MGMT 467 staffing and evaluation
merit principles and staffing practices
"1. To recruit, select, and promote employees on the basis of their KSAOs 2. To provide for fair treatment of applicants and employees without regard to political affiliation, race, color, national origin, sex, religion, age, handicap, and other characteristics 3. To protect the privacy and constitutional rights of applicants and employees as citizens 4. To protect employees against coercion for partisan political purposes"
a person is more likely to be an independent contractor in the following situations emphasizes degree of employer control and worker independence (behavioral, financial, and type of relationship)
"Working in a distinct occupation or business • Working without supervision or oversight from the employer • Paying one's own business and travel expenses • Setting one's own work hours • Possessing a high degree of skill • Using one's own tools, materials, and office • Working on a project with a definite completion date • Working on relatively short projects • Being paid by the project or commission rather than by the time spent"
the major federal EEO/AA laws are pg 59 and 60
"1. Title VII of the Civil Rights Acts (1964, 1978, 1991) 2. Age Discrimination in Employment Act (1967) 3. Americans With Disabilities Act (1990, 2008) 4. Ge ne tic Information Nondiscrimination Act (2008) 5. Rehabilitation Act (1973) 6. Executive Order 11246 (1965, 1967, 2014)"
Job Analysis Process
purpose scope internal staff or consultant organization and coordination work flow and time frame analysis, synthesis, documentation maintenance of the system example of job analysis process
testing procedures
qualification, security, standardization, internet- based test administration
recruitment metrics
quality, quantity, costs, impact on HR
staffing requires attention to both
quantity and quality of the people brought in, within, and retained by the organization
EEOC Protected Classes
race/color, national origin, sex. religion, disability, age, pregnancy, genetic information
diversity programs arise from
recognition that the labor force is becoming more demographically and culturally diverse
disclaimers in interviews
reference checks, social media screening, conducting background check, making preemployment inquiries, and making BFOQ claims
skill
refers to an observable competence for working with or applying knowledge to perform a particular task or a closely related set of tasks
objective measures
relatively direct assessments of personality, usually based on information gathered through self-report questionnaires or observer ratings
social recruitment sources
rely on the relationships that potential employees have with either those who currently work for the organization or others who might endorse the organization - employee referrals, social media, professional associations and meetings
disclaimers
remarks that diminish a statement's importance
Fraud and Misrepresentation
requires a plaintiff to prove 1. defendant intentionally misrepresented 2. a material fact that 3. would have made a difference in the decision making process of the plaintiff and 4. the plaintiff was justified in relying on misrepresentation
Disparate Treatment
results when employees from protected groups are intentionally treated differently
first introduction of an applicant
resume and cover letter
things to consider when hiring
resume/cover letter GPA Quality of school education requirements level of education major or field of study extracurricular activities training and experience requirements licensing, certification, and job knowledge reference checks/background checks
credit checks
review of the applicant credit report
Interview Simulations
role play, fact finding, oral presentations
staffing quality: person/job match
seeks to align characteristics of individuals with jobs in ways that will result in desired HR outcomes - emphasizes a dual match of KSAOs to requirements and motivation to rewards
job requirements job analysis
seeks to id and describe the specific tasks, KSAOs, and job context for a particular job. aims to be objective and have a well-developed body of techniques to support its implementation.
computer interaction performance tests versus paper and pencil tests
self explanatory
finalist
someone who meets all the minimum qualification and whom the organization considers fully qualified for the job
candidates
someone who possesses the minimum qualifications to be considered for further assessment but has not yet received an offer
mobility policies
specify the rules by which people move between jobs within an organization and clearly document the rules for opening notification, eligibility qualification, compensation and advancement, and benefit changes related to advancement.
Core Workforce Advantages
stability, continuity, and predictability
job offer content
starting date duration of contract compensation starting pay/flat rate starting pay/differetnial rates variable pay short term or long term benefits hiring bonuses relocation assistance severance packages idiosyncratic deals restrictions on employees acceptance terms sample job offer letter
SWOT analysis
strengths, weaknesses, opportunities, threats
decision errors often occur when relying on _________ for internal selection decisions
subjective feelings
Recruitment Metrics
sufficient quantity/quality, cost, impact on HR outcomes
initial assessment methods for internal recruitment
talent management/succession systems, peer evaluations, self-assessments, managerial sponsorship, and informal discussions and recommendations
extrinsic rewards
tangible factors external to the job itself that are explicitly designed and granted to employees by representatives of the organization
job analysis begins with the development of
task statements
validity generalization
the ability of a screening instrument to predict performance in a job or setting different from the one in which the test was validated
interrater agreement
the amount of agreement between two clinicians who are using the same measure to rate the same symptoms in a single patient
Executive order 11246 (1965, 1967, 2014)
the federal contractor is prohibited from discriminating on the basis of race, color, religion, sec, nation origin, gender identity, sexual orientation, and transgender status
intrinsic rewards
the intangibles that are more internal to the job itself and experienced by the employee as an outgrowth of actually doing the job and being a member of the organization
Video resumes eliminate
the possibility of applicants claiming discrimination in a firm's hiring practices
measurement
the process of assigning numbers to represent quantities of an attribute of the objects
Replacement planning
the process of creating back-up candidates for specific senior management positions
Succession Planning
the process of identifying and tracking high-potential employees who will be able to fill top management positions when they become vacant
External recruitment
the process of seeking new employees from outside the firm
job analysis
the process of studying jobs in order to gather, analyze, synthesize, and report information about job requirements and rewards
recruitment
the process through which the organization seeks applicants for potential employment
construct validation
the strategy of establishing the validity of a measure by comparing it with a wide range of other measures
labor markets
the supply pool from which employers attract employees
job requirements should be expressed in terms of both
the tasks involved and the KSAOs needed to perform those tasks
Employee Value Proposition (EVP)
the totality of rewards, both extrinsic and intrinsic, associated with the job
labor supply
the willingness and ability to work specific amounts of time at alternative wage rates in a given time period
task dimensions
the work performed by the group and its impact on the group
types of predictors
there is usually greater depth and relevance to the data available on internal candidates relative to external selection
what shift has occurred around how organizations view their employees?
