MHR

3 levels of HR profession certifications

CHRP [LVL1] -certified HR professional -entry lvl CHRL [LVL2] -certified HR leader -professional CHRE [LVL3] -certified HR executive need to re-certif every 3 years The CCHRA governs these 3

A small selection ratio, such as 1:2, may be indicative of

a limited number of applicants from which to select, and it may also mean low-quality recruits. If this is the case, it is generally better to start the recruitment process over again, even if it means a hiring delay

Markov Analysis

technique to track the pattern of employee movements through various jobs and develop a transitional probability matrix for forecasting internal supply by specific categories, such as position and gender. analysis shows the actual number (and percentage) of employees who remain in each job from one year to the next, as well as the proportions promoted, demoted, transferred, and leaving the organization. From this information, replacement charts or summaries and succession plans can be developed.

Two common sources of non-permanent staff are

temporary help agencies and contract workers.

to assess differential validity

Separate validation studies of selection techniques should be conducted for different subgroups, such as visible minorities and women In some cases, the technique may be a valid predictor of job success for one group (such as white males) but not for other applicants, thereby leading to systemic discrimination

If discrimination is found, two forms of remedies can be imposed

Systemic remedies (forward looking) require the respondent to take positive steps to ensure compliance with legislation, both in respect to the current complaint and with respect to any future practices Restitutional remedies include monetary compensation for the complainant to put him or her back to the position he or she would be in if the discrimination had not occurred (this includes compensation for injury to dignity and self-respect)

DEFINE HUMAN RESOURCE MANAGEMENT

THE MANAGEMENT OF PPL IN ORGANIZATIONS TO DRIVE SUCCESSFUL ORGANIZATIONAL PERFORMANCE AND ACHIEVEMENT OF ORGANIZATIONS STRATEGIC GOALS

pros cons of Nominal Group Technique

The advantages of this technique include involvement of key decision makers, a future focus, and the fact that the group discussion involved in the third step can facilitate the exchange of ideas and greater acceptance of results. Drawbacks include subjectivity and the potential for group pressure to lead to a less accurate assessment than could be obtained through other means

occupational segregation

The existence of certain occupations that have traditionally been male dominated and others that have been female dominated. such as nursing, teaching, sales

Competency-based job analysis

basically means writing job descriptions based on competencies rather than job duties. It emphasizes what the employee must be capable of doing, rather than a list of the duties he or she must perform. observable and measurable behaviours that comprise part of a job "In order to perform this job competently, the employee should be able to . . ." contrasts with the traditional way of describing a job in terms of job duties and responsibilities. Competency-based analysis focuses more on "how"

electronic monitoring

becoming easier and less expensive as new software is developed, that can track websites visited by workers and the time spent on each have permitted electronic surveillance as long as there is proper balancing of opposing interests. if there is a written policy in place The policy should be updated regularly to reflect changes in technology unless employees have given consent to be monitored because of the risk of personal information being collected directly or indirectly from websites visited

Recruitment begins with

begins with the identification of a position that requires staffing and is completed when résumés or completed application forms are received from an adequate number of applicants

Job Enrichment

best way to motivate workers is to build opportunities for challenge and achievement also known as vertical loading defined as any effort that makes an employee's job more rewarding or satisfying by adding more meaningful tasks and duties. assume a greater role in the decision-making process.

Filling open positions with inside candidates has several advantage:

both parties benefit from maintaining a long-term relationship. enhancing their commitment, morale, and performance provided with a longer-term perspective when making business decisions safer to promote from within, because the firm is likely to have a more accurate assessment of the person's skills and performance level

why can Enforcement of employment standards legislation and human rights legislation can be especially challenging

(both of which are jurisdictional) as a number of organizations operate in multiple jurisdictions. Therefore, these organizations are subject to multiple and sometimes varying human rights legislation rules

Situation 3. Monty applied for a position as a software engineer in a large firm. As part of the selection test, he was asked to complete a questionnaire measuring his level of extroversion. He had to take the test twice, once on paper and once over a computer, and both times he scored around 150 points, indicating he had a high level of extroversion. This test is __________ and __________.

invalid; reliable

Situation 2. In an interview for the position of team lead, Daniela was asked how many hours she spends completing group fitness activities when not at work. The interviewer felt this was a good reflection of whether or not she could lead the team effectively. Daniela claimed that the number of hours she spent on these types of tasks varied based on the weather and other commitments she had. This test is __________ and __________.

invalid; unreliable

Job Enlargement (Horizontal Loading)

involves assigning workers additional tasks at the same level of responsibility to increase the number of tasks they have to perform Job enlargement reduces monotony and fatigue by expanding the job cycle and drawing on a wider range of employee skills.

Three Reasons to Use Competency Analysis

1] -listing of specific duties may actually backfire if a high-performance work system is the goal. -contrasts encouraging team members to rotate freely among jobs, more responsibility, enthusiastic about learning and moving among jobs. 2] -it is MORE STRATEGIC -encourage employees to develop their expertise in strategically crucial areas. 3] -supports the employer's performance management process. -rewards should be based on fostering and rewarding the skills and competencies required to achieve work goals

PHASES IN HRM

1] -non existent role -personnel admins assumed responsibility for firing and hiring, ran payroll, prodcedures 2] -scientific management -operational efficiency increased but wages did not keep up -distrust management -> unions -legislations and legal stuff came 3] -direct result of government legislation passed during 1960-80. -human rights, wages, benefits, working conditions, health. -tech advances -> outsourcing HR functions like admin, managment development, and training 4] -current phase, where it evolved to helping the organization to achieve strat objectives -focus on human-capitial life cycle: selection to assimilation into the firm, development of capabilities, and transition out of the organization

5 MAJOR FORCES DRIVING THE CHANGE OF HR ROLE

1] CHANGING TECHNOLOGY -helped automate HR functions -freed up professionals from repetitive tasks to focus on more critical functions 2]NEW RULES -lots of scandals created new laws and expectations 3]SUCCESSION PLANNING -now need to think critically about time + contingency -need place for CEO 4]IDENTIFYING TOP TALENT -some now come to focus on a smaller portion of employees that are the top 5] NEW BREED OF HR LEADERS -rise of CHRO (chief HR officer) or CTO (chief talent officer) -new recogization of these roles and capabilities.

Hierarchy of Employment Legislation in Canada

1]constitutional law, particularly the Charter of Rights and Freedoms (basic rights) 2]human rights codes (protection from discrimination) 3]employment standards legislation (minimum and conditions of employment) 4]ordinary laws laws that specifically regulate some areas of HRM -health and safety -union relations -pensions regulation 5]collective bargaining agreement (terms and conditions of employment that both employees and employers must abide by legally) 6]contract law

why is Job enrichment is not always the best approach for job motivation

not all employees want additional responsibilities and challenges. Some people prefer routine jobs and may resist job redesign efforts job redesign efforts almost always fail when employees lack the physical or mental skills, abilities, or education needed to perform the additional tasks required post job enrichment.

Providing equal access to employment is largely based

on the removal of physical, attitudinal, and systemic barriers. Even when all of these factors are considered, there might still be a need for accommodation. company must demonstrate individualized attempts to accommodate the disability to the point of undue hardship

Interviews can also be classified based on how they are administered:

one-on-one or by a panel of interviewers sequentially or all at once (sequential interview, the applicant is interviewed by several persons in sequence before a selection decision is made) face-to-face or technology-aided

Accessing Candidate Pools

open houses, job fairs, professional and trade associations, labour organizations, and military personnel.

