HRM Exam 1
Recruitment (O*NET)
-The important tasks get grouped into a Job Description that defines the job -The accompanying KSAO's are included in the job posting
These two job analysis initials refer to the two characteristics that are more trainable?
-knowledge and skills
Trade-offs in Perceptual Motor approach?
-less training time, likelihood of errors, and overload/ stress -less job satisfaction and motivation
Downside of Downsizing
-letting go of the wrong people -cut too deep, causing the organization to replace workers and incur expenses -survivor guilt -alter the culture and climate of the company
Informed Self Selection
-people who fit the job apply -people who don't, don't More likely to self select: referrals, current employees, and interns
A tactic to correct a labor shortage that is fast and revocable?
-temp workers
Three goals of Recruitment (Success)
1. Maximize the candidates looking 2. Attract quality candidates 3. Increase likelihood of acceptances
What are the 4 approaches to Job Design?
1. Motivational 2. Mechanistic 3. Biological 4. Perceptual Motor
Rankings of Vacancy Characteristics?
1. Pay 2. Core Job Characteristics 3. Job Security 4. Advancement Opportunities 5.location 6. Benefits
In the movie Up Air, what tactic was used for a surplus of labor?
Downsizing
Evaluation of Tactics
Downsizing, Pay Reduction, and Demotions are all -fast in speed and high in suffering -Work sharing is fast in speed and moderate in suffering -Hiring Freeze, Natural attrition, early retirement and retraining all have slow speed and low suffering
significance
job affects the lives of other people
Variety
job has different activities and uses different skills
autonomy
job holder has freedom and discretion
Identity
job results in a whole, identifiable piece of work
The trade-off in the motivational job design approach includes this (list one of three)?
job satisfaction increases but so does training costs, likelihood of errors, overload and stress
feedback
the job itself provides feedback on performance ex: comedian
Recruitment
the practices and activities firms use to identify and attract potential employees
Job Design Definition
the process of defining how work will be performed and what tasks will be required in a given job
Job Analysis
the process of getting detailed information about jobs in organizations
Noncompensatory Strategy
Either you have it or you don't
Cons of Fleishman System
Leaves out K's, S's, and O's
Trade-offs of the Mechanistic approach?
Less training time= less errors, less overload and stress -less job satisfaction and more absenteeism
The M in HRM?
Management
The perceptual motor approach to job design focuses on these capabilities?
Mental
Recording employees doing their jobs at slow speeds to analyze the steps and redesign the workplace?
Micromotion analysis
The core job characteristic that refers to the fact that job affects lives of other people?
Significance
HRM used to be referred to as a "cost center" but this is what you could call its new role?
Strategic Partner
Biological Approach
Structure job tasks and the work environment to reduce physical fatigue and health problems.
Labor Shortage
Supply < Demand
Labor Surplus
Supply > Demand
When the labor supply is greater than the demand?
Surplus
Educated Guesses
Take into account other factors (e.g., new product launches, changes with competitors...)
Selection
The KSAOs become the things we look for in resumes, references, interviews, ability tests, ect.
O*NET
The Occupational Information Network is an online resource that describes the tasks involved in many jobs, along with their KSAOS -Replaces the Dictionary of Occupational Titles
The Implicit Favorite
compare other jobs to this exemplar
Evaluating Quality of Recruitment sources
cumulative yield ratio- quality of recruitment source
One of the downsides to downsizing?
decrease in profits, 3 years to recover, survivor guilt, culture, climate
Types Recruiter Characteristics
demographics, warmth, informativeness
realistic job preview
gives a candidate a picture of both positive and negative features of the job and the organization before he or she is hired, no surprises
J" and "C" in JCM?
-Job Characterics
Compensation
-KSAOS become "compensable factors" -fulfillment of important tasks becomes a key input into merit-based pay plans
Cost Center
-Keep track of forms -Policy & procedure enforcement - Payroll and Insurance -Cost reduction oriented
Trade-offs of Biological approach?
-Less medical incidents, higher job satisfaction -More financial costs
Job Description
-List every dimension of the job - List every task within each dimension -Rate all of those according to importance
Tactic 3: Quantitative Studies
-Look at companies who have been recognized for their HRM quality to see if their practices have created a sustainable competitive advantage
The mechanistic approach to job design that records employees doing jobs at fast speeds?
-MEMOMOTION
The supply forecasting method: The Transitional?
-Matrix: up, through, and out
The result of a job having identity, variety and significance?