they used to view them as a cost of business, now they view them as human capital that creates a competitive advantage
SHRM proposes that strategic planning involves a
thorough knowledge of the organization's current situation as well as a sense of the strategic vision of the organization - Often understood through SWOT
Uniformed Services Employment and Reemployment Rights Act (USERRA) of 1994
to prohibit discrimination against members of the uniformed services and to extend reinstatement, benefit, and job security rights to returning service members
in external recruitment, the organization is trying
to sell itself to potential applicants
outsourcing
transfer of a business process to an external organization - organization expects to receive a completely finished product from the external source (unlike Independent contractors) so organization does not direct or control the way in which work is performed, it only gets the end results - why places outsource is on pg 129
Sales Approach
treats the job offer as a product that must be developed and sold to the customer
selection of substantive assessment methods
use cost reliability validity utility applicant reaction adverse impact
Choice of Initial Assessment Methods
use, cost, reliability, validity, utility, applicant reactions, adverse impact
discretionary assessment methods
used to separate those who receive job offers from the list of finalists
Markov Analysis
uses historical patterns of job stability and movement among employers to predict availabilities - a method of forecasting internal labour supply that involves tracking the pattern of employee movements through various jobs and developing a transitional probability matrix
Types of Messages
vary on the extent to which it focuses on employment brand, information targeted to a specific group of applicants, or realistic information about the organization or job
What type of turnover should organizations try to avoid?
voluntary-avoidable turnover
validity of measures
what you thought it would measure
adverse impact
when a seemingly neutral employment practice has a disproportionately negative effect on a protected group
Promotability Ratings
when these ratings are included in the annual appraisal process, it can make internal recruiting more efficient
recruitment sources
where qualified candidates are located
form of contract
written or oral
Affirmative Action Plan
written statement of how the organization intends to actively recruit, hire, and develop members of relevant protected classes - organization specific - precede diversity programs Include: availability analysis of women and minorities, placement goals derived from comparing availability with incumbency, and action-oriented programs for meeting the placement goals - enforced and put forth by the Office of Federal Contract Compliance Programs (OFCCP)
Determining independent contractor based on economic realities test (whether a person is economically dependent on the business or is in business for him or herself
"• The work performed is not integral to the employer's business • The person has and uses managerial skills that affect the opportunity for profit or loss • The person makes investments that support a business • The person has special skills and initiative to operate an in de pen dent business • There is not a permanent relationship with the employer • The person controls meaningful aspects of the work performed"
potential target recruitment groups
- KSAOs - diverse job seekers - passive job seekers or non candidates - former military - employment discourages - reward seekers - former employees - reluctant applicants
Americans with Disabilities Act (1990, 2008)
- Prohibits discrimination against individuals with disabilities who are qualified for the job and to require the employer to make reasonable accommodation for such individuals unless that would cause undue hardship for the employer - Covers: Employers with more than 15 EE's -Administration: EEOC
choice between open and targeted recruitment
- can use a combo - core to performance? - how many applicants? - how diverse? - pre-entry qualifications?