To successfully fill positions internally

organizations must manage performance and careers

Forecasting the Availability of Candidates (Supply)

concern is how projected openings will be filled. There are two sources of supply: Internal—present employees who can be trained, transferred, or promoted to meet anticipated needs External—people in the labour market not currently working for the organization, including those who are employed elsewhere and those who are unemployed who can be expected to join the organization to meet anticipated needs Skills Inventories and Management Inventories Replacement Charts and Replacement Summaries Succession Plans Markov Analysis

Temps provide employers with three major benefits:

cost much less than permanent employees, as they generally receive less compensation ---- If a temp performs unsatisfactorily, a substitute can be requested immediately. ----- choose full-time employees from the ranks of their top-performing temps

To make a company attractive to older workers, it is important to

deal with stereotypical attitudes toward older workers through education, ensure that HR policies do not discourage recruitment of older workers, develop flexible work arrangements, and redesign jobs to accommodate decreased dexterity and strength

Ergonomics

seeks to integrate and accommodate the physical needs of workers into the design of jobs. It aims to adapt the entire job system—the work, environment, machines, equipment, and processes—to match human characteristics.

process chart

shows the flow of inputs to and outputs from the job under study

Lack of or inadequate human resources planning within an organization can result in

significant costs when unstaffed positions create costly inefficiencies and when severance pay is required for large numbers of employees being laid off. It can also create situations in which one department is laying off employees while another is hiring individuals with similar skills, which can reduce morale or productivity and can often result in turnover.

Interviews pros and cons

- allow for probing, and can let the interviewee vent frustrations or views that might otherwise go unnoticed by management. Interviews are also relatively simple and quick, and are more flexible than surveys The major drawback of the interview technique is potential distortion of information, whether due to outright falsification or honest misunderstandings. Interviewing is also fairly labour-intensive, and depends heavily on rapport between the interviewer and respondent. Group interviews are also fairly costly, because of the number of people taken away from their jobs to participate.

Work Simplification

- evolved from scientific management theory. It is based on the premise that work can be broken down into clearly defined, highly specialized, repetitive tasks to maximize efficiency. -may be very appropriate in settings employing individuals with intellectual disabilities or those lacking education and training -it is not effective, however, in a changing environment in which customers/clients demand custom-designed products and/or high-quality services, or one in which employees want challenging work.

Team-Based Job Designs

- job enrichment and the job characteristics model has been the increasing use -which focus on giving a team, rather than an individual, a whole and meaningful piece of work to do -Often they are cross-trained and then rotated through different tasks. -are best suited to flat and matrix organization structures

SCIENTIFIC MANAGEMENT

-1800 1900 -fredrick taylor -analyzing manafacturing processes, reduce production cost, compensation to employees -task simplification and performance based pay

BALANCED SCORECARD

-A METRIC FOR HRM MEASUREMENT -TRANSLATES THE FIRMS STRATS INTO A SET OF PERFORMANCE MEASURES financial (how should we appear to shareholders) internal business processes (what business processes we need to excel at) learning and growth (how to improve) cx (how should we appear to customers?) tries to fulfill the objectives, measures, targets, and initiatives in each group

Even when detailed résumés have been submitted, most firms also request that a standardized company application form be completed WHY

-Candidate comparison is facilitated because information is collected in a uniform manner -information that the company requires is specifically requested, rather than just what the candidate wants to reveal -own work since done on premise -Many application forms today have an optional section regarding designated group member status. The data collected are used for employment equity tracking purposes.

Recruiting from within also has a number of drawbacks:

-Employees who apply for jobs and don't get them may experience discontentment -required to post all job openings and interview all inside candidates, even when they already know whom they want to hire, thus wasting considerable time and creating false hope on the part of those employees not genuinely being considered. -Employees may be less satisfied with and accepting of a boss appointed from within their own ranks than they would be with a newcomer [adjust to no longer being "one of the gang."] -new and innovative direction is needed.

DESCRIBE THE "LINKING COMPANY WIDE AND HR STRAT" CHART

-FROM SWOT, IT GUIDES AND MAKES COMPANY'S STRATEGIC SITUATION -THEN MAKES THE COMPANY STRAT PLAN -THEN COMPANY HR RESPONDS TO THIS AND SUPPORTS THE COMPANY PLAN -CREATES ORGANIZATIONAL PREFORMANCE

HUMAN CAPITIAL

-IS IMPORTANT AS FINANCE CAPITAL TO OPERATE -IT IS THE KNOWLEDGE, EDUCATION, TRAINING, SKILLS, AND EXPERTISE OF WORKERS -RAISE COMPETITIVE ADVANTAGE FROM THIS

why have managers started changing the traditional definition of a job

-In the twenty-first century, the traditional meaning of a "job" as a set of well-defined and clearly delineated responsibilities has changed. -grappling with challenges such as rapid product and technological change, global competition, deregulation, political instability, demographic changes, and a shift to a service economy -need to have them willingly switch from task to task as jobs and team assignments change INSTEAD of limiting to narrow jobs -more team-based and collaborative, more dependent on social skills, more dependent on technological competence, more time pressured, more mobile, and less dependent on geography -This situation has led some organizations to focus on personal competencies and skills in job analysis, hiring, and compensation management, rather than on specific duties and tasks.

Step 5: Writing Job Descriptions and Job Specifications

A job description is a written statement of what the jobholder actually does, how he or she does it, and under what conditions the job is performed. Job Identification (position title department and location) -Authority -Performance Standards/Indicators

mass interview

A more stressful variant of the panel interview panel poses a problem to be solved and then sits back and watches which candidate takes the lead in formulating an answer

Internal Solutions to a Labour Shortage

A transfer involves a lateral movement from one job to another that is relatively equal in pay, responsibility, or organizational level. -broaden an employee's skills and perspectives, and help make him or her a better candidate for future promotions A promotion involves the movement of an employee from one job to another that is higher in pay, responsibility, or organizational level. employee retention -warrant further investigation into why employees are leaving and which types of employees are leaving. Rather than a broad focus on retention, organizations can benefit from focusing on retaining key employees or employees with strong job performance

tests used to measure knowledge or proficiency acquired through education, training, and experience are known

A) achievement tests.

__________ often maintain a roster of members such as skilled tradespeople to send out on assignment when requests from employers are received.

Union hiring halls

When assessing persons with disability, the people responsible for assessment should

AAlter the nature or level of the qualification being assessed. BProvide all applicants with an equal opportunity to fully demonstrate their qualifications. CDetermine assessment accommodations on a case-by-case basis.

why do many firms prefer to use replacement summaries

Although replacement charts provide an excellent quick reference tool, they contain very little information Such summaries list likely replacements for each position and their relative strengths and weaknesses, as well as information about current position, performance, promotability, age, and experience. additional data can be extremely helpful to decision makers

how is the macro-level information commonly found for HRP?

An organization chart can provide HR planners and managers with an understanding of the organizational structure, business units, and possible career paths can be later be linked to more micro-level information like how many in each job, existing skill sets the employees have, as well as the demographic information and job-related information about the existing employee base

evolution of HRM

BUSINESS FUNCTION -payroll -time attendance BUSINESS PARTNER -applicant tracking -compensation, learning STRAT PARTNER -integrated talent -HR metrics NEXT STAGE -free agency -social media

Different Organizational Structures

Bureaucratic Characteristics Top-down management approach Many levels, and hierarchical communication channels and career paths Highly specialized jobs with narrowly defined job descriptions Focus on independent performance Flat Characteristics Few levels and multidirectional communication Broadly defined jobs with general job descriptions Emphasis on teams and on product development Matrix Characteristics Each job has two components: functional and product Finance personnel for product B are responsible to both the finance executive and the product B executive

What of the following is known as a comprehensive and systematic procedure used to evaluate a candidate's management potential?

C) A management assessment centre

what are new expectations of HR professionals? core competencies?

