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Business Strategy

How a company will compete in its marketplace

What is Sourcing Talent?

Locating qualified individuals and labor markets from which to recruit. Sourcing identifies people who would be good recruit, like nursing example in book.

Intrinsic Rewards

Non-monetary value (Great coworkers, culture, etc)

Formal job descriptions are best for young organizations that need flexible employees.

False

In an inductive job analysis, the main job duties and work tasks have been determined beforehand.

False

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

False

Strategic staffing consists of filling a job as quickly and cheaply as possible.

False

Strategic staffing systems are not necessarily aligned with the firms business strategy?

False

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

False

Seven Components of Strategic Staffing

Workforce Planning Sourcing Talent Recruiting Talent Selecting Talent Acquiring Talent Deploying Talent Retaining Talent

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

True

Sourcing is locating qualified individuals, appropriate sources, and labor markets from which to recruit.

True

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

The critical incidents technique of job analysis is a method that identifies extremely effective and ineffective behaviors by documenting critical incidents that have occurred on the job.

True

The final hiring decision is usually made by the hiring manager.

True

Under the Americans with Disabilities Act, if a disabled applicant can perform the essential functions of a job with reasonable accommodation, they must be considered for the position.

True

Workforce planning involves?

Usually involves both, the hiring manager and a staffing specialist.

Requirements of Competitive Advantage

Valuable, Rare, Not imitated, Not substituted or replaced, Organized

An organization's competitive advantage is ________. A) not something that can be influenced by staffing B) the number of employees it hires in a year C) the annual employee turnover rate D) what it can do differently from its competitors

What it can do differently from it's competitors

What is a Competitive Advantage?

Something that a company can do differently from its competitors allowing it to perform better, survive, and succeed in its industry.

Geographic Targeting

Sourcing recruits based on where they live. Also, lower-level positions are typically filled from the local labor market, yet the geographic boundaries tend to widen as the position moves up the organization's hierarchy.

Strategic staffing means ________. A) filling a job as quickly and cheaply as possible in order to add manpower to an organization B) staffing an organization in future-oriented and goal-directed ways that support the organization's business strategy and enhance organizational effectiveness C) investing large amounts of money on staffing activities D) recruiting from as many places as possible to generate the largest possible number of applicants

Staffing an organization in future-oriented and goal-directed ways that support the organization's business strategy and enhance organizational effectiveness

What is Deploying Talent?

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

Two outcomes of a Job Analysis

Job Description & Person Specification

Future-oriented job analysis

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

Essential criteria (Person Specification)

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

Desirable criteria (Person Specification)

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

If managers are asked to estimate their optimal headcount for the following year for staffing planning purposes, which of the following has been used? A) ratio analysis B) trend analysis C) scatter plots D) judgmental forecasting Answer: D

Judgmental forecasting

Which of the following forecasting methods relies on the experience and insights of people in the organization to predict a firm's future employment needs? A) trend analysis B) ROI analysis C) judgmental forecasting D) transition analysis

Judgmental forecasting

What is Retaining Talent?

Keeping successful employees engaged and committed to the firm

What is 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. Recruiting activities entice them to apply to the organization and accept job offers, if extended.

Extrinsic Rewards

Monetary value (base pay, bonuses, etc)

Competencies

More broadly defined components of a successful worker's repertoire of behavior needed to do a job well

Job Analysis Methods must be 2 things:

Reliable (Consistent) Valid (Accurate)

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. A) sourcing B) recruiting C) employer branding D) selecting

Selecting

Person specification

Summarizes the characteristics of someone able to perform the job well

New salespeople at a retail store generate an average of $50,000 in profit their first year. In addition, the reduced workload on the rest of the sales staff improves their efficiency and ability to provide high-quality customer service by 10 percent. This is worth an additional $20,000 to the company. The cost of hiring and training a new salesperson is expected to be $3,000 and $8,000 respectively. The salary for this position is $35,000. What is the return on investment of hiring an additional salesperson? A) 152% B) 163% C) 200% D) 143%

152%

If a company employs two office assistants for every nine architects (a staffing ratio of 2:9) and it plans to expand and hire eighteen new architects, how many new office assistants will it need to hire? A) 2 B) 4 C) 6 D) 8

4

Which of the following events suggests that a home improvement store such as Home Depot or Lowe's will need fewer workers in the next 1-3 years? A) increased housing purchases B) a decrease in consumer disposable income C) an increase in consumer spending D) falling interest rates

A decrease in consumer disposable income

Competency Model for job analysis

A job analysis method that identifies the necessary worker competencies for high performance

Job Analysis

A systematic process of identifying and describing the important aspects of a job and the characteristics workers need to perform the job well.