labor shortages cause
- increased pay and benefit packages - hiring bonuses and stock options - alternative work arrangements to attract and retain older workers - use of temporary employees - recruitment of immigrants - lower hiring standards - partnerships with high schools, tech schools, and colleges - increased mandatory overtime work - increased hours of operations
organizational ethics seek to do the following
- raise ethical expectations - legitimize dialogue about ethical issues - encourage ethical decision making - prevent misconduct and provide a basis for enforcement emphasizes "awareness of organizational values, guidelines and codes, and behaving within those boundaries when faced with dilemmas in business or professional work
criterion measures
- to assess employee performance - objective or subjective
demography of the american workforce
- women now make up half the labor workforce - large numbers of latinos and asians from immigration - civil rights legislation removed previous barriers to employemnet faced by african americans - new technologies allow entry for those with disabilities - increase in sexual orientation - wider age range
Need for Laws and Regulations
-Balance of power -Protection of employees -Protection of employers
causes of turnover
-low pay -part time -no benefits -expendable -scheduling desirability of leaving ease of leaving alternatives
Core Staffing Activities
-recruitment: external and internal -selection: measurement, external, internal -employment: decision making, final match
Types of Job Analysis
-task-oriented job analysis -worker-oriented job analysis - job requirements: seeks to identify and describe specific tasks, KSAOs, and job context for a particular job - competency-based: attempts to identify and describe job requirements in the form of general KSAOs required across a range of jobs, focus on how jobs relate to organizational strategy - reward-based: focuses on the rewards employees receive from their work, used to assess what types of positive outcomes employees receive from performing a job
Definition of Disability
1) A physical or mental impairment that substantially limits one or more of an individual's major life activities 2) A record of such impairment 3) Being regarded as having such an impairment
Pros of Outsourcing
1. Cost reduction 2. Risk sharing 3. Allow the company to concentrate on core processes
staffing planning questions
1. How many people should we recruit? 2. What resources do we need? 3. How much time will it take to hire?
selection plans can be developed in 3 steps
1. KSAOs are written in the left-hand column 2. for each KSAO, a yes or no is written to show whether it needs to be assessed in the selection process 3. possible methods of assessment are listed for the required KSAOs and the specific method to be used for each is indicated
Cons of outsourcing
1. Lack of control 2. Unemployment in the home country 3. Risk of exposing confidential data
Staffing System Components
1. Recruitment 2. Selection 3. Employment
measurement process
1. choosing an attribute of concern 2. developing an operational definition of the attribute 3. constructing a measure of the attribute as it is operationally defined 4. using the measure to actually gauge the attribute Goal: to produce a number or score for a given attribute, which can then be used to differentiate individuals and make decisions about them
HRP Process
1. determine future HR requirements to meet strategic business requirements 2. determine future HR availabilities 3. Reconcile requirements and availabilities - that is, determine gaps (shortages and surpluses) between the two 4. Develop action plans to close the projected gaps
notes of caution regarding correlation
1. does not connote a proportion or percentage 2. the value of r is affected by the amount of variation in each set of scores 3. linear relationship between 2 sets of scores, might not always be the best assumption 4. the correlation between 2 variables does not imply causation between them - a correlation simply states how two variables covary or relate to each other, it says nothing about one variable necessarily causing the other one
performance counseling steps
1. identify performance problems 2. assess causes 3. develop corrective actions 4. develop and discuss clear consequences for continued problems 5. document incident, corrective actions, and consequences of continued problems 6. terminate if problems not resolved
reaction to recruiters
1. influence applicant reactions 2. influence is felt by applicants 3. level of warmth and communicating knowledge about the job are the have largest influence on applicant attitudes
implications of reliability
1. interpreting individuals' scores on the measure and the standard error of measurement 2. the effect that reliability has on the measure's validity
4 important points about the person/job match
1. jobs are characterized by their requirements and embedded rewards 2. individuals are characterized by their level of qualification and motivation 3. the issue is the likely degree of fit or match between the characteristics of the job and the person 4. there are implied consequences for every match
evidence for disparate treatment
1. person belongs to a protected class 2. person applied for, and was qualified for, a job the employer was trying to fill 3. person was rejected despite being qualified 4. the position remained open and the employer continued to seek applicants as qualified as the person rejected
standardized measure has 3 properties
1. the content is identical for all objects measured 2. the administration of the measure is identical for all objects 3. the rules for assigning numbers are clearly specified and agreed on in advance
three issues must be resolved before the organization can begin attracting applicants
1. the organization needs to define its strategic goals for the recruitment process 2. organization needs to decide how broadly it will recruit 3. organizational and administrative issues need to be considered including who will do the recruitment and budgeting
at the least, what two factors should be considered when determining availability
1. the percentage of minorities or women with requisite skills in the reasonable recruitment area 2. the percentage of minorities or women among those promotable, transferable, and trainable within the organization
six requirements for unpaid interns and trainees
1. the training must be similar to that given in school 2. the training experience has to benefit the intern 3. the trainee does not displace another person and works under close supervision of the employer's staff 4. the employer does not gain an immediate advantage from the trainee's activities 5. the trainee is not entitled to a job at the end of training 6. the employer and the trainee must understand that the trainee is not entitled to any pay for time spent
selection decisions
1. whther initial applicants who have applied for the job become candidates or are rejected 2. which candidates become finalists 3. which of the finalists receives a job offer
civil rights acts (1964, 1978, 1991)
1964 - outlawed discrimination based on race, color, religion, sex, or national origin 1978- added pregnancy to protected characteristic 1991- amendments to 1964
it is estimated that an average organization's employee cost is over what percentage of its total revenue?
22%
t value formula
= r / (square root of ((1-r^2)/n-2)
formula to calculate the standard score
=(X-mean)/SD
Criminal background check
A check to determine if a person has ever been arrested or convicted of a crime
Common Law
A legal system based on custom and court rulings - court made law - case by case decisions of the court
Criterion-related validation
A method of establishing the validity of a personnel selection method by showing a substantial correlation between test scores and job performance scores.
in-basket exercise
A promotional examination component in which the candidate deals with correspondence and related items that have accumulated in a fire officer's in-basket.