CREDIBLE ACTIVIST -being credible (respect, trusted) and active (takes a position, challenges assumptions) -shared with non-HR positions as well CULTURE AND CHANGE STEWARD -ability to appreciate, help shape, and articulate an organization's corporate culture -employee engagement, the emotional and intellectual involvement -engaged employees drives growth because they go above and beyond and they understand the values and goals TALENT MANAGER AND ORGANIZATIONAL DESIGNER -play pivotal in lowering labour costs -examples like adopting more effective recruitment, selection, and training programs -savings from lower turnover, lower training costs, and improved capabilities STRATEGY ARCHITECT -integrating internal stakeholder and external expectations -identify, forecast, facilitate to changing pressures -formulate and implement organizational strats OPERATIONAL EXECUTOR -expected to be "change agents" -flattening the pyramid, empowering employees BUSINESS ALLY -envir scanning, supply competitive intelligence

Reasonable Accommodation

Employers are required to adjust employment policies and practices so that no individual is prevented from doing his or her job on the basis of prohibited grounds for discrimination. may involve scheduling adjustments to accommodate religious beliefs or workstation redesign to enable an individual with a physical disability to perform a particular task.

Executive Search Firms

Employers use executive search firms to fill critical positions in a firm, usually middle- to senior-level professional and managerial positions. Such firms often specialize in a particular type of talent, such as executives, sales, scientific, or middle-management employees. Compared with the value of the time savings realized by the client firm's executive team, however, such a fee often turns out to be insignificant have many contacts, and are especially adept at contacting qualified candidates who are employed and not actively looking to change jobs (which is why they have been given the nickname "headhunters")

Managing the process in a legally defensible way involves keeping the following guidelines in mind:

Ensure that all selection criteria and strategies are based on the job description and the job specifications. Do not ask questions that would violate human rights legislation, either directly or indirectly. Obtain written authorization for reference checking from prospective employees, and check references carefully. Save all records and information obtained about the applicant during each stage of the selection process. Reject applicants who make false statements on their application forms or résumés

golden parachute clause

Executives may be protected by a golden parachute clause in their contract of employment, which is a guarantee by the employer to pay specified compensation and benefits in the case of termination because of downsizing or restructuring

Uses of Job Analysis Information

Human Resources Planning -Knowing the actual requirements is essential for planning future staffing needs -possible to determine which jobs can be filled internally and which will require external recruitment Recruitment and Selection -decide what sort of person to recruit and hire -legal compliance on reqs Compensation -The relative value of jobs is one of the key factors used to determine appropriate compensation and justify pay differences -determine whether a job qualifies for overtime pay and for maximum-hours purposes, as specified in employment standards legislation. Performance Management -performance standards are determined through job analysis. -To be realistic and achievable, such standards should be based on actual job requirements as identified through job analysis. Labour Relations -job desc r generally subject to union approval before being finalized Training, Development, and Career Management -managers can determine gaps that require training programs Restructuring -having an accurate description of each job may lead to the identification of unnecessary requirements, areas of conflict or dissatisfaction, or health and safety concerns that can be eliminated through job redesign or restructuring

internal environmental influences

ORGANIZATIONAL CULTURE -consists of core values, beliefs, and assumptions -culture conveyed thru mission statement -it gives employees sense of direction and expected behav -fosters employee loyalty and commitment ORGANIZATIONAL CLIMATE -refers to the atmosphere that exists in an firm and impact on employees -can be friendly, secretive, rigid, etc -reflects in employee motivation, satisfaction, performance, and productivity MANAGMENT PRACTICES -now focused on flatter organizational forms, using cross functional teams, and improved communication -employee empowerment

what is Job analysis used for

Once this information has been gathered it is used for developing job descriptions (what the job entails) and job specifications (what the human requirements are).

types of Online Recruiting

Online recruiting can involve accessing one or more Internet job boards, using a corporate website, or using social networking sites.

five functions in the management process

PLANNING -goals, standards, plans, forecasting ORGANIZING -giving specific task -establishing departments -establish channels STAFFING -select, train, -setting standards, eval performance -counselling LEADING -getting others to get job done -maintain morale and motivation CONTROLLING -setting standards like quota -taking corrective actions

Conducting an Effective Interview

Planning the Interview Establishing Rapport Asking Questions Closing the Interview Evaluating the Candidate

__________ are extremely helpful when trying to secure candidates with specialized skills and are often used in areas such as IT, engineering, HR, and accounting.

Professional and trade associations

Step 4: Verifying Information

The job analysis information should be verified with any workers performing the job and with the immediate supervisor First, areas of inconsistency or concern can be further probed to develop awareness as to why the inconsistency exists and what should be done about it. Second, participants in the data collection techniques will be more honest and consistent knowing that they may later be held accountable for their contributions.

human capital theory

The knowledge, education, training, skills, and expertise of an organization's workforce

biographical information blank (BIB)

also known as a biodata form. Essentially, it is a more detailed version of an application form, focusing on biographical data found to be predictive of job success. about their background, experiences, and preferences, including willingness to travel and leisure activities. Because biographical questions rarely have right or wrong answers, BIBs are difficult to fake.

glass ceiling

an "invisible" barrier caused by attitudinal or organizational bias that limits the advancement opportunities of qualified individuals.

Effective harassment policies should include:

an antiharassment policy statement information for victims employees' rights and responsibilities antiharassment policy procedures penalties for retaliation against a complainant guidelines for appeals; other options such as union grievance procedures and human rights complaints; how the policy will be monitored and adjusted

completion of an application form or uploading a résumé is

an efficient means of collecting verifiable historical data from each candidate in a standardized format; it usually includes information about education, prior work history, and other job-related skills

potential pitfalls of Executive search firms

cannot do an effective job if they are given inaccurate or incomplete information about the job or the firm. It is therefore essential for employers to explain in detail the type of candidate required—and why A few headhunters are more salespeople than professionals [more interested in persuading the employer to hire a candidate than in finding one who really meets the job specifications] Agency staff is usually paid on a commission basis, and their desire to earn a commission may occasionally compromise their professionalism

Step 6: Hiring Decision and Candidate Notification

combining all the pieces of information according to a formula and giving the job to the candidate with the highest score aka statistical strategy, is generally more reliable and valid than is a subjective evaluation.78 -Regardless of collection methodology, all information used in making the selection decision should be kept in a file, including interview notes, test results, reference-checking information, and so on. In the event of a human rights challenge, negligent hiring charge, or union grievance about the selection decision, such data are critical.

bona fide occupational requirement (BFOR)

defined as a justifiable reason for discrimination based on business necessity, such as the requirement for the safe and efficient operation of the organization established three criteria that are now used to assess if the discrimination qualifies as a BFOR: Question of rationale: Was the policy or procedure that resulted in the discrimination based on a legitimate, work-related purpose? Question of good faith: Did the decision makers or other agents of the organization honestly believe that the requirement was necessary to fulfill the requirements of the role? Question of reasonable necessity: Was it impossible to accommodate those who have been discriminated against without imposing undue hardship on the employer?

Job Summary

describes the general nature of the job, listing only its major functions or activities.

The intent of an employment standards act (ESA) is to

establish minimum terms and conditions for workplaces pertaining to such issues as wages; paid holidays and vacations; maternity, parental, or adoption leave They also set the maximum number of hours of work permitted per day or week; overtime pay is required for any work in excess of the maximum. neither party can choose to opt out of or waive the rights established in the applicable ESA In contrast, the minimums established in an ESA can be exceeded in employment contracts If there is a conflict between the applicable ESA and another contract, the principle of greater benefit is applied

human-engineering approach to job design-- Why is it becoming increasingly important?

fight for competitiveness, the issues of workers' compensation, lost time due to injury, and the need to provide modified work programs top the list of challenges that must be met Designing jobs and equipment with the aim of minimizing negative physiological effects for all workers is thus linked to competitive advantage.

