MANG 4459 Exam #1

During this stage of the organizational life cycle the talent focus becomes more internal.

. Maturity stage

}Strategy choice during decline phase when markets are shrinking and business performance is weakening:

Focus on reducing labor and other costs. Can try to make changes to revive the product or service.

Job Analysis Steps

Get the support of top managers and ensure that all managers support the job analysis effort. Write the job description and person specification.

Competitive advantage

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

Sourcing talent:

locating qualified individuals and labor markets from which to recruit.

Hiring people who are efficient, trainable, and willing to follow standardized procedures would support a(n) ________ competitive advantage.

operational excellence

Person specification:

summarizes the characteristics of someone able to perform the job well

Human process advantage:

superior work processes that create a competitive advantage.

The primary difference between disparate treatment and disparate impact, according to federal regulation, is that:

the former is deliberate, the latter is consequential, but both are illegal

Disparate Treatment

Disparate Treatment: The intentional discrimination based on a person's protected characteristic

Mixed Motive Caseof Disparate Treatment

Employer is accused of having both, a legitimate, and an illegitimate reason for making the employment decision. It is sufficient to show that a protected characteristic (race, sex, etc.) was a motivating factor in an employment decision, even if other legitimate factors (such as absences) also motivated the decision. The burden of proof then shifts to the employer to eliminate or reduce a plaintiff's monetary damages by proving to the jury that they would have made the same employment decision in the absence of the discriminatory motive.

A hotel chain that is recruiting front desk receptionists receives 200 applications from males and 100 applications from females. 100 out of 200 men are hired and 25 out of 100 women are hired. Which of the following statements is true of the hotel chain's hiring policy?

There is evidence of a disparate impact of the hiring process on females as a group.

Comparing the percentage of men, women, or minorities employed in a job category with their availability in the relevant population of qualified people interested in the position is an example of a ________.

stock statistic

Comparing the percentages of men, women, or minorities in various job categories to see if men, women, or minorities are disproportionately represented in certain workforce categories is an example of a ________.

stock statistic

Structured interview technique:

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

Staffing strategy:

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

Human resource strategy:

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

Selecting talent:

assessing job candidates and deciding whom to hire. Operates in a strong legal context

Differentiation strategy:

developing a product or service that has unique characteristics valued by customers (Johnson & Johnson, Nike, 3M). ◦Competitive advantage based on product innovation.

Organic growth takes place when an organization ________

expands from within by opening new factories or stores

Task inventory approach:

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

Mrs. Peters filed a complaint against her employers for firing her. She admitted to being late to work five days in a month but she claimed that she was fired on the grounds of being a female employee. This is an example of ________.

mixed motive case

3 Criteria for Employee Value Propositions

1.Magnitude refers to a reward package that is neither too small nor too large in economic terms. •Spending too much on rewards can negatively impact the firm's financial stability, and hurt investor relations. 2.Mix refers to the composition of the reward package matching the needs and preferences of applicants or employees. •Offering stock options that vest in five years to a young, mobile workforce, or free daycare to an older workforce is not consistent with workers' needs and preferences. 3.Distinctiveness refers to the uniqueness of the total reward package. •Rewards with no special appeal and that do not set the organization apart as distinctive do not present a compelling value proposition.

Talent Philosophy

A system of beliefs about how employees should be treated

Employment-at-will is an employment relationship which ________.

Allows either the employee or employer to terminate the employment at any time

Guiding principals

Attributes of a game changing organizations Purpose driven, performance oriented, & Principal led.

Blackrock: The challenge

Balance and manage 4 tensions ◦Strategic orientation vs. operational efficiency ◦Collectiveness vs. individuals ◦Global perspective vs. local relevance ◦Enduring commitment vs. open to change

Negligent Hiring

Based on the common law concept that an employer has a general obligation not to hire an applicant that they knew or should have known, poses a risk of harm to third parties. In order for a customer, employee, or other third party to win a negligent hiring suit against an employer, the following must generally be shown: 1.The existence of an employment relationship between the employer and the worker, 2.The employee's unfitness, 3.The employer's actual or constructive knowledge of the employee's unfitness (failure to investigate an employee's background can lead to a finding of constructive knowledge), 4.The employee's act or omission causing the third party's injuries, and 5.The employer's negligence in hiring the employee as the most likely cause of the plaintiff's injuries.

Adverse Impact Statistics

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

Three Types of Business Strategy

Cost leadership strategy: strive to be the lowest cost producer for a particular level of product quality (Wal-Mart, Dell, FedEx).

What Is Strategic Staffing?

Definition: The process of staffing an organization in future-oriented and goal-directed ways that support the organization's business strategy and enhance organizational effectiveness. This involves the movement of people into, through, and out of the organization.

Adverse Impact

Definition: When an action has a disproportionate effect on a protected group, regardless of the employer's intent

Business Strategy

Definition: how a company will compete in its marketplace.

