experienced at their profession because it gives them more time to focus on family responsibilities
HR professionals at all levels need the following:
-Strategic knowledge and awareness of its potential impact -Legal, administrative, and operational capabilities -Knowledge of technology and the ability to use it
Changes in HR technology
-Technology has been able to increase the efficiency of HR functions and reduce costs -Readily available information on employees -Historical information on performance, pay, training, career progress, and disciplinary action -Technology can be used to support every function within HR management
ADA and medical inquiries
-The ADA prohibits the use of pre-employment medical exams except for drug tests, until the job has been conditionally offered -Prohibits a company from rejecting an individual because of a disability and from asking job applicants questions related to their medical history until a conditional job offer has been made
A changing workforce
-The US workforce is very diverse racially and ethnically and employs more women than ever before and the average age of the workforce is increasing and becoming more inclusive -This changing workforce is raising employer concerns -There are more concerns and issues with balancing work and family life for both males and females -Now greater use of job sharing, the establishment of child-care services in the workplace, increased flexibility in hours, and work-life programs -Older workforce in more developed countries because birth rates are slowing and the population is aging -In the United States during the second decade, a significant number of experienced employees will be retiring, changing to part-time, or shifting their employment in some way - Heavier reliance on contingent workers
Controversies in selection testing
-The appropriateness of general mental ability testing (Some minority groups tend to score lower on exams) -The validity of personality testing for selection (Personality explains so little about actual job outcomes that we should think very carefully about using it at all for employment decisions)
What is the Organizational Mission
-The core reason for the existence of the organization and what makes it unique -Usually determined by the organizational founders or leaders and sets the general direction of the organization
What is efficiency
-The degree to which operations are carried out in an economical manner -Short-term measure that compares inputs and costs directly against outputs and benefits
forecasting the Demand (Need) for HR
-The demand for employees can be calculated for an entire organization and or for individual units in the organization -Demand for employees can be forecasted by considering specific openings that are likely to occur -These demands are made when new jobs are being created or current jobs are being changed -Must consider when employees leave positions because of promotions, transfers, turnovers, and terminations
Pay Equity
-The idea that pay should be similar for jobs requiring comparable levels of knowledge, skill, and ability even if actual duties differ significantly -Also called Comparable worth in earlier cases
Selection rate
-The percentage hired from a given group of candidates -It equals the number hired divided by the number of applicants
Nepotism
-The practice of showing favoritism to relatives at work -Many firms require that family members do not work directly with each other or in an area where they could cause conflict
Human Resources Planning Process
-The process begins with considering the organizational plans and environmental analysis that went into developing the strategies (Identify the situation in which HR is operating , SWOT is looked at, The possible available workforce is evaluated by looking at both internal and external options) -Forecasts may be developed to determine both the demand for and supply of human resources -HR plans are developed to provide specific direction for the management of HR activities related to employee recruiting, selection, and retention
What is human resource planning
-The process of analyzing and identifying the need for and availability of people so that the organization can meet its strategic objectives -Ensure that the organization has the right number of people with the right capabilities at the right time and in the right places
What is benchmarking
-The process of comparing the business metrics and outcomes to an industry standard or best practice -The organization compares itself to "best-in-class" organizations that demonstrate excellence
What is strategic planning?
-The process of defining a strategy, or direction, and making decisions on how to allocate the resources of the organization (capital and people) to pursue this strategy -Typically covers a 3-5 year time frame and considers both internal and external forces
Consensual relationships and Romance at work
-These relationships are risky because they have great potential to cause conflict
Griggs v. Duke Power
-US Supreme court ruled that lack of intent is not sufficient for an employer to prove that a practice is lawful -The employer has the burden to show that a selection practice is directly job related as a business necessity -Making firefighter applicants carry the 100-pound bag down a ladder is a true enough reflection of job-related duty so this is lawful
Pre-employment screening
-Used to assess whether the applicant meets the minimum requirements before having them fill out an application -Electronic pre-employment screening is growing
How has recruiting and selection processes been changed from HR technology
-Web-based job boards, online applications, online interviewing, training videos and virtual classrooms, employees can find health care providers and file claims online , career development is enhanced with real time information found online about employees -One of the most useful aspects of technology is it allows HR professionals to identify trends and model future conditions that help managers plan and optimize human resources
Burden of proof
-When a legal issue regarding unlawful discrimination is raised, this must be satisfied by the plaintiff to file suit against an employer and establish that unlawful discrimination has occurred -This plaintiff charging discrimination must establish a prima facie case of discrimination through either factual or statistical evidence -Sufficient evidence is provided to the court to support the claim and allow the plaintiff to proceed
Hostile-Environment
-When an individual's work performance or psychological well-being is unreasonably affected by intimidating or offensive working conditions
Legal issues with internet recruiting
-When companies use screening software to avoid looking at a lot of resumes, are rejections really based on the qualifications for the job? -How can data about an individual's protected characteristics be collected and analyzed for reports? -Are too many individuals being excluded from the latter phases of the internet recruiting process based on un-lawful information? -How do you know if applicants really want the job? -Are they implications to internet recruiting in terms of privacy and confidentiality
Negative emphasis
-When evaluating suitability, unfavorable information about an applicant is often emphasized more than favorable information
Unemployment rates and the labor market
-When the unemployment rate is high in a given market, that means many people are looking for jobs -Varies with business cycles and present very different challenges for recruiting depending on the times
Sexual Orientation
-While there is no federal law prohibiting discrimination on the basis of sexual orientation, 18 states have passed laws to protect applicants and employees from such discrimination
Selection criterion
-a characteristic that a person must possess to successfully perform work
Productivity
-a measure of the quantity and quality of work done, considering the cost of the resources used -A useful way to measure the productivity of a workforce is to determine the total cost of people required for each unit of output
Halo effect
-an interviewer allows a positive characteristic, such as agreeableness, to overshadow other more negative evidence
Types of ability test
-cognitive -physical -work sample -situational
Human Resources Management
-concerned with designing formal systems in an organization to manage human talent for accomplishing organizational goals
The most telling evidence of successful HR planning
-consistent alignment of the availabilities and capabilities of human resources with the needs of the organization
Organizational Culture
-consists of the shared values and beliefs that give members of organization meaning and provide them with rules for behavior -These values are inherent in the ways organizations and their members view themselves, define opportunities, and plan strategies -The norms and expected behaviors, values, philosophies, rituals, and symbols of its employees
Internal methods of recruiting
-organizational databases, job postings, promotions/ transfers -Job posting: a system in which the employer provides notices of job openings and employees respond by applying for specific openings -Word of mouth
Snap judgments
-some interviewers decide whether an applicant is suitable within the first two to four minutes of the interview and spend the rest of the time looking for evidence to support their judgment
What are the functions and duties of HRM?