The most fruitful interviews for collecting job analysis info

follows a structured or checklist format Using a form ensures that crucial questions are identified ahead of time, that complete and accurate information is gathered, and that all interviewers (if there is more than one) glean the same types of data, thereby helping to ensure comparability of results

Forecasting Future Human Resources Needs (Demand)

forecasting range using either Quantitative or Qualitative techniques

constraints affecting the recruitment process

from organizational policies, such as promote-from-within policies also arise from compensation policies, since they influence the attractiveness of the job to potential applicants. inducements offered by competitors impose a constraint Perhaps the biggest constraint on recruiting activity at this time is the current labour shortage

Personal Information Protection and Electronic Documents Act (PIPEDA)

governs the collection, use, and disclosure of personal information across Canada, including employers' collection and dissemination of personal information about employees. Any information beyond name, title, business address, and telephone number is regarded as personal and private Employees must give consent for collection, use and dissemination of personal information.

When duties are not performed in a regular manner, for job info collection

he incumbent should be asked to list his or her duties in order of importance and frequency of occurrence. This will ensure that crucial activities that occur infrequently—like a nurse's occasional emergency room duties—aren't overlooked.

Challenges of human rights legislation are heard

heard by the human rights tribunal. The tribunal's primary role is to provide a speedy and accessible process to help parties affected by discrimination claims resolve the conflict through mediation.

Human Resources and Skills Development Canada (HRSDC)

helps unemployed individuals find suitable jobs and helps employers locate qualified candidates to meet their needs—at no cost to either party

The entire recruitment and selection procedure must comply with

human rights legislation

pros and cons of using Observations as job info collecting

is especially useful when jobs consist mainly of observable physical activities focuses more on reality than perception. As a result, third-party observation is often viewed as having more credibility --- A challenge is that observations can influence job behaviour. usually not appropriate when the job entails a lot of immeasurable mental activity (e.g., lawyers or design engineers) Nor is it useful if the employee engages in important activities that might occur only occasionally, such as compiling year-end reports.

why is it importnt to protect from discrimination

largely based on the principle of having an inclusive society with a barrier-free design and equal participation of persons with varying levels of ability Because employers set standards or requirements, they therefore "owe an obligation to be aware of both the differences between individuals, and differences that characterize groups of individuals. They must build conceptions of equality into workplace [or other] standards."

differences between line authority (line manager) staff authority (staff manager)

line aut -are managers and they have the right to issue orders to other managers or employees -superior/subordinate relationship -like VP telling them to get a report done staff -gives a manager the right to ADVISE other manager or employees -like when HR manager suggests to make some changes

Before estimating how many external candidates will need to be recruited and hired

management must determine how many candidates for projected openings will likely come from within the firm

Management Assessment Centres

management potential of 10 or 12 candidates is assessed by expert appraisers who observe them performing realistic management tasks. often a special room with a one-way mirror to facilitate unobtrusive observations

In flatter organizations...

managers have increased spans of control (the number of employees reporting to them) and thus less time to manage each one. Therefore, employees' jobs involve more responsibility

pros and cons of Delphi Technique

outsiders may be able to assess changes in economic, demographic, governmental, technological, and social conditions, and their potential impact, more objectively the advantages of the Delphi technique include involvement of key decision makers and a future focus; in addition, though, it permits the group to critically evaluate a wider range of views. Drawbacks include the fact that judgments may not efficiently use objective data, the time and costs involved, and the potential difficulty in integrating diverse opinions.

To manage careers effectively,

policies and systems must be established for recruitment, selection and placement (including transfer, promotion, retirement, and termination), and training and developmen

The disadvantages associated with employee referrals include

potential for inbreeding and nepotism to cause morale problems Perhaps the biggest drawback, however, is that this method may result in systemic discrimination.

Situational Testing

presented with hypothetical situations representative of the job for which they are applying (often on video)

a flaw in organization chart

presents a "snapshot" of the firm at a particular point in time, but it does not provide details about actual communication patterns, degree of supervision, amount of power and authority, or specific duties and responsibilities

Tort law

primarily judge-based law, whereby the precedent and jurisprudences set by one judge through his or her assessment of a case establishes how similar cases will be interpreted.

Human Rights Legislation

prohibits intentional and unintentional discrimination in employment situations and the delivery of goods and services

jurisdictions and their prohibition on discrimination

provincial/territorial laws are similar to the federal statute in terms of scope, interpretation, and application. All jurisdictions prohibit discrimination on the grounds of race, colour, religion/creed, sex, marital status, age, disability, and sexual orientation. Some, but not all, jurisdictions further prohibit discrimination on the basis of family status, nationality or ethnic origin, and various other grounds.

unstructured interview

questions are asked as they come to mind. allows the interviewer to ask questions based on the candidate's last statements and to pursue points of interest as they develop. Unstructured interviews generally have low reliability and validity

productivity refers to the

ratio of an organizations outputs to its inputs (ppl, capital, energy materials) & to improve managers must find ways to produce more outputs with CURRENT or LESS incputs

survivor syndrome

reason for this is the high cost associated with terminations range of emotions that can include feelings of betrayal or violation, guilt, or detachment. The remaining employees, anxious about the next round of terminations, often suffer stress symptoms, including depression, increased errors, and reduced performance.

Succession Plans

refers to the plans a company makes to fill its most important executive positions. It extends beyond the replacement chart by focusing on developing people rather than simply identifying potential replacements. The process of ensuring a suitable supply of successors for current and future senior or key jobs so that the careers of individuals can be effectively planned and managed. process includes: analysis of the demand planning of individual career paths career counselling and performance-related training planned strategic recruitment aimed at obtaining people with the potential to meet future needs

The degree to which interviews, tests, and other selection procedures yield comparable data over time is known as

reliability

Describe the impact of the Charter of Rights and Freedoms on HRM

the Charter impacts HR in all Canadian organizations through its influence on human rights legislation and employment-specific legislation, such as Employment Standards Acts, health and safety laws, union relations, and laws governing pensions and compensation. In particular, Section 15 of the Charter - Equality Rights prohibits discrimination (the foundation for human rights legislation.)

As the substitution of machine power for people power became more widespread

the positive correlation between (1) job specialization and (2) productivity and efficiency

Situation 1. Lauren took a test for a position as a firefighter. During the test, she was asked to carry 50 pounds up a flight of stairs repeatedly during a two-minute period, created to reflect parts of the job requirement. The first time she took the test, she completed six runs. The second time she took the test, she completed nine runs.This test is __________ and __________.

valid; unreliable

explain why HR plan (HRP) does not occur independently

w/ other departments within an organization (such as finance, marketing, and research and development). The HRP must align with the overall goals of the organization as well as both the long-term and short-term strategic plans set by the organization. An organization's strategic decision to expand, redirect, diverge, divest, partner, or merge will have an associated effect on the HR expectations and plans of the organization.

There are two general types of newspaper advertisements:

want ads and blind ads. Want ads describe the job and its specifications, the compensation package, and the hiring employer. Although the content pertaining to the job, specifications, and compensation is identical in blind ads, such ads omit the identity and address of the hiring employer. Although many job seekers do not like responding to blind ads

why do replacement charts include the age of potential internal candidates?

which cannot be used as a criterion in making selection or promotion decisions but is necessary to project retirement dates

HR PRACTICES ARE RELATED TO WHAT BETTER ORGANIZATIONAL PERFORMANCE

-EMPLOYEE EMPOWERMENT -PRODUCTIVITY

Step 3: Collecting Job Analysis Information

-The supervisor and incumbent generally also get involved, perhaps by filling out questionnaires individual/group/supervisory interviews is popular series of detailed questions regarding such matters as the general purpose of the job; responsibilities and duties; the education, experience, and skills required; physical and mental demands; and working conditions. -questionnaries -Observations -Participant Diary/Log

Step 5: Supervisory Interview and Realistic Job Preview

-The two or three top candidates typically return for an interview with the immediate supervisor, who usually makes the final selection decision. A realistic job preview (RJP) should be provided -to create appropriate expectations about the job by presenting realistic information about the job demands, the organization's expectations, and the work environment.

advantages and disadvantages to Internet Job Boards

-are fast, easy, and convenient -allow recruiters to search for candidates for positions in two ways [post job or look at posted resumes] One problem with Internet job boards is their vulnerability to privacy breaches. Fake job postings can lead to identity theft from submitted résumés, and résumés are sometimes copied onto competing job boards or other sites.