Taylor-Russell Tables
A series of tables based on the selection ratio, base rate, and test validity that yield information about the percentage of future employees who will be successful if a particular test is used.
the major legal issues in HR and staffing planning are
AAPs and diversity programs
emotional intelligence
Ability to monitor one's own emotions and those of others, to discriminate among them, and to use this information to guide one's thinking and actions self-awareness, other awareness, emotion regulation
job applicant
According to EEOC regulations, anyone who expresses an interest in employment, regardless of whether that person meets the employer's minimum qualifications for the job.
Fair Credit Reporting Act of 1970
Act that protects privacy of background information and ensures that information supplied is accurate.
talent management system
An HR system which allows for tracking of many HR functions, such as talent acquisition, performance management, compensation management, and others.
Selection Sequence
An element of logical structure in an algorithm in which the path or flow of sequential logic splits into two or more paths.
Internet Applicant
An individual who expresses interest in employment via the Internet or other electronic data technology.
Levels of Measurement: Nominal
Assign numbers to classify characteristics into categories (#1 = male, #2 = female)
Enforcement of OFCCP
Audits AAPs
Age Discrimination in Employment Act of 1967
Bans age discrimination for jobs unless age is related to job performance
hybrid system of internal recruitment
Both open and closed steps are followed at the same time to cast as wide a net as possible
selection
Choosing from among qualified applicants to hire into an organization - emphasis on assessment and evaluation
reconciliation and gaps
Coming to grips with projected gaps Likely reasons for gaps Assessing future implications
Sources of Laws and Regulations
Common law constitutional law (Constitution and amendments) statutory law (written statues passed by legislative bodies) executive order agencies (basic purpose is to interpret, administer, and enforce the law)
staffing organizations model
Components: 1. Organizational Strategy 2. HR Strategy 3. Staffing Strategy 4. Support Activities 5. Core Staffing Activities 6. Staffing and Retention System Management 7. Organization's mission, goals, and objectives
reference checks
Contacting previous employers of a job applicant to determine his or her job history. Reference checks may also include checking with school(s) or college(s) attended by the applicant to verify educational qualifications.
cut scores
Decision points for dividing test scores into pass/fail groupings
selection plan
Describes which predictors will be used to assess the KSAOs required to perform the job.
Competency-based job analysis
Describing the job in terms of measurable, observable, behavioral competencies (knowledge, skills, and/or behaviors) that an employee doing that job must exhibit to do the job well.
Planning time frame
Determining the amount of time it will take to implement an organization's human resource plan.
diversity planning
Developing a strategy to recruit and select a diverse group of employees. - also focuses on the assimilation and adaption of a diverse workforce
applicant records are required by
EEOC and OFCCP
Alternative Mobility Paths
Emphasis is on movement in the organization in any direction - up, down, and side to side. Emphasized to ensure employee is continuously learning and make the greatest contribution to the organization.
hierarchical mobility paths
Emphasis is primarily on upward mobility in the organization, often labeled promotion ladders.
Employer-Employee Relationship
Employer hires employee to perform certain tasks; employer has right to control conduct of employees - written or oral - at will, meaning either the employer or the employee may terminate the employment relationship at anytime for any reason, without prior notification - employer must withhold payroll taxes, pay required taxes, adhere to minimum wage and overtime pay requirements, conform to equal employment opportunity laws and regulations, and assume liability for harmful acts of its employees while working
levels of measurement: ratio
Equal distances between score units, there is a rational, meaningful zero (eg. weight gain of 4 pounds is twice as much as 2 pounds, weight gain of 0 pounds is meaningful)
Rehabilitation Act of 1973
Extended protection to those with physical or mental handicaps
Immigration Reform and Control Act of 1986
Federal law requiring employers to verify and maintain records on applicants' legal rights to work in the United States - to prohibit the employment of unauthorized aliens and to provide civil and criminal penalties for violations of this law
Employee Polygraph Protection Act of 1988
Federal law that prohibits the use or suggestion of lie detector tests in most employment situations
Substantive Assessment Methods
Find those with min quals but also will be high performers: Cognitive Ability Test - multiple choice test (verbal, math, reasoning, reading comprehension) Personality Test - Social interaction, traits, temperaments, most common form of measurement is self report surveys Aptitude Test - capacity to learn or acquire new skill Psychomotor Test - demonstrate a min degree of strength/dexterity Assessment Centers - method of assessing higher-level managerial competencies. Actual situations. One-several days (in-basket exercises, role-play, tests, interviews) Ability tests - assess capacity to function in a certain way (aptitude and achievement tests) (4 classes of ability tests: cognitive(most valid), psychomotor, physical, and sensory/perpetual)
Employment Eligibility Verification
Form that is REQUIRED for employers to ensure that you are eligible to work in the US.