Job Description

A written description of the duties and responsibilities associated with the job itself

Why does one company succeed and another fail?

Basically, Talent. Differences in organizational capabilities generated by attracting, retaining, motivation, and developing talented employees.

Why is it usually best to supplement the ratio, scatter plot, and trend forecasting methods with managerial judgment? A) because judgment forecasting is the most accurate method B) because historical trends and relationships can change C) because top-down approaches need analytical validation D) because firms need to keep their fingers on the pulse of their labor markets

Because historical trends and relationships can change

Internet Data Mining

Boolean searches: Internet search technique that allows a search to be narrowed by using special terms before the key words. -LinkedIn -X-Raying -Flipping or flip searching (identifying people who link to a web site) -Web crawlers (Sites that continually search for people with desirable talents and sell access to recruiters) -Networking sites (leveraging your personal connections to generate applicants)

Typically, when interest rates rise, A) businesses are willing to borrow more money. B) consumers are willing to borrow more. C) businesses are less likely to expand. D) businesses make bigger capital investments.

Businesses are likely to expand

Staffing can be considered a cornerstone of human resource management because it ________. A) takes the largest part of the human resource budget B) determines the workforce representing the company C) takes the most time of any human resource management function D) is the only function performed by human resources

Determines the workforce representing the company

Although a company can better match employees with jobs they like, staffing does not influence organizational performance.

False

Although staffing practices can influence turnover rates, they cannot influence a firm's stock market performance.

False

Analyzing the requirements of a job as it exists today is a future-oriented job analysis.

False

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

False

A job family description provides a quick overview of the job family that contains similar jobs.

True

Job Rewards Analysis

Identifies the intrinsic and extrinsic rewards of the job

Creating a Sourcing Plan consists of 3 activities

1. Profile desirable employees to identify promising sources 2. Perform ongoing recruiting source effectiveness analyses by tracking 3. Prioritize recruiting sources based on staffing goals and employees profiles

Human Capital Advantage

Acquiring a stock of quality talent that creates a competitive advantage. By hiring and retaining outstanding people, it produces a stock of exceptional talent and your employers never have to start looking for another job

Types of Job Seekers

Active (In need and looking for info) Semi-Active (Interested but occasionally look) Passive (Currently employed, not looking, but could be tempted by the right opportunity)

Job Reward Dimensions

Amount (How much pay, what level of task variety) Differential (all receive same number of vacation days, but merit bonuses range) Stability (Is reward the same, or does it change)

Competitive Advantage

Anything that gives a firm an edge over rivals in attracting customers and defending itself against competition

What is Selecting Talent?

Assessing job candidates and deciding who to hire

ROM Corporation had kept all its hiring plans on hold during the last four quarters because the economy was in a state of recession. ROM manufactures data cards, memory chips, and LCD monitors. The company is analyzing market trends in order to reassess its hiring strategy for the coming year. Which of the following, if true, would best support the argument for restarting hiring? A) The previous recessionary had only lasted a year. B) Though there was a decline in profits compared to the previous year, the company recently reported the best numbers in its industry. C) Computer manufacturers have aggressively started hiring more staff. D) One of ROM's fiercest rivals has started laying off its employees.

Computer manufacturers have aggressively started hiring more staff

Anna is the manager of human resources at Alcatec Inc. She is comparing the number of employees required over the next six months versus the capabilities of her existing workforce adjusted for attrition. She is trying to identify any gaps between the two. Which step of the workforce planning process is discussed here? A) monitor and revise the forecasts and action plans B) articulate the firm's strategic staffing decisions C) develop and implement action plans D) conduct a workforce analysis

Conduct a workforce analysis

Types of Business Strategy

Cost Leadership Strategy (WalMart) Differentiation Strategy (Apple Google) Specialization Strategy (Starbucks)

Job Analysis Techniques

Critical Incidents Technique (pilots, doctors, etc) Job Elements Technique Structured Interview Technique Task Inventory Technique Structured Questionnaires

Organizational Life Cycle and Strategy Choice

Growth phase (Start ups) Maturity (Maturity) Decline (Layoffs; Intel)

Staffing professionals promote the goals of society by ________. A) helping to match people with jobs and organizations B) planning for labor market changes C) terminating underperforming employees D) minimizing the costs associated with recruitment

Helping to match people with jobs and organizations

Which of the following people determine whether an applicant will be extended a job offer? A) HR manager B) staffing personnel C) hiring manager D) department supervisor

Hiring manager

Sourcing

Identifying and locating high potential recruits

Sources of Competitive Advantage

Innovation, Cost, Service, Quality, Branding, Distribution, Speed, Convenience, First to market