Step 1: Review Relevant Background Information

-find out the Organizational structure (relationships among jobs in an organization) with an organization chart. -the chart indicates the types of departments By means of connecting lines, it clarifies the chain of command and shows who is accountable to whom. -then, choosing a structure that is appropriate given the company's strategic goals -three common types of organizational structure: bureaucratic, flat, and matrix

possible solutions for labour surplus

-hiring freeze -attrition: standard resignation, retire, death -early retirement buyout -job sharing, ptj -layoff -termination

The advantages of external recruitment include the following:

-most entry-level positions must be filled by external candidates. -access to a larger pool of qualified candidates -more diverse applicant pool, which can assist in meeting employment equity goals -introduction of new ideas and creative problem-solving techniques -elimination of rivalry and competition -potential cost savings rather than providing extensive training

Specific situations in which an employment agency might be used for recruiting include the following:

-organization does not have an HR department/time -previously experienced difficulty in generating a pool of qualified candidates -particular opening must be filled quickly.

possible solutions for labour shortage

-overtime -temp workers -subcontracting -external recruitment -internal promotions or transfers

Intentional Discrimination

An employer cannot discriminate directly by deliberately refusing to hire, train, or promote an individual also in the form of differential or unequal treatment It is also illegal for an employer to engage in intentional discrimination indirectly through another party. Discrimination because of association is another possible type of intentional discrimination listed specifically as a prohibited ground in the legislation of several Canadian jurisdictions. It involves the denial of rights because of friendship or other relationship with a protected group member.

Step 1: Preliminary Applicant Screening

Application forms and résumés are reviewed, and those candidates not meeting the essential selection criteria are eliminated first. Then, the remaining applications are examined and those candidates who most closely match the remaining job specifications are identified and given further consideration. use of technology is becoming increasingly popular "crowdsourcing" for screening decisions

Step 4: Background Investigation/Reference Checking

At least one-third of applicants lie -Information to Be Verified criminal record check, independent verification of educational qualifications -Obtaining Written Permission applicants should be asked to indicate, in writing, their willingness for the firm to check w references.

Authority for recruitment is generally delegated to ______ except in small businesses where ______ usually recruit their own staff

Authority for recruitment is generally delegated to HR staff members, except in small businesses where line managers usually recruit their own staff. HR team typically includes specialists, known as recruiters, whose job is to find and attract qualified applicants.

Three types of validity are particularly relevant to selection:

Criterion-Related Validity - tool predicts or significantly correlates with important elements of work behaviour -ex: strong sales ability on a test = also have high sales on the job Content Validity -When a selection instrument, such as a test, adequately samples the knowledge and skills needed to perform the job -For example, asking a candidate for a secretarial position to demonstrate word processing skills, as required on the job, has high content validity. Construct Validity - tool measures a theoretical construct or trait deemed necessary to perform the job successfully -ex:Intelligence, verbal skills, analytical ability -psychological trait or attribute is related to satisfactory job performance

HRP has recently become a key strategic priority not just for HR departments but for strategic business planners as well--why

Currently, Canada is in the beginning stages of a major labour shortage. The existing labour shortage in Canada is forecast to increase to 1 million workers over the next 15 years.1 As the baby boom generation begins to retire, there are not enough candidates to fill vacant positions In addition, fertility rates in Canada continue to decline, resulting in fewer possible workers for the future labour force.

management inventories

Data pertaining to managerial staff are compiled here Records summarizing the background, qualifications, interests, and skills of management employees, as well as information about managerial responsibilities and management training, are used to identify internal candidates eligible for promotion or transfer opportunities.

Designing an effective selection process 5 steps

Decide who will be involved in the selection process and develop selection criteria ------- Specify musts and wants and weight the wants ------ develop an evaluation form. decide to use what assessment strategies (situational questions? a written test?) ---------- Develop interview questions (Job-knowledge questions and worker-requirements questions) ---------- Develop candidate-specific questions (based on each candidate's résumé and application form.)

Employer Branding Steps

Define the target audience Develop the employee value proposition Reinforce value proposition in communication (should use various channels, such as television, radio, print, websites, social media, and so on)

6 MAJOR EXTERNAL ENVIRONMENTAL INFLUENCES ON HRM

ECONOMIC -affects supply and demand for products and services -healthy=hire more -downturn=offer attractive early retirement programs LABOUR MARKET ISSUES -increasing workforce diversity -ethnic, gender, generational differences -rise of nonstandard or contingent workers like home, standby, ptj , often poorly paid and no job security TECH -enable to work anywhere -also concerns about data control, privacy GOVERNMENT -human rights, employment standards, labour relations, workers comp GLOBALIZATION -emergence of a single global market, expand, -need to come familiar to legislations in other countries and manage ethical dilemmas ENVIRONMENTAL CONCERNS -evidence that interest in environmental issues is motivating behaviours -gain market share but also strong employee retention tool

__________ are effective when searching for candidates who require formal training but need relatively little full-time work experience.

Educational institutes

complaints with ESAs

Employees are required to give up their rights to sue an employer in civil court once a claim is filed with the ministry of labour. This protects employers from dual proceedings on the same issue, and protects courts from being overwhelmed with duplicate cases -strict limitation periods, establishing the maximum amount of time that can elapse between the violation and the filing of a complaint -also a general maximum claim limit

two opposing interpretations of Canadian legislation

Employees often choose to view the regulations as a statutory floor and expect to receive higher than the minimum requirements (more than the minimum wage, minimum entitlement for vacation days, minimum entitlement for severance pay, and so on). In contrast, employers often prefer to view legislated guidelines as a contractual ceiling and align maximum commitment levels to the minimums established in the guidelines

Quantitative techniques vs Qualitative approaches

In large organizations, needs forecasting is primarily quantitative in nature and is the responsibility of highly trained specialists determining human resources requirements include trend analysis, ratio analysis, scatter plot analysis, and regression analysis -- Qualitative approaches to forecasting range from sophisticated analytical models to informal expert opinions about future needs, often involving subjective interpretations or estimates, such as the nominal group technique or the Delphi technique.

techniques to relieve monotony and employee boredom

Job Enlargement -additional tasks at the same level of responsibility job rotation -systematically moving employees from one job to another

Step 6: Communication and Preparations for Revisions

Job analysis must be structured enough to allow for modifications as required while still providing current and future employees with an understanding of what they are expected to do may choose to (1) regularly update the data collected in a proactive manner, (2) develop systems to collect data on an ongoing basis, or (3) adjust job analysis activities in a reactive manner after a significant organizational change is initiated. Information provided from the job analysis must be communicated to all relevant stakeholders like -Recruiters use this information to determine and assess the desired knowledge -Compensation specialists can use this information to develop or modify pay scales according to job-related activities.

recruitment process has a number of steps:

Job openings are identified through HR planning or manager request. reviewing the job description and the job specifications and updating them, if necessary Appropriate recruiting source(s) and method(s) [ internal or external] A pool of qualified recruits is generated. and then reflect on the diversity goals or employment equity legislation

Most Successful Ways to Find a Job in Canada

Networking (35 percent) Online Job Boards (24 percent) Agencies or Recruiters (13 percent) Cold Calls (10 percent) Online Networks (5 percent) Newspapers or Classified Ads (3 percent)

model that evalutates expertise in 9 different function areas

ORGANIZATIONAL 1-workforce planning 2-labour employee relations 3-total rewards TEAMBASED 4-professional practices 5-organizational effectiveness 6-labour and employee relations INDIVIDUAL 7-learning and development 8-health and safe workplace 9- hr metrics and reporting

Position Analysis Questionnaire (PAQ)

