HR Planning Test 1
Talent philosophy
a system of beliefs about how a firm's employees should be treated
How does the organizational life cycle influence a firm's choice of strategy?
A firm's strategies often change to adjust to the different stages in the life cycle
How can a competitor forecasts influence a firm's forecast of its own future business activity?
An organization can analyze its past product demand regarding these indicators to identify which ones tended to accurately predict changes in its business activity and then use that information to forecast the company's future labor demand.
Strategic staffing step 4: Selecting talent
Assessing job candidates and deciding who to hire
Strategic staffing step 6: Deploying talent
Assigning people to appropriate jobs and roles in the organization to best utilize their talents.
How should firms identify key jobs on which to focus additional attention and resources during the staffing effort?
By their importance to the company's performance and execution of its business strategy.
Identify the firm's business strategy is what step in workforce planning?
First step: A firm's strategic vision, mission, and strategy affect its current and future staffing requirements by influencing the types and numbers of employees needed.
Strategic staffing step 7: Retaining talent
Keeping successful employees engaged and committed to the firm.
Strategic staffing step 2: Sourcing talent
Locating qualified individuals and labor markets from which to recruit.
Strategic staffing step 3: 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.
Compare and contrast outsourcing to independent contracting from the perspective of a company that needs to fulfill an order within a short duration. Which method is better if the company in question is using an innovation-based low-cost strategy?
Offshore Outsourcing
Staffing quotas
establish specific requirements that certain percentages of disadvantaged groups be hired.
Strategic staffing step 5: Acquiring talent
Putting together job offers that appeal to chosen candidates and persuading job offer recipients to accept those job offers.
What are the roles of moral judgment and moral intent in behaving ethically and how are they relevant to staffing professionals?
Remember that you represent the organization Understand the existing ethical climate of the organization Know relevant laws and ethical standards Understand the reward system Be aware of conflicts of interest Leverage research to shape practice Seek qualified advice when necessary
Articulate the firm's talent philosophy and strategic staffing decisions is what step in workforce planning?
Second Step: Because these factors influence the nature of the firm's future labor supply and the type of workers it will need, they are important to understand when forecasting and planning.
Conduct a workforce analysis is what step in workforce planning?
Step 3: Forecast both labor demand and labor supply and identify any gaps between the two.
Develop and implement action plans is what step in workforce planning?
Step 4: Develop action plans to address any gaps between labor demand and labor supply forecasts. The plans should be consistent with the firm's talent philosophy, and can include both short- and long-term recruiting, retention, compensation, succession management, and training and development plans. For example, addressing the issues related to an aging workforce or a workforce with many employees who are roughly the same age might require longer-term action plans.
Monitor, evaluate, and revise the forecasts and action plans is what step in workforce planning?
Step 5: Evaluate how effective the firm's workforce plan has been in terms of meeting the company's recruiting and hiring goals. As the business environment changes, the firm's forecasts and action plans may need to change, too.
Strategic staffing step 1: 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.
roles are
expected patterns or sets of behaviors people play in a company
What are different ways firms deal with temporary employee surpluses?
Temporary layoffs
How does Strategic Staffing differ from Traditional Staffing?
Traditional staffing focuses on long term and strategic focuses on short and long term needs.
derailers are
a behavior that interferes with leader performance or career advancement
Job task
a collection of more elemental activities directed toward the achievement of a specific objective on the job
Position Analysis Questionnaire (PAQ)
a copyrighted, standardized job analysis questionnaire that can be used for just about any job
talent inventories
a detailed record or database that summarizes each employee's skills, competencies, and qualifications
recruiting guide
a formal document that details the process to be followed when a firm recruits
A job is
a formal group or cluster of tasks
boomerang employees
a former employee who returns to work for the organization
Job families
a grouping of jobs that either call for similar worker characteristics or contain parallel work tasks
critical incidents technique
a job analysis method that identifies extremely effective and ineffective behaviors by documenting critical incidents that have occurred on the job
competency modeling
a job analysis method that identifies the necessary worker competencies for high performance
Structured questionnaire method
a job analysis method that involves using a list of preplanned questions designed to analyze a job
Strategy is
a long-term plan of action to achieve a particular goal
job slotting
a manager personally identifies a preferred candidate and "slots" him or her into an open job without opening the position to other interested employees
staffing ratios
a mathematical way of calculating the number of employees a firm needs to produce certain levels of output
productivity ratio
a measure of workforce efficiency calculated by dividing the headcount or cost of direct labor by the headcount or cost of indirect labor
competency is
a more broadly defined component of a successful worker's repertoire of behavior needed to do the job wel
An ability
a more stable and enduring capability to perform a variety of tasks than a skill allows
transition analysis
a quantitative technique used to analyze internal labor markets and forecast internal labor supply
moral identity
a self-regulatory mechanism that involves committing oneself to promoting or protecting the welfare of others
brand
a symbolic picture of all the information connected to a company or its products, including its image
future-oriented job analysis
a technique for analyzing new jobs or how jobs will look in the future
leadership development program
a training and development program designed to improve employees' leadership skills
What is a job description
a written description of the duties and responsibilities associated with a job itself
differentiation
acknowledging and respecting the diversity of local cultures and a firm's employees' expectations in those cultures
nepotism
allowing family members to work in the same company
At-will employment is
an employment relationship in which either party can terminate the employment relationship at any time for just cause, no cause, or even a cause that is morally wrong as long as it is not illegal with no liability as long as there is no contract for a definite term of employment.
