Recruitment and selection Exam 1

four points about person/job match

1.) jobs are characterized by their requirements (e.g., interpersonal skills, previous budgeting experience) 2.) individuals are characterized by their level of qualification (e.g., few interpersonal skills, extensive budgeting experience) 3.) the likely degree of fit or match between the characteristics of the job and the person is important. 4.) there are implied consequences for every match

affirmative action

A policy designed to give special attention to or compensatory treatment for members of some previously disadvantaged group

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 Results

Acquire, deploy, retain It's a process or system Quantity vs quality Organization effectiveness

Scope of human capital

An average organization's employee cost (wages or salaries and benefits) is over 25% of its total revenue Organizations that capitalize on human capital have a strategic advantage over their competitors

Human capital

Knowledge, skills and abilities of people Their motivation to do the job

disability

a physical and mental impairments that substantially limits a one or more major life activities Enforced by EEOC

Four-Fifths Rule

an employment practice has disparate impact if hiring rate for minority group is less than 80% of hiring rate for majority group

independent contractors

are not considered employees, in a legal sense, of employer

shortage

availability < required long-term: recall, hire, transfer, retrain short-term; increase hours, production, temp hires, assigments

surplus

availability > required long-term: freeze hires, layoff, retire, retrain, transfer short-term: freeze hires, reduce ot/pt, temp shutdown/layoff, absences, decrease assignments

executive order 11246

businesses that contract with the federal government cannot discriminate based on race, color, religion, national origin, or sex

affirmative action plans

can be used to remedy past discrimination, it is underutilized with women, shouldn't turn into reverse discrimination

current workforce

can consist of all FT equivalents, everyone on the payroll, depends on the system being utilized

EEOC

charge filed > investigation to determine "reasonable cause" > voluntary settlement process, preferred method of settlement, right to sue letter or charge filed > right to sue letter

reconciliation and gaps

coming to grips with projected gaps, determining reasons, assessing future implications

hr planning elements

compare forecasted labor requirements with forecasted labor availabilities to determine gaps then develop an action plan based on surplus, shortage, or just enough

substantially limiting

depends on the nature and severity, duration or expected duration and its permanency or long-term impact must prevent/significantly restrict a person from performing a class or broad range of jobs in various classes

temporary employees

do not have special legal stature

rehabilitation act

don't discriminate on an individual with a handicap

ada

don't discriminate on anyone with a disability enforced by EEOC qualified = can do the essential job functions with or without a reasonable accommodation and undue hardship on the company

civil rights act

don't discriminate on race, color, religion, national origin, sex and enforced by EEOC.

adea

don't discriminate over 40 years old, enforced by EEOC BFOQ, Factors other than age, seniority systems are all protected but employment advertising must not be discriminatory

disparate impact

effect of employment practices, rather than on motive or intent underlying them result of a protected characteristic, people are adversely affected by an employment practice uses statistics for evidence (applicant flow, stock, concentration)

outsourcing

employer concerns regarding the working conditions, loss of control over quality, offshoring

state law

employment at will, workplace torts, criminal record inquiries, drug tests, aids tests, personnel record access

multiple jobs

flexibility concerns - hiring people who could perform multiple jobs

plaintiffs rebuttal

in a litigation process they will say that the reason is a pretext for discrimination or the practice is not job related; the employer doesn't adopt practice with less disparate mpact

employers rebuttal

in a litigation process, they say nondiscriminatory reasons for practice or show a BFOQ or the practice is job related and consistent with business necessity

remedies

in the litigation process, there may be a consent decree, compensatory and punitive damages or consent decree, equitable relief (back pay)

disparate treatment

intentional discrimination where employer knowingly discriminated on basis of specific characteristics evidence: direct, mixed motive, situational factors (belongs to protected class, applied for qualified for a job that wasn't filled, was rejected despite qualified)

flexible workforce

it is flexible, but not loyal and quality is iffy temporary ee or independent contractors

person job match

job requirements and rewards match person's KSAOs and motivation which allows HR to attract, retain, and increase performance attendance and satisfaction of employees. ksaos match requirements and motivation match rewards

staffing quantity

levels

strategic planning

linkages with larger organizational mission comprehensiveness

future jobs

long term matches during employment relationships promotability, career pathing

employer employee relationship

most prevalent form of employment relationship involves an agreement between employer and employee on terms and conditions of employment which results in an employment contract

organizational culture

norms of desirable attitudes and behaviors for employees

person organization match

organizational values, new job duties, multiple jobs, and future jobs match the person's KSAOs and motivation so that HR can reach their outcomes

eeo aa

patterned after federal laws with basic provisions that vary from state to state to provide protections beyond those contained in federal laws and regulations

staffing quality

person/job match or person/organization match specific or general KSAOS exceptional or acceptable workforce quality active or passive diversity

impairment

physiological disorder affecting one or more of a number of body systems or a mental or psychological disorder

Polygraph

prevent most private empoyers from using a test on job applicants or employees can be used with pharamaceutical, law enforcement, or theft cannot require applicants or employees, can't use results to make ee decisions, cant retaliate for refusal to take

Staffing

process of acquiring, deploying, and retaining a workforce of sufficient quantity and quality to create positive impacts on the organization's effectiveness.

immigration reform

prohibit employment of unauthorized aliens and provide civil and criminal penalties for violations uses the I-9 form to verify an employee is legally eligible for employment by offering proof of identity enforced by dept of justice and can result in a $10,000 fine

availabilities

projection based on the current workforce that account for people retiring, getting promotions, leaving, etc... determine the head count data for current workforce and their availability in each job category/level markov analysis

merit principles

recruit, select, promote ee on basis of ksaos fair treatment without regard to politics, race, color, national origin, sex, religion, age, handicap privacy and constitutional rights of applicants and ee as citizens no coercion for politics

diversity planning

recruiting activities: select schools with diversity and show a commitment to diversity selection activities: eliminate requirements not related to job performance but include objective standards for judging candidate qualification

action plan

recruitment, selection, employment, retention, compensation, training and development set objectives, generate/ assess/ choose alternatives

Fair Credit Reporting

regulates organizations acquisition and use of consumer reports on job applicants before obtaining a report, give the applicant a notice and get their permission if you take action due to the results: notify them, provide them with report, tell them their rights FTC

staffing strategy

requires making key decisions about acquisition, deployment, and retention of a company's workforce 13 key decisions: staffing levels and quality

major life activities

sitting, sanding, lifting, mental/emotional processes such as thinking, concentrating, and interacting with others

initial decisions

strategic planning, time frame, job categories/levels, head count, roles and responsibilities

job requirements

tasks involved, KSAOs necessary for performance of tasks extend beyond task and KSAO requirements

new job duties

tasks that may be added to the target job over time

requirements

the amount of ee needed for the forecasted time

Staffing System Components

1. Recruitment 2. Selection 3. Employment

Staffing Models

Staffing Quantity Staffing Quality Staffing System Components Staffing Organizations