One of the most popular pre-developed, structured job analysis questionnaires filled in by a job analyst, who should already be acquainted with the particular job to be analyzed The advantage of the PAQ is that it provides a quantitative score or profile of the job in terms of how that job rates on six basic dimensions Because it allows for the assignment of a quantitative score to each job based on these six dimensions, the PAQ's real strength is in classifying jobs. Results can be used to compare jobs with one another; this information can then be used to determine appropriate pay levels

Common Interviewing Mistakes

Poor Planning -leads to a relatively unstructured interview -little or no cross-candidate job-related information. Snap Judgments Negative Emphasis -Many interviewers seem to have a consistent negative bias. Halo Effect Poor Knowledge of the Job -do not know precisely what the job entails and what sort of candidate is best suited for it Contrast (Candidate-Order) Error -order in which applicants are seen Influence of Nonverbal Behaviour -often account for more than 80 percent of the applicant's rating. This finding is of particular concern since nonverbal behaviour is tied to ethnicity and cultural background. Leading - are so anxious to fill a job that they help the applicants to respond correctly to their questions by asking leading questions or guiding Too Much/Too Little Talking Similar-to-Me Bias

Six Typical Hurdles in the Selection Process

Preliminary applicant screening Selection testing Selection interview Background investigation/reference checking Supervisory interview and realistic job preview Hiring decision and candidate notification

Steps in Job Analysis

Relevant organizational information is reviewed. Jobs are selected to be analyzed. Using one or more job analysis techniques, data are collected on job activities. The information collected in Step 3 is then verified and modified, if required. Job descriptions and specifications are developed based on the verified information. The information is then communicated and updated on an as-needed basis.

is the degree of dependability, consistency, or stability of the measures used

Reliability

time-lapse data

The average number of days from when the company initiates a recruitment method to when the successful candidate begins to work amount of lead time available can be taken into account when deciding which strategy or strategies would be most appropriate. "These data indicate that, using on-campus recruiting, the firm must initiate recruitment efforts at least 45 days before the anticipated job opening date"

Explain the purpose of employment standards legislation, and the concept of "the greater good" when assessing these minimums

The concept of the "greater good" or "greater benefit" means that if an employment contract is more generous than the minimum term/condition in ESA, then the contract has to be honoured. The employer cannot revert back to the minimum

Human resources activities are now being seen as falling into two categories

The first is the traditional operational (administrative) category, where HR hires and maintains employees and then manages employee separations. The second is the more recent strategic category, where HR is focused on ensuring that the organization is staffed with the most effective human capital to achieve its strategic goals.

When choosing the external recruitment method(s), several factors should be considered are:

The type of job to be filled has a major impact on the recruitment method selected [professional search firms vs online post] yield ratio time-lapse data

DESCRIBE THE GROWING PROFESSIONALISM IN HRM

They are now have a common body of knowledge, benchmarked performance standards, code of ethics, training creds, etc

Intelligence (IQ) tests

They measure not a single "intelligence" trait, but rather a number of abilities, including memory, vocabulary, verbal fluency, and numerical ability. An IQ score is actually a derived score, reflecting the extent to which the person is above or below the "average" adult's intelligence score

why are there regulations

To avoid flooding the courts with complaints and the prosecutions of relatively minor infractions, the government in each jurisdiction creates special regulatory bodies to enforce compliance with the law and aid in its interpretation.

supplemental unemployment benefits (SUBs)

To ease the financial burden of layoffs, some organizations offer this are a top-up of EI benefits to bring income levels of temporarily laid-off workers closer to their regular, on-the-job pay. SUB programs are generally negotiated through collective bargaining between the employee and employer.

outplacement assistance

To soften the blow of termination, outplacement assistance, generally offered by an outside agency, can assist affected employees in finding employment elsewhere

Quantitative Approaches

Trend Analysis -studying the firm's employment levels over the last three to five years to predict future needs. -assuming that the past is a strong predictor of the future Ratio Analysis -making forecasts based on the ratio between some causal factor (such as sales volume) and the number of employees required -Like trend analysis, ratio analysis assumes that productivity remains about the same The Scatter Plot -used to determine whether two factors—a measure of business activity and staffing levels—are related -If they are, then when the measure of business activity is forecast, HR requirements can also be estimated. -Carefully drawing a line that minimizes the distances between the line and each of the plotted points (the line of best fit) permits an estimate of the number of nurses required for hospitals of various sizes. Regression Analysis -is a more sophisticated statistical technique to determine the line of best fit, often involving multiple variables (rather than just two) -it involves the use of a mathematical formula to project future demands based on an established relationship

HOW DO U MEASURE THE VALUE OF HR

USING METRICS CAN MEASURE THE ACTIVITIES AND RESULTS OF HR before they used to measure the amount of activities and costs of HR but now they reflect more on the quality of people and the effectiveness of HRM

intuition based vs evidence based impacts on HR

We today prefer to use evidence based since it is measurable like proposing something with support and analytics so it can get designed to address key business priorities -evidence may come from actual measurements, existing data, research studies where as intuition has no support, not aligned with strat, no clear tie to HR effort

employers are now using their own corporate websites to recruit why

With the overabundance of applicants found on most online job boards promotes the employer brand, educates the applicant about the company

Identifying the human requirements for a job can be accomplished through

a judgmental approach (based on educated guesses of job incumbents, supervisors, and HR managers) or statistical analysis (based on the relationship between some human trait or skill and some criterion of job effectiveness) statistical analysis is more legally defensible.

Most firms use a sequential selection system involving a series of successive steps:

a multiple-hurdle strategy only candidates who have cleared all of the previous hurdles remain in contention for the position at the time that the hiring decision is being made. pre-screening, testing, interviewing, and background/reference checking

However, it is highly recommended that companies who use external sources such as the NOC

adjust information based on their organizational strategy and structure; update information as required [might be outdated] engage in the verification techniques in detail as per Step 4

behavioural interview

also known as a behaviour description interview (BDI), involves describing various situations and asking interviewees how they behaved in the past in such situations.

The end result of the forecasting process is

an estimate of short-term and long-range HR requirements. Long-range plans are general statements of potential staffing needs and may not include specific numbers. Short-term plans—although still approximations—are more specific and are often depicted in a staffing table

If the process collects any information that is considered a prohibited ground for discrimination...

an unsuccessful candidate may challenge the legality of the entire recruitment and selection processes. In such cases, the burden of proof is on the employer.

Must criteria

are those that are absolutely essential for the job, include a measurable standard of acceptability, or are absolute. There are often only two musts: a specific level of education and a minimum amount of prior work experience. These criteria can be initially screened, based on the applicants' résumés or applications.

Replacement charts

are typically used to keep track of potential internal candidates for the firm's most critical positions. It assumes that the organization chart will remain static for a long period of time and usually identifies three potential candidates for a top-level position, should it become vacant indicates age, performance lvl, potential

why is employee blogging a concern

as a posting intended to be seen by a few friends that includes confidential company information or comments about management can easily make its way to a national media outlet without the author even knowing it

Step 2: Selection Testing

assess specific job-related skills as well as general intelligence, personality characteristics, mental abilities, interests, and preferences. Reliability and Validity

interest inventories

compare a candidate's interests with those of people in various occupations comparing his or her interests with those of people already in occupations such as accountant since people generally do better in jobs involving activities in which they have an interest

A job vs position

consists of a group of related activities and duties. Ideally, the duties of a job should be clear and distinct from those of other jobs, and they should involve natural units of work that are similar and related. vs The collection of tasks and responsibilities performed by one person is known as a position ex: there are 45 positions and 4 jobs in a department with 1 supervisor, 1 clerk, 40 assemblers, and 3 tow-motor operators.

Skills inventories

contain comprehensive information about the capabilities of current employees. Data gathered for each employee include name, age, date of employment, current position, present duties and responsibilities, educational background, previous work history, skills, abilities, and interests. Information about current performance and readiness for promotion is generally included as well

A key factor in determining the number of positions that must be filled externally is

the effectiveness of the organization's training, development, and career-planning initiatives. If employees are not encouraged to expand their capabilities, they may not be ready to fill vacancies as they arise, and external sources must be tapped.

