MANG 4469 EXAM 1

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

Staffing strategy

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

job elements method

uses expert brainstorming sessions to identify the characteristics of successful workers

strategy during decline phase

when markets are shrinking and business performance is weakening: Can pursue a cost-leadership strategy and allow the decline to continue until the business is no longer profitable.

Five requirements of a competitive advantage

1. The resource must be valuable to the firm by exploiting opportunities and/or neutralizing threats in an organization's environment. 2. The resource must be rare among the company's current and future competition. 3. The resource must not be easily substituted or replaced with another resource. 4. The resource must not be easily imitated by other firms. 5. The company must be organized to be able to exploit the resource.

Adverse Impact

When an action has a disproportionate effect on a protected group, regardless of the employer's intentis justified by business necessity or job relatedness (a bona fide occupational qualification or BFOQ)

competency modeling

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

4/5 or 80% rule

a selection rate for any race, sex, or ethnic group which is less than 4/5 (or 80%) of the rate for the group with the highest rate will generally be regarded as evidence of adverse impact

Competitive advantage

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

selecting talent

assessing job candidates and deciding who to hire

Growth Strategy

company expansion organically (happening as the organization expands from within by opening new locations) or through mergers and acquisitions

retaining talent

keeping successful employees engaged and committed to the firm

recruiting talent

making decisions and engaging in practices that affect either the number of types of individuals willing to apply for and accept job offers

structured interview technique

subject matter experts provide information about the job verbally in structured interviews

Human process advantage

superior work processes that create a competitive advantage.

Human resource strategy

the linkage of the entire human resource function with the firm's business strategy in order to improve business strategy execution.

3 criteria for employee value propositions

1.Magnitude refers to a reward package that is neither too small nor too large in economic terms. 2. Mix refers to the composition of the reward package matching the needs and preferences of applicants or employees. 3.Distinctiveness refers to the uniqueness of the total reward package.

A system of beliefs about how employees should be treated is: A) Talent Philosophy B) Human resource strategy C) Staffing Strategy D) Employee Manifesto

A) Talent Philosophy

Deployment involves ________. A) assigning talent to appropriate jobs and roles in the organization B) negotiating an employment contract C) getting new hires up to speed and productive on their job D) getting a job requisition approved

A) assigning talent to appropriate jobs and roles in the organization

Axis Auto tries to keep its operational spending as low as possible so that it can pass its savings on to customers in the form of lower prices. This is known as a ________ strategy. A) cost-leadership B) differentiation C) specialization D) growth

A) cost-leadership

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

A) workforce planning

Process Goals during the hiring process (Staffing Goals)

Attracting 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 a Human Capital Advantage? A) Having a great deal of financial resources available B) Acquiring a stock of quality talent that creates a competitive advantage C) Your staff can beat up your competitor's staff. D) A strong advantage in the process of employee selection

B) Acquiring a stock of quality talent that creates a competitive advantage

The organization we highlighted in chapter 2 was called A) University of New Orleans B) Blackrock C) Netflix D) Facebook

B) Blackrock

Which of the following is true about external hiring? A) It sends employees the message that good performance can be rewarded with a promotion. B) It can enhance organizational diversity. C) Jobs can be filled faster than through internal hiring. D) External hires reinforce the organization's culture more than do internal hires.

B) It can enhance organizational diversity.

This perspective proposes that a company's resources and competencies (including its talent) can produce a sustained competitive advantage by creating value for customers. A) Equity theory B) Resource-based view of the firm C) Agency theory D) Bull shit corporate theory

B) Resource-based view of the firm

Hiring people who are efficient, trainable, and willing to follow standardized procedures would support a(n) ________ competitive advantage. A) product leadership B) operational excellence C) customer intimacy D) training and development

B) operational excellence

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

B) staffing an organization in future-oriented and goal-direced ways that support the organization's business strategy and enhance organizational effectiveness

negligent hiring

Based on the common law concept that an employer has a general obligation not to hire an applicant that they knew or should have known, poses a risk of harm to third parties

Creating a favorable image in desired applicants' minds about the organization being a good place for them to work is ________. A) creating a talent profile B) deployment C) employer branding D) socialization

C) employer branding

Putting together an attractive job offer and negotiating with the candidate the company wants to hire is part of ________. A) onboarding B) attracting C) recruiting D) acquiring

D) acquiring

When a firm pursues a differentiation strategy, it is attempting to ________. A) achieve the efficient production and delivery of products B) be the lowest-cost producer for a particular level of product quality C) expand the company to increase the firm's sales D) develop products that have unique characteristics

D) develop products that have unique characteristics

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

D) sourcing

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

D) what it can do differently from its competitors

example of disparate treatment

Employer is accused of having both, a legitimate, and an illegitimate reason for making the employment decision. It is sufficient to show that a protected characteristic (race, sex, etc.) was a motivating factor in an employment decision, even if other legitimate factors (such as absences) also motivated the decision.

Outcome Goals-after hire (Staffing Goals)

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

How strategic staffing differs from traditional staffing?

Longer-term planning Alignment with the firm's business strategy alignment with the other areas of HR VS. less tied to strategy more reactive and likely to be done in response to an opening lacks continuous imporvement effort

Strategy during growth phase

New and growing firms often pursue innovation or differentiation strategies to distinguish themselves from their competition. Because they are less established and thus higher-risk employers, they often need to invest more money and resources in staffing to attract the talent they need to grow.

Product Leadership

Provide a continuos stream of new cutting-edge products and services Objectives is the fast commercialization of new ideas

Disparate Treatment

The intentional discrimination based on a person's protected characteristic

Flow statistics

compare the percentage of applicants hired from different subgroups to determine if they are significantly different from each other

Stock statistics

compare the percentage of men, women, or minorities employed in a job category with their availability in the relevant population of qualified people interested in the position

concentration statistics

compare the percentages of men, women, or minorities in various job categories to see if men, women, or minorities are concentrated in certain workforce categories

Employment at will

either party can terminate the employment relationship at any time, for just cause, no cause, or any cause that is not illegal, with no liability as long as there is no contract for a definite term of employment

Business Strategy

how a company will compete in its marketplace.

critical incidents technique

identifies behaviors extremely effective or extremely ineffective behaviors by documenting critical incidents that have occurred on the job

job rewards analysis

identifies the intrinsic and extrinsic rewards of a job

structured questionnaires

involves using a list of preplanned questions designed to analyze a job (e.g., the Position Analysis Questionnaire or PAQ)

negligent retention

is similar to negligent hiring, but it focuses on situations in which a company knowingly retains employees who have a high risk of injuring themselves or others.

task inventory approach

job experts generate a list of 50-200 tasks that are grouped in categories reflecting major work functions that are then evaluated on dimensions relevant for selection

strategy during maturity phase

products and services have fully evolved, and the product's market share has become established: The focus shifts to maintaining or obtaining further market share through cost leadership, often by streamlining operations and focusing on efficiency.