trade fair
an event at which people from an industry gather to learn about current topics and products in their field
priming is
an increased conscious or unconscious sensitivity to certain stimuli due to recent cues or experiences
unstructured job analysis interview
an informal conversation with a job expert, usually a capable job incumbent or the manager of a job incumbent, with no prepared questions
staff augmentation
an outsourcing strategy that staffs projects or other short-term needs with consultants rather than permanent employees
job rewards analysis
analyzes both the intrinsic and extrinsic rewards of a job
Workflow analysis
analyzing how work progresses through the organization to improve efficiency
Job redesign
any changes to a job that increase work quality or productivity
artificial intelligence (AI)
any technology or "smart software" with the ability to learn and become more effective over time
General Data Protection Regulation (GDPR)
applies to all companies, regardless of location, that handle personal information belonging to anyone living within the borders of the EU and give EU residents greater control over how their personal data is collected, stored, processed, and transferred
Outcome goals
apply to the product of the hiring effort and include the number and quality of people hired, the financial return on the staffing investment, and whether the staffing effort improved organizational effectiveness
How is at-will employment best used by employers?
as a legal defense by organizations when they feel it's not in their interests to follow their own policies inflexibly
employee referrals
asking employees to refer other people for open positions
structured job analysis interview
asks job experts to provide information about the job verbally in structured face-to-face interviews using preidentified questions
procedural fairness
beliefs that the policies and procedures that produced the hiring or promotion decision were fair
retainer firms
charge employers a fixed fee in advance of the placement
integration
coordinating a single global staffing strategy that gives the organization adequate control over its local operations
desirable criteria
criteria that can enhance the new hire's success on the job but that are not essential
passive job seekers
currently employed and are not actively seeking another job but could be tempted by the right opportunity
What is an affirmative action plan?
describes in detail the actions to be taken, procedures to be followed, and standards to be adhered to when it comes to establishing an affirmative action program
recruiter
develops relationships with targeted people to create interest and engage active and passive job seekers to get them to apply to the organization
neurodiversity
differences based on neurology, including dyslexia, autistic spectrum, attention deficit hyperactivity disorder, dyspraxia, and others
A value creator
directly generate revenue, lower operating costs, and increase capital efficiency (e.g., leaders of research and development, marketing, human resources, or finance)
offshore labor
employees living and working in other, usually lower-cost, countries
in-house sourcer
employees who rely on their own contacts and research and the organization's database of potential applicants to find recruits
Without performance goals,
employees will not know what aspects of their jobs to focus on or the performance levels expected of them. As a result, they will tend to underperform, and some will quit or need to be replaced, potentially bogging down the staffing system.
Strategic staffing
ensures that new hires are ready and able to benefit from the organization's training and development programs.
Traditional Staffing
focus on quickly and conveniently filling an opening rather than on aligning the staffing effort with the long-term strategic needs of the organization.
Job elements method
focuses on identifying the characteristics of workers who are able to do the job at a satisfactory leve
workload-driven forecasting
forecasting based on historical data on the average number of hires typically made per recruiter or the average number of recruits processed per recruiter over a given period
image
general impressions of an organization or its products
Job enlargement
giving the employee more tasks to do
Job rotation
giving the employee more tasks to do
Job enrichment
giving the worker more autonomy in planning and controlling their work
scatter plots
graphically shows how two different variables—say, revenue and salesperson staffing levels—are related
outsourcing
having tasks done by other individuals or organizations able to do required work effectively and efficiently
Job-oriented staffing
hiring to fill a specific job opening
Differential is
how consistent the reward is among different employees
candidate experience
how job applicants experience all their recruiting and hiring interactions and experiences with an employer and its representatives
applicant flows
how many and what type of applicants come from each recruiting source
stability is
how reliable the reward is
employee profiling
identifies what the firm's successful current employees like to do and how people like them can be recruited
search firm (headhunter)
independent company or contractor that specializes in the recruitment and placement of particular types of talent
How does staffing contribute to a company's competitive advantage?