Deploying Talent

Deploying: assigning talent to appropriate jobs and roles in the organization.

Job Rewards Analysis

Job rewards analysis: identifies the intrinsic and extrinsic rewards of a job Employee value proposition (EVP): the intrinsic and extrinsic rewards an employee receives by working for a particular employer in return for their job performance

Example: Blackrock

Largest asset management in the world

The Office of Federal Contract Compliance Programs (OFCCP)

Part of the U.S. Department of Labor's Employment Standards Administration. Responsible for administering and enforcing three equal employment opportunity programs that apply to federal contractors and subcontractors: Ensures that federal contractors with at least 50 employees and who receive $50,000 or more in grants, goods, and services take affirmative action to promote equal employment opportunity and annually file appropriate affirmative action plans.

Resource-Based View of the Firm

Proposes that a company's resources and competencies (including its talent) can produce a sustained competitive advantage by creating value for customers by: -Lowering costs of products or services -Providing something of unique value -Or some combination of the two

This perspective proposes that a company's resources and competencies (including its talent) can produce a sustained competitive advantage by creating value for customers.

Resource-based view of the firm

Adverse Impact Statistics

Stock statistics: compare the percentage of men, women, or minorities employed in a job category with their availability in the relevant population of qualified people interested in the position Flow statistics: compare the percentage of applicants hired from different subgroups to determine if they are significantly different from each other

Organizational Life Cycle and Strategy Choice

Strategy during maturity phase when products and services have fully evolved, and the product's market share has become established: Because mature companies have a larger pool of internal talent from which to draw, the talent focus becomes more internal.

A system of beliefs about how employees should be treated is:

Talent Philosophy

Equal Employment Opportunity Commission (EEOC)

The EEOC encourages and facilitates voluntary compliance through tailored programs to meet the needs of employers and through programs to educate the public on EEO laws

Growth Strategy

company expansion organically (happening as the organization expands from within by opening new locations) or through mergers and acquisitions. Success depends on the firm's ability to find and retain the right number and types of employees to sustain its intended growth. Organic growth requires an investment in recruiting, selecting, and training the right people to expand the company's operations. Mergers and acquisitions expand an organization's business and can also be a way to acquire the quality and amount of talent a firm needs to execute its business strategy.

When viewing employees as assets, the staffing focus is on managing ________.

costs

Specialization strategy:

focus on a narrow market segment or niche and pursue either a differentiation or cost leadership strategy within that market segment (Starbucks, Red Lobster, Seiko). ◦Competitive advantage based on customer intimacy: deliver unique and customizable products or services to meet their customers' needs and increase customer loyalty.

Critical incidents technique:

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

Structured Questionnaires:

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

Essential criteria:

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

Desirable criteria:

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

Locating qualified individuals and labor markets from which to recruit is ________.

sourcing

Strategic staffing means ________.

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

Job elements method

uses expert brainstorming sessions to identify the characteristics of successful workers

An organization's competitive advantage is ________.

what it can do differently from its competitors

Workforce Planning

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

Acquiring talent

}involves putting together job offers that appeal to chosen candidates, and persuading job offer recipients to accept those job offers and to join the organization. §Negotiations usually result in employment contracts.

}Four guiding principals

◦Fiduciaries to clients ◦Be passionate about performance ◦To be innovators ◦To be "One Blackrock"

Competency Modeling

Definition: a job analysis method that identifies the necessary worker competencies for high performance Competencies: more broadly defined components of a successful worker's repertoire of behavior needed to do a job well. Examples of competencies are adaptability, leadership, problem solving, emotional intelligence.

Job Analysis

Definition: a systematic process of identifying and describing the important aspects of a job and the characteristics workers need to perform the job well Job analyses also help group jobs into job families or groupings of jobs that either call for similar worker characteristics or contain parallel work tasks

Employment at Will

Definition: either party can terminate the employment relationship at any time, for just cause, no cause, or any cause that is not illegal, with no liability as long as there is no contract for a definite term of employment Exceptions to: Retaliatory discharge (prohibited by EEO laws) Implied employment contract (when an employer's personnel policies or handbooks indicate that an employee will not be fired except for good cause or specify a procedural process for firing) Implied covenant of good faith and fair dealing (e.g., firing an employee to prevent their vesting in the pension plan next month) Federal or state discrimination protection supersedes employment at will

Organizational Life Cycle and Strategy Choice

Growth-Maturity-Decline life cycle Because they lack a strong internal talent pool and need to add new employees as they grow, they frequently need to hire from outside the organization and tend to have an external talent focus.

Human capital advantage:

acquiring a stock of quality talent that creates a competitive advantage. Hiring and retaining outstanding people produces a stock of exceptional talent.

Recruiting talent

all organizational practices and decisions that affect either the number or types of individuals willing to apply for and accept job offers.