Only after ___________ can an organization identify potential labour imbalance issues, which leads to ___________

demand and supply is forecast the development and implementation of plans to balance HR.

Three main reasons that firms may include a medical examination as a step in the selection process are as follows:

determine that the applicant qualifies for the physical requirements establish a record and baseline of the applicant's health for the purpose of future insurance or compensation claims reduce absenteeism and accidents by identifying any health issues or concerns that need to be addressed, including communicable diseases of which the applicant may have been unaware

unstructured sequential interview vs structured sequential (or serialized)

each interviewer may look at the applicant from his or her own point of view, ask different questions, and form an independent opinion of the candidate vs interviewer rates the candidate on a standard evaluation form, and the ratings are compared before the hiring decision is made

The external environmental factors most frequently monitored include

economic conditions market and competitive trends new or revised laws and the decisions of courts and quasi-judicial bodies social concerns such as healthcare, childcare, and educational priorities technological changes demographic trends

Unintentional Discrimination

embedded in policies and practices that appear neutral on the surface and that are implemented impartially, but have an adverse impact on specific groups of people for reasons that are not job related

Today's employers are grappling with the problem of how to balance

employee privacy rights with their need to monitor the use of technology-related tools in the workplace. -Employers must maintain the ability to effectively manage their employees and prevent liability to the company, which can be held legally liable for the actions of its employees -eliminate time wasted (on surfing the web, playing computer games, and so on) and abuse of company resources

attrition

employers respond to labour surplus with this which is the normal separation of employees because of resignation, retirement, or death. When employees leave, the ensuing vacancies are not filled and the staffing level decreases gradually without any involuntary terminations. In addition to the time it takes, a major drawback of this approach is that the firm has no control over who stays and who leaves.

Micro-Assessments

entirely performance-based testing strategy completes a series of verbal, paper-based, or computer-based questions and exercises

To project the supply of outside candidates, employers assess

general economic conditions, (interest rates, wage rates, rate of inflation, and unemployment rates) labour market conditions, (demographics of those in the population, such as education levels, age, gender, marital status occupational market conditions. (also generally want to forecast the availability of potential candidates in specific occupations ex Shortages of civil service workers)

The job description should also list the general working conditions involved in the job like

generally includes information about noise level, temperature, lighting, degree of privacy, frequency of interruptions, hours of work, amount of travel, and hazards to which the incumbent may be exposed.

Considerations for Developing Job Analysis Questionnaire

how structured it will be and who will complete it. -struct: list of duties, what is preformed, how much time -employees vs supervisors In practice, a typical job analysis questionnaire often falls between the two extremes of structured and open-ended. -open: simply describes the major dutiesq

Too much emphasis on the concerns of industrial engineering...

improving efficiency and simplifying work methods—may result in human considerations being neglected or downplayed may lead to repetitive strain injuries, high turnover, and low satisfaction Thus, to be effective, job design must also satisfy human psychological and physiological needs.

Validity

in the context of selection, is an indicator of the extent to which data from a selection technique, such as a test or interview, are related to or predictive of subsequent performance on the job.

want criteria

include skills and abilities that cannot be screened on paper (such as verbal skills) or are not readily measurable (such as leadership ability, teamwork skills, and enthusiasm), as well as qualifications that are desirable but not critical.

Harassment

includes unwelcome behaviour that demeans, humiliates, or embarrasses a person and that a reasonable person should have known would be unwelcome.

The selection process has important strategic significance:

individuals selected will be implementing strategic decisions and, in some cases, creating strategic plans. Thus, successful candidates must fit with the strategic direction of the organization

"Big Five"

industrial psychologists like to use these personality dimensions as they apply to employment testing: extroversion, emotional stability, agreeableness, conscientiousness, and openness to experience

job sharing vs work sharing

involves dividing the duties of a single position between two or more employees. Reducing full-time positions to part-time work ------- federal government introduced a work-sharing scheme, a layoff-avoidance strategy that involves employees working three or four days a week and receiving employment insurance (EI) benefits on their non-workday(s).

A panel interview

involves the candidate being interviewed simultaneously by a group (or panel) of interviewers, including an HR representative, the hiring manager, and potential co-workers, superiors, or reporting employees increased likelihood that the information provided will be heard and recorded accurately; varied questions pertaining to each interviewer's area of expertise

Step 2: Select Jobs to be Analyzed

involves the selection of representative positions and jobs to be analyzed. This selection is necessary when there are many incumbents in a single job and when a number of similar jobs are to be analyzed because it would be too time-consuming to analyze every position and job.

The Importance of Environmental Scanning

is a critical component of HRP and strategic planning processes involves assessing factors that affect the external labour market as well as an organization's ability to find and secure talent from outside of the organization

A staffing table

is a pictorial representation of all jobs within the organization, along with the number of current incumbents and future employment requirements (monthly or yearly) for each.

Functional Job Analysis (FJA)

is also a regularly used pre-established questionnaire that rates a job on responsibilities the physical interaction with tangibles such as desktop equipment This technique also identifies performance standards and training requirements

Industrial Engineering

is concerned with analyzing work methods and establishing time standards to improve efficiency. Industrial engineers systematically identify, analyze, and time the elements of each job's work cycle and determine which, if any, elements can be modified, combined, rearranged, or eliminated to reduce the time needed to complete the cycle.

occupation

is defined as a collection of jobs that share some or all of a set of main duties.

Sexual Harassment

is offensive or humiliating behaviour that is related to a person's sex, as well as behaviour of a sexual nature that creates an intimidating, unwelcome, hostile, or offensive work environment or that could reasonably be thought to put sexual conditions on a person's job or employment opportunities. divided into two categories: sexual coercion and sexual annoyance coercion involves harassment of a sexual nature that results in some direct consequence to the worker's employment status or some gain in or loss of tangible job benefits annoyance is offensive to the employee but has no direct link to tangible job benefits or loss thereof

situational interview

is one in which the questions focus on the individual's ability to project what his or her future behaviour would be in a given situation. The interview can be both structured and situational

Employer Branding

is the image or impression of an organization as an employer based on the perceived benefits of being employed by the organization experience of an employee when working for a company, based on feelings, emotions, senses, realities, and benefits trying to obtain a competitive advantage in recruitment by establishing themselves as employers of choice through employer branding.

yield ratio

is the percentage of applicants that proceed to the next stage of the selection process. their own desired yields based on industry, position, size, and resources of the organization leads -> candids invited -> interviewd -> offers made -> new hires

Job analysis

is the procedure firms use to determine the tasks, duties, and responsibilities of each job, and the human attributes (in terms of knowledge, skills, and abilities) required to perform it

Human resources planning (HRP)

is the process of forecasting future human resources requirements to ensure that the organization will have the required number of employees with the necessary skills to meet its strategic objectives. HRP process include analyzing forecasted labour supply, forecasting labour demands, and then planning and implementing HR programs to balance supply and demand. is a proactive process forecasting the supply of and demand for employees under changing conditions and by developing plans and activities to satisfy these needs. achieve economies in hiring new workers, make major labour market demands more successfully, anticipate and avoid shortages and surpluses of human resources, as well as control or reduce labour costs.

Job design

is the process of systematically organizing work into the tasks that are required to perform a specific job An organization's strategy and structure influence the ways in which jobs are designed. In bureaucratic organizations, for example, because a hierarchical division of labour exists, jobs are generally highly specialized also takes into consideration human and technological factors.

selection ratio

is the ratio of the number of applicants hired to the total number of applicants available, as follows: Number of Applicants Hired ÷ Total Number of Applicants = Selection Ratio

the government's legal role

is to balance employee and employer needs through the development and maintenance of employment legislation While employers have a right to modify employee work terms and arrangements according to legitimate business needs, employees have a right to be protected from harmful business practices.