Job Offer Process
Formulation of job offer Presentation of Job offer Job offer acceptance and rejection Reneging
collecting job rewards information
Gauge the preferences of the organization's own employees or learn about employee preferences and actual rewards provided, in other organizations. Within the Organizations: - Interview or surveys with employees Outside the Organization: - SHRM Survey - Organizational practices
"Great Eight" competencies
General Competencies: 1. Leading (initiates action, gives direction) 2. Supporting (shows respect, puts people first) 3. Presenting (communicates and networks effectively) 4. Analyzing (thinks clearly, applies expertise) 5. Creating (thinks broadly, handles situation creatively) 6. Organizing (plans ahead, follows rules) 7. Adapting (responds to change, copes with set backs) 8. Performing (focuses on results, shows understanding of organizations)
Replacement and Succession Plans
Indicate positions and who is scheduled to fill those slots when they become vacant, may also indicate when the individual will be ready for the assignment
decentralized recruitment
Individual business units or individual managers coordinate the recruitment activities.
Transition to Selection
Involves making applicants aware of Next steps in hiring process Selection methods used and instructions Expectations and requirements
experience
Knowledge or skill that comes from having done certain things.
subjective measures
Measures based on individual perceptions
contingent methods
Medical and drug tests, and background checks
Collecting Job Requirements Information
Methods: - prior information - observation - interview - task questionnaire - committee or task force Sources to be used: - Job analyst - Job incumbents - Supervisors - Subject matter experts
predictor-criterion scores
Must be gathered from a sample of current employees or job applicants
Centralized Recruitment
One central group in the organization, usually HR, coordinates the recruitment activities.
Targeted Recruitment
Organization identifies segments in the labor market where qualified candidates are likely to be, done to find applicants with specific characteristics pertinent to person/job or person/organization match.
Open Recruitment
Organizations cast a wide net to identify potential applicants for specific job openings.
differential pay
Pay rates that are affected by where or when an employee works.
biodata
Personal history information on an applicant's background and interests, general description of a person's life history.
nominations
Placing someone's name into consideration to run for office
Realistic Recruitment Message
Portrays the organization and the job as they really are, rather than describing what the organization thinks job applicants want to hear, both positive and negative aspects of a job and organization are described.
mobility path
Possible employee movements within the internal labor marker structure, two types: hierarchical and alternative.
Genetic Information Nondiscrimination Act (2008)
Prohibits the use of genetic information in employment, prohibits intentional acquisition of same, and imposes confidentiality requirements
parties to a contract
Promiser/obligor: makes a promise Promisee/obligee: person to whom the promise is made A party can be an individual or business
scatter diagrams
Provide a visual way to examine possible relationships between two variables
career development centers
Provide employees with opportunities to take interest inventories, assess their personal career goals, and interview with representatives across the organization
Levels of Measurement: Ordinal
Rank objects based on their relative standing on an attribute; distance between categories is not equal (eg. non smoker, 1/2 pack/day, 1 pack/week, etc)
methods of final choice
Ranking - finalists are ordered from most to least desirable based on results of discretionary assessments Grouping - finalists are banded together into rank-ordered categories Ongoing hiring - hiring all acceptable candidates as they become available for open positions random
core workforce
Regular full-time and part-time employees of the organization.
suggestions for ethical staffing practice
Represent the organization's interests. Beware of conflicts of interest. Remember the job applicant. Follow staffing policies and procedures. Know and follow the law. Consult professional codes of conduct. Shape effective practice with research results. Seek ethics advice. Be aware of an organization's ethical climate/culture
Formula for SEM
SDx * (sq rt (1-rxx))
social media screening
Screening job applications whose social media pages—Facebook and similar—suggest irresponsibility or unfitness for a post.
independent contractors
Self-employed individuals hired on a contract basis for specialized services. - not legally considered an employee - employer does not need to do tax withholding, tax payment, or benefit obligations it has for employees - could also reduce employer exposure for some laws and regulations - cannot be overly supervised - make own hours/wages
job requirements matrix
Shows the key components of job requirements job analysis, each of which must be explicitly considered for inclusion in any job requirements job analysis. Serves as the basic informational source or document for any job in terms of its requirements.
Staffing Strategy
Staffing Levels • Acquire or Develop Talent • Hire Yourself or Outsource • External or Internal Hiring • Core or Flexible Workforce • Hire or Retain • National or Global • Attract or Relocate • Overstaff or Understaff • Short- or Long- Term Focus Staffing Quality • Person/Job or Person/Organization Match • Specific or General KSAOs • Exceptional or Acceptable Workforce Quality • Active or Passive Diversity
Staffing Planning Process
Staffing objectives are developed and alternative staffing activities are generated.
glass ceiling
Strong but invisible career barrier that sometimes exists for minorities and women.
emotional intelligence tests
Tests that 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. measured: 1. similar to items in personality test (most common) 2. ability focused 3. situational judgment tests or performance-based measures
Staffing Quality: Person/Organization Match
The degree to which a person's values, personality, goals, and other characteristics match those of the organization. - compare organizational values, new job duties, multiple jobs, and future jobs - FLEXIBILITY IN APPLICANTS
accuracy (of measurement)
The extent to which observed values, the data produced by measuring an event, match the true state, or true values, of the event as it exists in nature
negligent hiring
The failure of an organization to discover, via due diligence, that an employee it hired had the propensity to do harm to others
communication media
The formats used to convey messages, including advertisements, organizational websites, videoconferences, and direct contact, social media, recruitment brochures
Communication media
The formats used to convey messages, including oral, written, and electronic
communication message
The information the sender wishes to transmit to the receiver.