-Meaningfulness of work
KSAOs
Knowledge- "know what" Skills- "know how" Abilities- "Can do" Other Characteristics
Pros of Fleishman System
-Measures abilities directly (unlike JEI) -Helpful in making the distinction between A's (abilities) and S's (skills)
Fleishman System
-Only deals with ABILITIES -Provides a list of 52 abilities and rated with a 7 point scale that includes behavioral benchmark examples
Tactics to Correct a Shortage
-Overtime -Temporary workers, -Outsourcing, -Retrained Transfers, -Turnover reduction, -new external hires, -technology change
Evaluation of Tactics
-Overtime, Temp workers, outsourcing= fast speed and revocability -Retrained transfers= slow speed and high revocability -turnover reduction= slow speed and moderate revocability -new external hires and technology change= slow speed and low revocability
Who does HRM?
-People in HR departments: top HR executive, employee benefits manager, HR manager, compensation analyst, employee
How is the info from O*NET used?
-Recruitment -Selection -Legal Issues in Selection -Training -Performance Management -Compensation
Cons of Position Analysis Questionnaire
-Requires a reading level of college aptitude to complete the test -Standard format leads to an abstract characterization of jobs
Pros of Position Analysis Questionnaire
-The dimensions are linked to a general aptitude test -The dimensions are broad, covering input, output, processes, and work context -Great for comparing across jobs
Of the most highly rated vacancy characteristics job security is actually ranked?
#3
What are Personnel Policies?
- Lead the Market Pay -Promoting from within (grad students) - Image Advertising: organizations promote themselves as a good place to work
One- standard deviation improvement led to?
-7% decrease in turnover, increase in retention -Costs $11 billion per year, 150% annual salary to recruit -$27,000 more in sales per employee -$18,000 improvement in stock price per employee
Temp Employees: Advantages and Disadvantages
-Advantages: Saves benefit costs, reduce need for selection and training, employees are unhindered by existing culture and may have valuable experiences from other firms -Disadvantages: may cause friction with regular employees, 2 tier system may be created
Factors that affect jobs, hence job analysis?
-Changes in structure of work -Computerization -Automation -Mergers or acquisition -Downsizing
Job Specification
-Come up with the "KSAO's" needed to perform the most important tasks
This HRM function includes taking care of pay, promotions, and benefits for employees?
-Cost Center
Tactics for Correcting a Surplus?
-Downsizing -Pay Reduction -Demotions -Work Sharing -Hiring Freeze -Natural Attrition -Early Retirement -Retraining
Strategic Partnership
-Employee development -Integration with the operations of organization -Change management -Results oriented
Tactic 2: Case Studies
-Examine companies that do well financially and see if they do a good job with HRM -Examine companies that struggle financially and see if they do a poor job managing HRM
The application of OB principles with the goal of improving employee relations?
-HRM
Recruitment Sources
-Internal Advantage: cheaper (loyal employees) Disadvantage: not practical in smaller firms -External Advantage: brings in "fresh" ideas Disadvantage: riskier
This job analysis technique asks whether a barely acceptable worker could perform the task in order to rank its importance?
-JEI
What are the 4 major factors that influence recruitment success?
1. Vacancy Characteristics 2. Personnel Policies 3. Recruitment Sources 4. Recruiter Characteristics
Overall employment in HR us expected to grow by % over the next five years?
22%
___% of the workforce is made of temp workers?
5-10%
Study results showed that a 1 unit improvement in HR practices lead to a _____% decrease in turnover?
7%
One result that demonstrates that the 100 best firms outperform their "match" in a quantitative analysis of HRM practices?
7% decrease in turnover
__% of fortune 1000 forms downsized between 1987 and 2001?
85%
Online sources (advantages and disadvantages)
A: Efficiency and Data Collection D: Equity issues and self selection (unqualified candidates)
The job analysis term for a more general enduring capability that an individual possesses?
Ability
Outsourcing Advantages and Disadvantages
Adv: Take advantages of economies of scale, foreign labor may have different wages Dis Adv: no control over performance management or compensation -may have long term effects on the economy
Demand Forecasting
Asking how much labor will we need? -Benchmarking -Statistical Methods -Educated Guesses
A professor who is free to decide how to improve class lectures?
Autonomy
A method of forecasting that compares your business to others in the same industry?
Benchmarking
This approach to job design focused on reducing physical fatigue and health problems?
Biological
A way of prioritizing vacancy characteristics by rating strengths and weaknesses?
Compensatory
These are two of the three methods we can use to answer the question "Does HRM matter?"
Conceptual, Resource Based View, quantitative studies
This activity answers the questions "How much labor will we need?"
Demand Forecasting
Who are the HRM stakeholders?
Employees, Management, Stockholders, Customers
One disadvantage of online recruiting?
Equity, self selection
Job Analysis focuses on?
Existing Jobs: -anticipating changes that will occur -how changes will impact tasks -how changes will impact KSAO's -do they change tasks or alter importance
A crowd immediately provides this core characteristics when they boo a comedian off stage?