Job Descriptions most include the following types of information:

job identification, job summary, relationships, duties and responsibilities, authority of incumbent, performance standards, and working conditions.

Recruiting from within can be accomplished by using

job posting, human resources records, and skills inventories. -Job posting is a process of notifying current employees about vacant positions -use intranets, bulletin boards or in employee publication --------------- - qualified individuals are notified, individually, of vacant positions -An examination of employee files, may uncover employees who are working in jobs below their education or skill levels, already have the requisite KSAs, or individuals with the potential to move into the vacant position if given some additional training. ------------ Skills Inventories -more often used as a supplement. -ensures that qualified internal candidates are identified and considered for transfer or promotion when opportunities arise.

relationships section indicates

the jobholder's relationships with others inside and outside the organization Others directly and indirectly supervised are included, along with peers, superiors, and outsiders relevant to the job.

Job Specifications vs Job Descriptions

job specification involves examining the duties and responsibilities of the job and answering the question, "What human traits and experience are required to do this job?" clarifies what kind of person to recruit and which qualities that person should be tested for. -all listed quals are bonafide ----- A job description is a written statement of what the jobholder actually does, how he or she does it, and under what conditions the job is performed. includes such essential elements as job identification, summary, and duties and responsibilities, as well as the human qualifications for the job.

A large selection ratio, such as 1:400, may be indicative that

may be indicative that the job ad is too vague, that the organization's HR team may need to automate the screening process, or that there is a need for more resources to find the right job candidate among the high number of applicants

Disability

may be present from birth, caused by an accident, or develop over time Temporary illnesses are generally not considered mental disorders, even temporary ones, are included in the definition of a disability

Emotional intelligence (EI) tests

measure a person's ability to monitor his or her own emotions and the emotions of others and to use that knowledge to guide thoughts and actions -can control his or her impulses, is self-motivated, and demonstrates empathy and social awareness -However, there is extremely limited and highly controversial empirical evidence to support the importance of EQ in the workplace

Specific Cognitive Abilities

measures of specific thinking skills, such as inductive and deductive reasoning, verbal comprehension, memory, and numerical ability. often called aptitude tests that is, the applicant's potential to perform the job once given proper training

Work Sampling

measuring job performance directly and thus are among the best predictors of job performance by listing the frequency of performance and relative importance of each task, key tasks are identified. Each applicant then performs the key tasks, and his or her work is monitored

advantages and disadvantages to using job postings to facilitate the transfer and promotion of qualified internal candidates.

pro: -every has the chance -reduce special deals and favouritism -demonstrates firms commitment for career growth cons: -unsuccess = demotivated, unhappy [if no feedback] -tension may rise if passed over for equally or less qualified -difficult decision if there are 2+ equally qualified candids

three possible scenarios for supply and demand considerations

projected labour demand matches projected labour supply (equilibrium) projected labour supply exceeds projected demand (surplus) projected labour demand exceeds projected supply (shortage)

In addition to this "basic requirement" for staff, several other factors should be considered, including

projected turnover as a result of resignations or terminations quality and nature of employees in relation to what management sees as the changing needs of the organization decisions to upgrade the quality of products or services or enter into new markets, which might change the required employee skill mix planned technological and administrative changes aimed at increasing productivity and reducing employee head count, such as the installation of new equipment or introduction of a financial incentive plan the financial resources available to each department; for example, a budget increase may enable managers to pay higher wages or hire more people; conversely, a budget crunch might result in wage freezes or layoffs

Employer Responsibility for harassment

protecting employees from harassment is part of an employer's responsibility to provide a safe and healthy working environment. If harassment is occurring and employers are aware or ought to have been aware, they can be charged as well as the alleged harasser

Qualitative Approaches

rely solely on expert judgments instead It's rare that any historical trend, ratio, or relationship will continue unchanged into the future. Judgment is therefore needed to modify the forecast Nominal Group Technique -involves a group of experts (such as first-line supervisors and managers) meeting face to face Each member of the group independently writes down his or her ideas on the problem or issue (in this case, estimates of demand). Going around the table, each member then presents one idea. This process continues until all ideas have been presented and recorded, typically on a flipchart or chalkboard. No discussion is permitted during this step. Clarification is then sought, as necessary, followed by group discussion and evaluation. Finally, each member is asked to rank the ideas. This is done independently and in silence. ----------- Delphi Technique It typically involves outside experts as well as company employees each group member is requested to submit a potential solution by completing a carefully designed questionnaire. Direct face-to-face contact is not permitted. After each member independently and anonymously completes the initial questionnaire, the results are compiled at a centralized location. Each group member is then given a copy of the results. If there are differences in opinion, each individual uses the feedback from other experts to fine-tune his or her independent assessment. The third and fourth steps are repeated as often as necessary until a consensus is reached.

The use of online applications

significantly reduces the risk of lost applications, increases the exposure level of the job ad (global reach), and minimizes the likelihood of biases associated with other forms of face-to-face recruitment.

HRIS (Human Resources Information System)

software can be extremely useful here for automatically coding and storing applications, thus allowing HR professionals to search through the applications using specified search functions. The HRIS can also pre-screen applicants against predetermined criteria, providing an automated shortlist of qualified candidates

Tests of Cognitive Abilities

tests of general reasoning ability (intelligence), tests of emotional intelligence, and tests of specific cognitive abilities, like memory and inductive reasoning.

The National Occupational Classification (NOC)

the product of systematic, field-based research by Human Resources and Skills Development Canada (HRSDC), is an excellent source of standardized job information. contains comprehensive descriptions of approximately 40 000 occupations and the requirements for each.

layoff vs termination

the temporary withdrawal of employment to workers for economic or business reasons. Layoffs may be short in duration (for example, when a plant closes for brief periods in order to adjust inventory levels or to retool for a new product line), but can last months or even years at a time if the organization is negatively affected by a major change in the business cycle. However, layoffs are often permanent in nature. ---- Termination is a broad term that encompasses permanent separation of the worker from the organization. Termination is often triggered by a management decision to sever the employment relationship due to reasons that are related to job performance

Performance is managed through

through effectively designing jobs and quality-of-working-life initiatives; establishing performance standards and goals; coaching, measuring, and evaluating; and implementing a suitable reward structure

Selection interviews can be classified according to

to the degree of structure, their content, and the way in which the interview is administered.

employers are expected to accommodate to the point of

undue hardship, meaning that the financial cost of the accommodation (even with outside sources of funding) or health and safety risks to the individual concerned or other employees would make accommodation impossible

The "hidden" costs of poor selection decision

unsuccessful employee must be terminated, the recruitment and selection process must begin all over again, and the successor must be properly oriented and trained. "hidden" costs are frequently even higher, including internal disorganization and disruption and customer alienation.

executive succession then vs. now

used to be often straightforward: Staff climbed the ladder one rung at a time, and it wasn't unusual for someone to start on the shop floor and end up in the president's office now successors for top positions might be routed through the top jobs at several key divisions, as well as overseas, and sent through a university graduate-level, advanced management program. why: jobs no longer hierarchical and employees tended to not remain with a firm for years,

Situation 4. In both the screening phase and the selection testing phase for a position as a lawyer, Jaclyn was asked a series of questions associated with different situations that she might encounter as a potential lawyer. In each situation, she was given possible answers and asked to first indicate the best possible answer and then provide a rationale for her choice. In both phases, Jaclyn did exceptionally well on these tests. This test is __________ and _________.

valid; reliable

functional abilities evaluations (FAE)

which measures a whole series of physical abilities—ranging from lifting, to pulling and pushing, sitting, squatting, climbing, and carrying do not violate human rights legislation requires basing such tests on job duties identified through job analysis and a physical demands analysis, ensuring that the tests duplicate the actual physical requirements of the job, developing and imposing such tests honestly and in good faith

which groups . had been subjected to pervasive patterns of differential treatment by employers

women, Aboriginal people, persons with disabilities, and visible minorities