influences who has the opportunity and the desire to pursue an employment relationship with the organization, staffing serves as a "gatekeeper" by influencing the level and composition of an organization's talent.
semi-passive job seekers
interested in a new position but only occasionally look actively for one
internet job board
internet sites that allow employers to post jobs and job seekers to post résumés and use a search engine to find one another
Organizational life cycle stages:
introduction life cycle stage growth life cycle stage maturity life cycle stage decline life cycle stage
applicant tracking system (ATS)
is a centralized tool for managing the hiring process from start to finish
lateral hiring (poaching)
is the practice of hiring top talent away from competitors
Why is talent philosophy important to staffing?
it reflects how an organization thinks about its employees. Which then affects how it decides to manage the movement of people into, through, and out of the company.
job duty (or task dimension)
job analysis method that is a grouping of related job tasks and responsibilities
essential criteria
job candidate characteristics that are critical to job success
networking
leveraging your personal connections to generate applicants
local employment agencies
local firms that help global organizations comply with local staffing laws and more successfully hire local talent
internal recruiting source
locates talent currently working for the company that would be a good fit with another position
Decline life cycle stage
markets for the firm's products and services are shrinking, and the company's performance is falling
active job seekers
need a job and are actively looking for information about job openings
Growth life cycle stage:
new companies begin to expand and set themselves apart from competitors to gain customers and market share.
intrinsic rewards
nonmonetary and derived from the work itself
moral judgment
occurs in which we identify what is the "right" and "wrong" course of action.
selection ratios
of the applicants coming from each recruiting source, what proportion of them are hired
What staffing practices must a firm adopt to ensure that it has the able leadership while also providing career development to its employees?
offer employees opportunities for challenging work and career advancement
moral intent
our commitment to the identified moral course of action
career site
pages on an organization's website devoted to jobs and careers within the company
Ethical Staffing schema
patterns of thought that organize categories of information and the relationships among them
interactional fairness
perceptions of the interpersonal treatment and the amount of information received during the hiring process
value enabler
perform indispensable work that enables the creators (e.g., leaders of support functions such as cybersecurity or risk management)
retained search firms
perform searches for highly compensated positions including senior and executive hires
demand forecasting
predicts how busy an organization will be at any future moment and how many employees it will need to manage the resulting workflow
contingency firms
present their candidates to multiple organizations and charge a fee when one of them starts the job
realistic job preview
presenting both positive and potentially negative information to job candidates
sourcing plan
prioritizes which recruiting sources should be used to staff a given position to best meet staffing goals that include the cost, speed, and quality of new hires
Describe 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
Staffing influences the effectiveness of a performance management system by
providing the raw talent that the system will manage.
internal job posting system
publicizes open jobs to employees
batch recruiting
recruiting an entirely new applicant pool every time the organization has one or more positions to fill
Talent-oriented staffing
recruiting and even hiring without a specific job opening.
employer value proposition
reflects what a company offers as an employer to manage internal and external perceptions of what it is like to work there
Process goals
relate to the hiring process itself, including how many of what quality applicants apply, attracting appropriate numbers of diverse applicants, and meeting hiring timeline goals, such as completing interviews within two weeks and making job offers within one week of the final interview.
Task inventory approach
relies on job experts to generate a list of job relevant tasks
business process outsourcing
relocating an entire business function to an independent service provider
judgmental forecasting
relying on the experience and insights of people in the organization to predict a firm's future employment needs
H-1B visa program
requires employers to attempt to fill jobs with Americans before being granted a visa
extrinsic rewards
rewards that have monetary value
How does staffing help organizations with risk management?
risk managers are becoming increasingly aware that an organization's workers and staffing-related issues often pose great risk, particularly in uncertain times.
contingency search firms
search for candidates for their clients and are paid only when a candidate they present is hired
résumé database
searchable collections of prescreened résumés submitted to the company
Performance management involves
setting goals, appraising and evaluating past and cur-rent performance, and providing suggestions for improvement.