Feedback
This job analysis technique lists the abilities associated with each job?
Fleishman
Mechanistic Approach to Job Design
Focuses on increasing efficiency, flexibility and employee productivity.
A major advantage to external recruitment sources?
Fresh ideas
The Container Store
Hard to Copy HRM: compensation was 50-100% over industry average, high retention, acknowledge good performance
Benchmarking
How much labor does a business like ours use?
Supply Forecasting
How much labor will we have? Requires us to anticipate how people will move UP, THROUGH, and OUT of the company
What is HRM?
Human resource management: The application of organizational behavior principles to organizations with the goal of improving attitudes and behaviors of employees
process engineering
Identifies the sequence of steps needed to fulfill a job. Seeks to discover which steps could be performed by machines, or which steps could be eliminated or combined to make work more efficient.
An assembly line worker only involved in a small part of the final product and does not see the end product, and lacks this?
Identity
The video from GE was an example of this type of recruiting tactic?
Image Advertising (personnel policy)
Legal issues in selection
Important tasks become "essential job functions" under the Americans with Disabilities Act. Companies can refuse to hire disabled applications if they cannot perform these functions (vs. "marginal job functions"), with some exceptions.
The process of getting detailed information about jobs in organizations?
Job Analysis
The process that defines the way that tasks of a given job are performed?
Job Design
What are the most commonly discussed vacancy characteristics?
Job Security, Advancement Opportunities, Core Job Characteristics, Pay, Benefits, Location, Travel Requirements
Job Characteristics Model (Motivational Theory)
Jobs are intrinsically enjoyable when work tasks are challenging and fulfilling -5 core job characteristics: variety, identity, significance, autonomy, and feedback
Job Design focuses on?
Jobs being created or changed
What are some trade-offs in the Motivational Approach?
Motivation and Performance increase, but so do likelihood of errors, overload and stress
The job design approach that maximizes intrinsic enjoyment?
Motivational Approach
This is the only job analysis technique that breaks jobs down by all KAOs?
O*Net
The changing role of HRM
Old Role: Cost Center New Role: Strategic Partner
Using an outside firm to perform a service rather than doing it "in house"?
Outsourcing
The vacancy characteristic Tom Cruise seemed focused on in the firm?
Pay
UPS drivers can't turn left (just like zoolander) which is an example of this approach to job design?
Perceptual Motor Approach
Performance Management
Performance of the important tasks is what gets measured with our evaluation instruments
The second biggest factor in successful recruiting?
Personnel policies (predictors of effective recruitment 4 total)
Job Element Inventory (JEI)
Provides a list of 150 specific tasks and uses a novel and unique approach to rating importance (1= very unlikely to 5= very likely)
Position Analysis Questionnaire (PAQ)
Provides a list of 194 tasks that fall under 12 dimensions, rates the importance of tasks using 6 scales
The Resource Based View claims that resources are valuable when they have these two traits
Rare and Imitable
Memomotion Analysis
Record employees doing their job at fast speeds. Analyze the tape to orient the placement of equipment in the room.
Micromotion Analysis
Record employees doing their job at slow speeds. Analyze the tape to eliminate or combine steps or redesign the work space around them.
Practices and activities used to identify and attract potential employees?
Recruiting
The container store demonstrated that employees are RARE and INIMITABLE supporting this theory?
Resource Based View
Downsizing
The planned elimination of large numbers of personnel designed to enhance organizational effectiveness
Resource Based View
The value of resources depends on resources that cannot be easily copied: rare and imitable
Motivational Approach
The work itself is a reward. -Human resources is easier to manage if the work is intrinsically enjoyable -Less pressure on HRM with performance management, compensation, and retention
IN designing jobs this way of SIMPLE and REPETITVE they strippedthese jobs of what?
Variety
Training
We design training to improve K's and S's inherent in important tasks, also forming the basis for our evaluation of training success
Does HRM matter (competitive advantage)?
YES. The goal is to outperform competitors. Obtained by manipulating resources over which it has control. Maintained by satisfy needs of stakeholders. People are resources.
Transitional Matrix
a chart that lists job categories held in one period and shows the proportion of employees in each of those job categories in a future period
Statistical Methods
a leading indicator -example: sales this year correlate with labor demand next year
Compensatory Strategy
rate according to strengths/weaknesses in all categories
Realistic job previews have the potential to reduce _ and increase _?
reduce initial turnover and increases fairness
perceptual motor
similar to biological approach, but focuses on mental capacities and limitations rather than physical
Impact of Recruiter Characteristics
small impact on job acceptance, large impact on decision to accept a second interview *most effective when HR and line personnel recruit as a team*