Two recruiting sources

Internal: Locate people who currently work for the company who would be good recruits for other positions External: Target people outside the firm

Staffing influences organizational performance because ________. A) it is an expensive part of human resources B) it is how people learn about the organization C) its outcomes determine who will work for and represent the firm D) it has no direct relation to profitability and profit growth

Its outcomes determine who will work for and represent the firm

Job Families

Job Analyses group jobs, or grouping of jobs that either call for similar worker characteristics or contain parallel work tasks

Staffing Goals (Outcome Goals- After hire)

Outcome Goals—after hire Hiring successful employees Hiring individuals who will be eventually promoted Reducing turnover rates among high performers Hiring individuals for whom the other HR functions will have the desired impact Meeting stakeholder needs Maximizing the financial return on the firm's staffing investment Enhancing employee diversity Enabling organization flexibility Enhancing business strategy execution Should be aligned with improving the strategic performance of the staffing system. The primary staffing goal is to match the competencies, styles, values, and traits of job candidates with the requirements of the organization and its jobs. Strategic staffing goes even further and enables the organization to better execute its business strategy and attain its business goals. Staffing goals should be consistent with the goals and needs of all stakeholders in the staffing process, including applicants and hiring managers.

If a staffing specialist evaluates the organization's current employees and the external labor market to determine the availability of desired talent, which of the following is being done? A) planning B) acquiring C) sourcing D) performance management

Planning

Staffing Goals (Process Goals- During the hiring process)

Process Goals—during the hiring processAttracting sufficient numbers of appropriately qualified applicants Complying with the law and organizational policies Fulfilling any affirmative action obligations Meeting hiring timeline goals Staffing efficiently

What is Acquiring Talent?

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

All organizational practices and decisions that affect either the number or types of individuals willing to apply for and accept job offers is ________. A) negotiating B) recruiting C) performance management D) human resource management

Recruiting

Locating qualified individuals and labor markets from which to recruit is ________. A) recruiting B) staffing C) deployment D) sourcing

Recruiting

Why Is Staffing Important?

Staffing outcomes determine who will work for and represent the firm, and what its employees will be willing and able to do. Staffing influences the success of future training, performance management, and compensation programs, as well as the organization's ability to execute its business strategy.

Which of the following, if true, would require a company to make adjustments to its historical employee-productivity ratios? A) The company is able to recruit more easily because of higher unemployment in the market. B) The company's cost of borrowing is going down. C) The company is expecting higher volumes of work in the next two years. D) The company is adopting a more efficient manufacturing system.

The company is adopting a more efficient manufacturing system

A Japanese company that makes electronic watches exports 90 percent of its products to the United States. Which of the following will happen if the dollar strengthens against the Japanese Yen? A) The company's watches will become less expensive in the US. B) The purchasing power of US consumers will decline. C) The company will have to reduce its number of employees. D) The company will export lesser number of watches to the US.

The company's watches will become less expensive in the US.

Staffing Stratefy

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

Employee Value Proposition

The intrinsic and extrinsic rewards an employee receives by working for a particular employer in return for the job performance

HR Strategy Define

The linkage of the entire HR function with the firm's business strategy in order to improve business strategy execution

What is socializing?

The process of familiarizing newly hired and promoted employees with their job, workgroup, and organization as a whole.

Workforce Planning

The process of predicting an organization's future employment employment needs and the availability of current employees and external hires to meet those employment needs and execute the organization's business strategy

What is Workforce Planning?

The process of predicting an organization's future employment needs, and the availability of current employees and external hires to meet those employment needs, and execute the organization's business strategy.

What Is 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. This involves the movement of people into, through, and out of the organization.

How Strategic Staffing Differs from Traditional Staffing

Traditional staffing: Less tied to strategy More reactive and likely to be done in response to an opening Lacks continuous improvement effort Strategic staffing systems incorporate: Longer-term planning Alignment with the firm's business strategy Alignment with the other areas of HR Alignment with the labor market Targeted recruiting Sound candidate assessment on factors related to job success and longer-term potential The evaluation of staffing outcomes against pre-identified goals

Staffing integrates with what other areas of HR?

Training, Performance management, Compensation, Succession planning, Career development

________ involves looking at past employment patterns and using those patterns to predict a firm's future labor needs. A) Trend analysis B) Judgmental forecasting C) ROI analysis D) Transition analysis

Trend analysis

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

True

In a deductive job analysis, the job duties and sometimes even the work tasks have already been determined.

True

Jobs performed in a consistent, predictable manner are easiest to analyze.

True

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 is ________. A) workforce planning B) sourcing C) recruiting D) succession planning

Workforce planning