human capital
The knowledge, skills, and abilities of employees and their motivation to use these successfully on the job
staffing ethics
The moral principles and guidelines for acceptable practice.
coefficient alpha
The most commonly applied estimate of a multiple item scale's reliability. It represents the average of all possible split-half reliabilities for a construct.
staffing
The process of acquiring, deploying, and retaining a workforce of sufficient quantity and quality to create positive impacts on the organization's effectiveness
labor demand
The relationship between the quantity of labor demanded by firms and the wage. - results from customer demands for the organization's products and services
Significance of correlation coeficient
Thesignificancelevelisexpressedas p<somevalue,forexample,p<.05.Thep leveltellstheprobabilityofconcludingthatthereis a correlationin thepopulationwhenin factthereis notarelationship.Thus,a correlationwithp<.05meanstherearefewerthan5 chancesin 100ofconcludingthatthereis a relationshipin thepopulationwhenin factthereis no
in-house temporary pools
Those employed are legally treated as employees, can serve as an "audition" for full-time employment allowing temps to try out a number of positions.
Open Internal Recruitment System
Transfer opportunities are made public. Manager notifies HR of vacancy, HR posts job opening internally, HR receives bids from interested applicants, HR screens candidates, HR gives lists of candidates to manager, manager interviews candidates, and manager fills position.
Closed Internal Recruitment System
Transfer opportunities are not made public. Manager notifies HR of vacancy, HR searches files for candidates, HR gives lists of candidates to manager, manager interviews candidates, and manager fills position. Employees are not made aware of job vacancies, only those who oversee placement in the HR department, line managers with vacancies, and contacted employees are the only people made aware of promotion or transfer opportunities.
application blanks
Used to gather information about work history, educational background, and other job-related demographic data; must not ask for information unrelated to the job.
Initial Assessment Methods
Used to minimize the costs associated with substantive assessment methods by reducing the number of people assessed.
levels of measurement: Interval
Variables whose attributes are rank-ordered and have equal distances between adjacent attributes. Examples: temperature (Fahrenheit), IQ score
Reneging
Verb Go back on a promise, undertaking, or contract.
essential functions
What are essential functins? What is the evidence of essential functions? What is the role of job analysis?
knowledge
a body of information that can be applied directly to the performance of tasks
Disparate Impact
a condition in which employment practices are seemingly neutral yet disproportionately exclude a protected group from employment opportunities
potential gains of a diverse workforce are only realized when
a culture is supportive of diversity
employment brand
a good-company tag that places the image of being a great place to work or "employer of choice" in the minds of job candidates - closely ties to its product market image
mixed motive
a legitimate reason for an employment decision exists, but the decision was motivated by an illegitimate reason
job advertisement
a light overview of the job analysis
Bona Fide Occupational Qualification (BFOQ)
a necessary (not merely preferred) qualification for performing a job
variable pay
a pay system in which an individual's compensation is contingent on performance
sign
a predisposition of the person that is thought to relate to performance on the job personality
recruitment
a process that attracts potential future employees who have KSAOs that will help the organization achieve its strategic goals
Kano Analysis
a quality measurement tool used to categorize and prioritize customer requirements based on their impact on customer satisfaction
structured interview
a research procedure in which all participants are asked to answer the same questions characteristics: questions are based on job analysis. the same questions are asked of each candidate, the response to each question is numerically evaluated, detailed anchored rating scales are used to score each response, detailed notes are taken 4 dimensions of structure: evaluation standardization, question sophistication, question consistency, and rapport building situational or experience based
disclaimer
a statement that explicitly limits an employee's right and reserves that right for the employer
correlation coefficient
a statistical index of the relationship between two things (from -1 to +1)
correlation between scores
a statistical measure of the relation between the two sets of scores
Flexible workforce
a workforce whose members are capable of doing many tasks, either at their own workstations or as they move from one workstation to another temporary employees provided by a staffing firm and independent contractors
letters of recommendation
a written testimony from another person that states that you are credible p.397
measurement error formula
actual score = true score + error
make work more meaningful
alternative reward systems, team building, counseling, alternative employment
measurement error
an error that occurs when there is a difference between the information desired by the researcher and the information provided by the measurement process
Human resource planning
an ongoing process and set of activities undertaken to forecast an organization's labor demand (requirements) and internal labor supply (availabilities), to compare these projections to determine employment gaps, and to develop action plans for addressing these gaps
workforce quality refers to
an organization's human capital
competency
an underlying characteristic of an individual that contributes to job or role performance and to organization success
ability
an underlying, enduring trait of the person that is useful for learning about and performing a range of tasks
Preemployment Inquiries
applicants' personal and background data
Managerial Sponsorship
ask managers to provide their sponsorship for an individual before that person would be considered for a promotion through internal recruiting process Higher-ups given considerable influence in promotion decisions
performance tests and work samples
assess actual performance rather than underlying capacity or disposition performance test:what they actually do on the job work sample designed to capture parts of the job
situational interviews
assess an applicant's ability to project what his or her behavior would be in future hypothetical situations
Job Knowledge Tests
