Human Resource Management Process

What can an employee pursue to understand why low job performance is happening?

Employee Counseling

Performance falling short can be attributed to 2 things:

1. Performance Impediments 2. Discipline

What are some methods of appraisal?

1): 360 degree appraisal-rated from a variety of sources: such as peers, supervisors, and customers. 2). adjective rating scales. This method lists a set of performance factors such as quantity and quality of work, job knowledge, cooperation, loyalty, attendance, honesty, and initiative. The evaluator goes down the list and rates each factor on an incremental scale. (OLDEST AND MOST POPULAR) 3). behaviorally anchored rating scales (BARS). These scales combine major elements from the critical incident and adjective rating scale approaches: The appraiser rates examples of actual behavior on a given job rather than general descriptions or traits.

What are two variations of structured interviews?

1. Protocol 2.Situational

What is the job specification?

A statement of the minimum acceptable qualifications that an incumbent must possess to perform a given job successfully.

What is the job description?

A written statement of what a job holder does, how it is done, and why it is done

What makes the BARS appraisal method unique?

BARS differ from other rating scales in that scale points are specifically defined behaviors. Also, BARS are constructed by the evaluators who will use them. There are four steps in the BARS construction process: 1. Listing of all the important dimensions of performance for a job or jobs 2. Collection of critical incidents of effective and ineffective behavior 3. Classification of effective and ineffective behaviors to appropriate performance dimensions 4. Assignment of numerical values to each behavior within each dimension (i.e., scaling of behavioral anchors)

Behavioral vs Case interviews:

Behavioral: An interview in which candidates are observed not only for what they say, but how behave to determine how they might behave under stress. Case: designed to scrutinize the skills that are especially important in management and decision-making:

Which of the following countries' laws pertaining to HRM practices most closely parallel those in the United States?

Canada

Advertisements have been shown to be the most effective method for identifying the best applicants for jobs.

False

A job description states the minimum qualifications a person needs to perform a job successfully.

False-job specification

In performance appraisal both objective and judgmental methods are equally effective.

False-not judgmental

Training activities tend to take place at the higher levels of the organization, while development activities usually take place at the lower levels of management of the organization.

False-opposite

What is the Halo effect?

Halo effect - interviewer allows a single prominent characteristic to dominant judgment of all of the other traits.

Terri has taken the same typing test four times on four different days. She has scored approximately the same score each time. This test has _______.

High reliability

Why is performance appraisal important?

IMPORTANT in decision making! 1) merit pay increases, 2) promotions, layoffs and firings, 3) determining training needs, and 4) incenting productivity improvements

What is job orientation?

Introduction of new employees to the organization, their work units, and their jobs.

Why not do 'on the job training'?

Potential Quality Issues

What is entailed in the selection process?

Preliminary screening, preliminary interview, testing, employment interviews, physical examination, reference checks, personal judgement.

What are some potential errors in performance appraisal?

Leniency Grouping of ratings at the positive end of the scale instead of spreading them throughout the scale. Central tendency Tendency of raters voters to rate most employees as doing average or above-average work. Recency (Availability Heuristic) Occurs when performance evaluations are based on work performed most recently, generally one or two months before evaluation. Halo effect Occurs when managers allow a single prominent characteristic to dominate judgment of all other traits.

What are performance impediments?

Mismatched skills, Inadequate training, Employee's personal problems

Why invest in employee training?

New Employees Must be Introduced Into the Organization in a Controlled, Effective, and Efficient Manner (Orientation) Current Employees and Management Need to Have Their Skills and Capabilities Continuously Updated To Support Existing and Future Job Requirements Organizations Change, often requiring the Introduction of New Skills and Capabilities.

Why do 'on the job training'?

New employees can do productive work during the learning process, lower cost, easier to train.

What is employment planning driven by?

Organization's Strategic, Functional, and Tactical Planning Process Demand Driven/ Supply (resource) Driven

What is interview bias?

Prior knowledge about the applicant will bias the interviewer's evaluation/The interviewer tends to hold a stereotype of what represents a good applicant/The interviewer tends to favor applicants who share his or her own attitudes. Halo effect - interviewer allows a single prominent characteristic to dominant judgment of all of the other traits.

Which U.S. law gives you the legal right to see your professor's letter of recommendation?

Privacy Act of 1974

What is job orientation important?

Reduces the initial anxiety all new employees feel as they begin a new job, Familiarizes new employees with the job, the work unit, and the organization as a whole, and Facilitates the outsider-insider transition.

A _____ interview is more reliable than a____ one.

Structured and well organized, unstructured unorganized.

Structured vs Unstructured interview?

Structured: conducted using a predetermined outline. Unstructured: interviews are more opened ended.

How should performance appraisal process be structured?

Systematic, fair and accurate, to the extent possible, based on direct observation, helpful, documented

What do the appraisal methods have in common?

They require us to evaluate employees on the basis of how well their performance matches established or absolute criteria.

Employee referrals are usually reliable.

True

Employment decisions must be made without regard to age, sex, religion, or sexual orientation.

True

Employment planning includes two steps: assessing current human resources needs and developing a plan to meet those needs.

True

Graphic rating scales, behaviorally anchored rating scales (BARS), the critical-incident technique, multi-rater comparisons, and 360º feedback are methods of appraising performance.

True

Increased demand for employees typically is associated with increased demand for the products or services offered by an organization.

True

Training is a set of activities that provide learning opportunities that build and improve skills to do the job for which they were hired.

True

Workforce diversity is affecting the way employees are recruited, selected, and oriented.

True

Employee selection tests must be ______ and _______.

Valid (predictive of future job performance) and reliable(produces same result over time).

What is performance appraisal?

a "control" process that involves determining and communicating to employees how they are performing their jobs and establishing a plan for improvement.

A performance appraisal method that provides rating scales for actual behaviors that exemplify various performance levels is known as __________.

behaviorally anchored rating scales-BARS

What is multi-person comparison?

compare one person's performance with that of one or more other individuals.

Affirmative action programs seek to make sure that employers ________ minority groups.

enhance employment opportunities for

What are the 3 most popular forms of multi person comparison?

group-order ranking, individual ranking, and paired comparison.

What are 2 HRM activities that play a role in retaining employees?

managing employee performance and developing an appropriate compensation and benefits program.