walk-ins
someone who applies in person with a company, often in response to a "we're hiring" sign on the premises
continuous recruiting
sourcing and processing candidates before the positions even become open
job fair
sourcing and recruiting events at which multiple employers and recruits meet with each other to discuss employment opportunities
geographic targeting
sourcing recruits based on where they live
Job design is
specifying the content and method of doing a job, and the relationship between jobs, to meet both the technological and organizational requirements of the job as well as the social and personal requirements of the workers doing the job
action plan
strategy to proactively address an anticipated surplus or shortage of employees
person specification
summarizes the characteristics of someone able to do the job well
external recruiting source
targets people outside the organization
gig economy
temporary and part-time work replaces traditional employment and independent workers contract with organizations for short-term engagements
employer value proposition
the balance between the intrinsic and extrinsic rewards an employee receives by working for a particular employer in return for the employee's job performance
A skill is
the capability to perform tasks accurately and with ease
Maturity life cycle stage:
the company's products or services have fully evolved, and their market share has been established
essential functions are
the fundamental duties or tasks of a position
spillover effect
the indirect or unintended consequence of an action
Job elements
the knowledge, skills, abilities, and other characteristics that reflect a broad range of job behaviors, intellectual behaviors, motor behaviors, and work habits
boolean searching
the language used to run advanced searches on LinkedIn and in other search engines
succession management
the ongoing process of recruiting, evaluating, developing, and preparing employees to assume other positions in the firm in the future
distributive fairness
the perceived fairness of the hiring or promotion outcome
hiring yields
the percentage of applicants ultimately hired
What is Affirmative Action?
the proactive effort to eliminate discrimination and its effects and to ensure nondiscriminatory results in employment practices in the future
Workforce planning is
the process of predicting an organization's future employment needs and assessing its current employees and the labor market to meet those needs.
Strategic Staffing
the process of staffing an organization in future-oriented, goal-directed ways that support the business strategy of the organization and enhance its effectiveness.
staffing yields
the proportion of applicants moving from one stage of the hiring process to the next
recruiter profile
the set of recruiter characteristics most effective in previously attracting desired applicants
total rewards
the sum of a job's intrinsic and extrinsic rewards
Job analysis
the systematic process of identifying and describing the important aspects of a job and the characteristics a worker needs to do it well
staffing efficiency
the total cost associated with the compensation of the newly hired employees
How are schemas developed?
to be exposed to numerous examples of ethical standards, issues, and considerations, as well as a variety of possible decisions and their consequences for all stakeholders.
recruiting yield analysis
tracks the recruiting source(s) that produced each applicant and evaluates each recruiting source on the basis of relevant criteria including the number and proportion of qualified applicants coming from each source and their demographic characteristics
employee development
training employees to extend their capabilities and prepare them to assume other jobs and roles in the firm
If the staffing function fails to hire candidates with appropriate qualifications,
training them may be an organization's only option.
full-scale recruitment process outsourcing (RPO)
transfers all sourcing and recruiting activities to an outside service provider that then acts as a company's internal recruitment function for some or all its hires under a long-term contract
on-demand recruitment process outsourcing (RPO)
transfers some, but not all, recruiting, sourcing, and hiring coordination on an as-requested basis
cultural awareness
understanding of how our own culture can influence our behavior, assumptions, and values
chatbot
use artificial intelligence to hold a conversation between applicants and recruiters
sourcer
uses analytical skills to mine social media, competitor web pages, organizational charts, and other sources to identify promising talent
geofencing
uses global positioning system (GPS) and radio frequency identification to set up a virtual, wireless perimeter so that only people in that area receive messages or advertisements on their cell phones.
remarketing
uses paid advertising to present targeted online ads to people who visit a company's careers page
trend analysis
using past employment patterns to predict future needs
gamification
virtual games incorporating elements including points, competition, badges, and role-playing to encourage job seeker engagement with an employer
replacement charts
visually shows each of the possible successors for a job and summarizes their present performance, promotion readiness, and development needs
observation
watching people working in similar jobs for other companies to evaluate their potential fit with your organization
web crawler
websites that continually search the Web for information about people with desirable talents and sell access to their database of potential recruits
Introduction life cycle stage:
when a company is forming and still relatively new
A mixed motive case
when an employer is accused of having both a legitimate and an illegitimate reason for making an employment decision
signaling
when applicants interpret recruitment experiences as symbolic of broader organizational characteristics
When would a couple use talent-oriented staffing rather than job-oriented?
when labor markets are tight and good recruits are hard to find
Job rotation
workers move from one job to another rather than performing a single job
direct labor
workers who actually create products or provide services
indirect labor
workers who do not actually touch the company's product but who support the direct labor