assess applicant's ability to comprehend job requirements - ask questions that directly assess knowledge of the duties involved in a particular job OR focus on the level of experience with and corresponding knowledge about critical job tasks and tools/processes necessary to perform the job
integrity tests
assess attitudes and experiences related to a person's honesty, dependability, trustworthiness, reliability, and prosocial behavior clear purpose and general purpose Clear purpose tests consists of questions of anitheft attitudes and questions about the frequency and degree of involvement in theft or other counterproductive activities general or veiled purpose tests assess employee personality with the idea that personality influences dishonest behavior Concerns: faking, misclassification/stigmatization, negative applicant reactions
experience-based interviews
assess past behaviors that are linked to the prospective job
Interest, Values, and Preference Inventories
attempt to assess the activities individuals prefer to do both on and off the job
voluntary turnover
avoidable and unavoidable
self assessments
based on what you think of yourself
organizational recruitment sources
be more formal, do not provide some of the relational advantages of individual contact - colleges and placement offices, executive search forms, social service agencies, job fairs, co-ops and internships
drug testing
bodily fluids, hair analysis, pupillary reaction test, performance tests. integrity test
resume tips
check for typos customize resume to the position if at all possible brevity is highly valued among hiring managers be factual and truthful do not underplay accomplishments
calculation of reliability estimates
coefficient alpha and interrater agreement assess reliability within a single time period test - retest and intrarater agreement assess reliability between time periods
using metrics for staffing process evaluation
collect and synthesize objectives for staffing process develop metrics that assess how well staffing processes achieve those objectives compile analyze and evaluate metrics on an ongoing basis communicate findings and implications to the top management team
reliability of measures
consistency
validity coefficient
correlation coefficient between a test score (predictor) and a performance measure (criterion)
knowing how to recruit effectively and strategically begins by knowing the organization's
current and future needs
self-selection for applicant
deciding whether to continue in the staffing process or drop out, may occur anywhere alone the selection process
employement
decision making and final match activities by the organization and the applicant
oral versus written versus computer
depends on the nature of the job
form
design of the predictor
definition of strategic goals include
developing goals for attraction, speed, and a time frame
involuntary turnover
discharge or downsize
idiosyncratic deals
employment terms individuals negotiate for themselves, taking myriad forms from flexible schedules to career development
staffing models
ethnocentric, polycentric, geocentric
peer assessment
evaluate the promotability of an internal applicant peer ratings, nominations and rankings
contingencies
events with uncertain outcomes that may represent potential liabilities
Resume Issues
fabrications and distortions
downsides of personality tests
faking, validity, bad reactions
Paper-and-pencil versus performance
fill out a form, write an answer, or complete multiple choice items (paper and pencil test) asked to manipulate an object or equipment (performance test)
support activities
firm activities that add value indirectly, but are necessary to sustain primary activities - legal compliance, planning, job analysis and rewards
Initial Interview
first personal contact with organization and staffing system for applicant screens out the most obvious cases of person/job mismatch
flexible workforce advantages
flexibility, respond quickly to needs, fill new plants or positions where people are absent, important source of new knowledge
Individual recruiting sources
focus on the individuals the organization is attempting to contact - applicant initiated, employment websites (general, searching, and niche)
civil service laws and regulations
governed by special statutory laws and regulations collectively referred to as civil service
civil service
guided by so- called merit principles that serve as the guide to staffing practices - serve to prevent cronyism(political patronage) in hiring
quantity refers to
having enough people to conduct business
quality refers to
having people with the requisite KSAOs so that jobs are performed effectively
high versus low fidelity tests
high: uses realistic equipment and scenarios to simulate the actual tasks of the job low: simulates the task in a written or verbal description and elicits a written or verbal response rather than an actual response
temporary employees
hired for a specified period of time, typically to assist with heavy work periods or to temporarily replace an employee on leave - staffing agencies give them jobs (they are like clients) - raise issues of joint employment
intrarater agreement
how well a scorer makes consistent judgements across all tests
situational judgment tests
hybrid selection procedure that takes on some of the characteristics of an ability test and some of the aspects of a work sample. Applicants placed in hypothetical job-related situations where they are asked to choose a course of action from several alternatives
standard error of measurement
hypothetical estimate of variation in scores if testing were repeated
core workforce disadvantages
implied permanence of the employment relationship locks in the organization's workforce, with a potential loss of staffing flexibility to rapidly increase, reduce, or redeploy its workforce in response to changing market conditions and project life cycles - reducing it can be costly and labor costs might be greater
variability
in a set of numbers, how widely dispersed the values are from each other and from the mean
percentiles
indicate the distance of a score from 0
the logic of prediction
indicators of internal applicants' degree of success in past situations should be predictive of their likely success in new situations A person's KSAOs result from their experience separating selection from recruitment
Three Biggest Areas of Distortion or misinformation on Resumes:
inflated titles inaccurate dates to cover up job hopping or employment gaps half-finished degrees inflated education or purchased degrees
targeted message
intended to reach some specific subgroup of the general population, usually based on a set of demographic characteristics shared by its members.