-strategy and planning -equal employment opportunity -staffing -talent management -Rewards -Risk Management and employee protection -Employee and labor relations
Human Capital
-the collective value of the capabilities, knowledge, skills, life, experiences, and motivation of an organizational workforce
Selection
-the process of choosing individuals with the correct qualifications to fill jobs in an organization -The purpose of selection is placement -Placement: fitting a person to the right job
What is a labor market?
-the supply pool from which employers attract employees
VRIO framework
-valuable -Rare -Costly to imitate -Is the company organized to exploit it
What are the duties under rewards
1. Compensation 2. Incentives 3. Benefits
What are the duties under equal employment opportunities?
1. Compliance 2. Diversity 3. Affirmative Action
Most important metrics for the CEO and CFO
1. Costs 2. Open positions 3. Revenue 4. Productivity
What are the duties under employee and labor relations
1. Employee rights and privacy 2. HR policies 3. Union/ management relations
What are the duties under strategy and planning
1. HR effectiveness 2. HR metrics 3. HR technology 4. HR planning 5. HR retention
what are the duties under risk management and employee protection
1. Health and wellness 2. Safety 3. Security 4. Disaster and recovery planning
Application forms serve four purposes
1. It is a record of the applicant's desire to obtain a position 2. It provides the interviewer with an applicant profile that can be addressed during the interview 3. It is a basic employee record for applicants who are hired 4. It can be used for research on the effectiveness of the selection process
What are the duties under staffing
1. Job Analysis 2. Recruiting 3. Selection
Factors to look at for external supply of labor
1. Net migration into and out of the area 2. Individuals entering and exiting the workforce 3. Individuals graduating form schools and colleges 4. Changing workforce composition and patterns 5. Economic forecast 6. Shifts in technology 7. Competing employers 8. Government regulations 9. Circumstances affecting why people are entering and exiting the workforce
What are the duties under talent management
1. Orientation 2. Training 3. HR development 4. Career Planning 5. Performance management
Most important metrics for the HR department
1. Retention 2. Employee satisfaction 3. Training and development 4. Recruiting costs 5. Productivity 6. Overall revenue
Factors to look at for internal supplies of labor
1. The number of external hires and the employees who move from their current jobs into others through promotions, lateral moves, and terminations 2. Internal supplies is influenced by training and development programs, transfer and promotion policies, retirement policies, etc.
How much of the US workforce do contingent workers represent
1/4
Behavioral Interview
Applicants are asked to describe how they have behaved or performed a certain task or handled a problem in the past, which may predict future actions and show how applicants are best suited for current jobs
Components of diversity training
Legal awareness (Training focuses on the legal implications of discrimination) -Cultural awareness (Helps participants to see and accept the differences in people with widely varying cultural backgrounds) -Sensitivity training ("sensitize" people to the differences among them and how their words and behaviors are seen by others)
1. Any organization meeting one of the following criteria must comply with the rules of Title Vii
a. All private employers of 15 or more employees b. All educational institutions, public and private c. State and local governments d. Public and private employment agencies e. Labor unions with 15 or more members f. Joint labor/ management committees for apprenticeships and training
Differences in pay between men and women in the same job is permitted because of:
a. Differences in seniority b. Differences in performance c. Differences in quality or quantity of production d. Factors other than sex, such as skill, effort, or working conditions
What are HR metrics
a. Specific measures of HR practices b. Performance indicators (like turnover rate) c. Can be developed using costs, quantity, quality, on time performance, and other designated goals
Managing religious Diversity
i. Scheduling changes, voluntary substitutes and shift swaps ii. Changing an employee's job tasks or providing a lateral transfer iii. Making an exception to dress and grooming rules iv. Use of the work facility for religious observance v. Accommodations relating to payment of union dues or agency fees vi. Accommodating prayer, proselytizing, and other forms of religious expression
Employment brand
the view that both employees and outsiders have of that organization