preliminary issues
interview, evaluation of the predictors
Types of Rewards
intrinsic and extrinsic
types of turnover
involuntary, voluntary, functional, dysfunctional, uncontrollable, controllable
strategy implementation
involves creating the functional strategies, systems, structures, and processes needed by the organization to achieve strategic ends
ethics
involves determining moral principles and guidelines for the acceptable practice of staffing
predictor measure
it taps into one or more of the KSAOs identified in job analysis
staffing metrics
job analysis validation Measurement
fact-finding
job/candidate is presented a case or problem with incomplete information
what are the building blocks of an organization?
jobs
talent management/succession systems
keep an ongoing organizational record of the skills, talents, and capabilities of an organization's employees to inform human resource (HR) decisions
strategic approach to job offers
labor market conditions, organization needs, applicant needs, legal issues
choice of type of message
labor markets KSAOs
2 main sources of external influence on HR and staffing planning
labor markets and technology
staffing firms
legal employers of workers being supplied, though matters of co-employment may arise
Affirmative Action Programs
legally mandated plans that try to increase job opportunities for minority groups by analyzing the current pool of workers, identifying areas where women and minorities are underrepresented, and establishing specific hiring and promotion goals, with target dates, for addressing the discrepancy
Seniority
length of service or tenure with the organization, department, or job
flexible workforce disadvantages
less committed to employers, legal loss of control, new frictions between core workers
turnover rate equation
list the number of employees who have left over a defined period of time / total number of positions in the facility
forecasting HR availabilities
manager judgment, markov analysis, individual internal forecasts, replacement planning, succession planning
central tendency
mean, median, mode
standardization
means of controlling the influence of outside or extraneoud factors on the scores generated by the measure and ensuring that, as much as possible, the scores obtained reflect the attribtue measured - hallmark of sound measurement practice
presentation of Job Offer
mechanical approach sales approach
quality of measures
methods of assessing recruiting effectiveness that focus on the extent to which sources provide applicants who are actually qualified for jobs
importance and use of measures
methods or techniques for describing and assessing attributes that are of concern to us tests for KSAOs
Contingent Assessment Methods
methods whereby a job offer is made contingent upon a candidate passing the assessment
when a company uses effective selection practices, they are viewed as being
more committed to their organizations
motor versus verbal work samples
motor tests involve physical manipulation of things verbal test involves a problem situation requiring language skills and interaction with people
Levels of Measurement
nominal, ordinal, interval, ratio
selection ratio
number hired/number of applicants
Speed versus power
number of responses completed in a certain time frame (speed test) gives individuals items of increasing difficulty (power test)
base ratio
number of successful employees/ number of employees
scores
numerical values or qualitative classification
objective versus essay
objective tests are used to measure knowledge in specific areas essay are best used to assess written communication, problem-solving, and analytical skills
Task Statement
objectively written description of the major tasks an employee performs in a job - simple declarative sentences
contamination error
occurrence of unwanted or undesirable influence on the measure and on individuals for whom the measure is being used
deficiency error
occurs when there is failure to measure some portion or aspect of the attribute assessed
requirements for an enforceable contract
offer, acceptance, consideration
EEO/AA Laws
often provide protections beyond those contained in federal laws - vary by state
employment relationship
one in which the employer has the right to control the manner and means of the employee's performance of work
mechanical approach
one way communication from organization to receiver
the Big Five
openness, conscientiousness, extraversion, agreeableness, neuroticism personality tests
affirmative action program regulations
organization display, job group analysis, availability determination, comparison of incumbency with availability, placement goals, designation of responsibility, identification of problem areas, action-oriented programs, internal audit and reporting
2 most important internal influences on the planning process
organization's strategy (most important) and the organization's culture
initial decisions for HRP
organizations strategy, potential strategies, contingency plans should be developed/ considered, methods for obtaining feedback relative to goals and objective should be in place - planning time frame, head count (current workforce), roles and responsibilities, job categories and levels, judgmental techniques, scenario planning
AAPs
originate from many sources - seek to rectify the effects of past employment discrimination by increasing the representation of certain groups in the organizations workforce
staffing quantity: levels
overstaffed, fully staffed, and understaffed us a comparison of staffing requirements and staffing availabilities
basic litigation process under title V11: EEOC
pg 66
job posting
placing information about job vacancies and qualifications on bulletin boards, in newsletters, and on the organization's intranet
multiple hurdle model
process of arriving at a selection decision by eliminating some candidates at each stage of the selection process
Staffing is a
process that establishes and governs the flow of people into the organization, within the organization, and out of the organization
offshoring
products or services are provided by an external source outside the country where the organization's core operations take place
Equal Employee Opportunity Commission
provides guidance on coverage and responsibility requirements for staffing firms and their client organizations (temporary employees)