MAN 3025- Chapter 12
Work sample
A real example of work that the person has produced, or it might be a live simulation of the job in real time
What must HR managers understand and apply?
A variety of federal laws that prohibit discrimination, establish safety standards, or require organizations to provide certain benefits
How did the Four Seasons Hotels and Resorts take a strategic approach to HRM?
Achieving competitive advantage by focusing on hiring, training, motivating, developing, and rewarding frontline employees in ways that encourage them to provide exceptional service.
What does human resource management include?
Activities undertaken to attract, develop, and maintain an effective workforce
What are the three key elements the strategic approach to HRM recognizes?
All managers are involved in managing human resources Employees are viewed as assets HRM is a matching process, integrating the organization's strategy and goals with the correct approach to managing human capital
Internship
An arrangement whereby an intern, usually a high school or college student, exchanges his or her services for the opportunity to gain work experience and see whether a particular career is appealing.
What is used as a selection technique in almost every job category in nearly every organization?
An interview
Why do companies use personality tests?
Assess such characteristics as openness to learning, agreeableness, conscientiousness, creativity, and emotional stability.
Why are HR managers vital players in corporate strategy?
Because no strategy can be effective without the right people to put it into action
What happens in the selection process?
Employers assess applicants' characteristics to determine the "fit" between the job and the applicant's characteristics.
What are the three broad goals of HRM?
Finding, developing, and maintaining an effective workforce
Blind hiring
Focuses managers on an applicant's job skills and performance rather than educational credentials, appearance, or prior experience.
Realistic job previews (RJPs)
Gives applicants all pertinent and realistic information, both positive and negative, about a job and the organization.
What do RJPs contribute to?
Greater employee satisfaction and lower turnover facilitate matching individuals, jobs, and organizations.
What are some current strategic issues?
Hiring the right people to become more competitive on a global basis Hiring the right people to improve quality, innovation, and customer service Knowing the right people to retain after mergers, acquisitions, or downsizing Hiring the right people to apply new information technology (IT) to HRM processes.
Rewards or total rewards
Includes a broad range of rewards such as wages and salaries, incentive payments, bonuses, and benefits such as health insurance, paid vacations, or other benefits.
What does job analysis do?
It helps organizations recruit the right kind of people and match them to appropriate jobs
The application form
It is used to collect information about the applicant's education, previous job experience, and other background characteristics
Performace Appraisal
Observing and assessing employee performance, recording the assessment, and providing feedback to the employee.
Discrimination
Occurs when hiring and promotion decisions are made based on criteria that are not job-relevant.
What are examples of discrimination?
Refusing to hire a Black applicant for a job that he is qualifies to fill or paying a woman a lower wage than a man for the same work
Wage and salary surveys
Show what other organizations pay incumbents in jobs that match a sample of critical jobs selected by the organization
Competency-based pay
Systems encourage people to develop their skills and competencies, thus making them more valuable to the organization
Job evaluation
The process of determining the value or worth of jobs within an organization through examining job content.
Why do some companies use a brain teaser?
These companies put a premium on innovativeness and problem-solving.
What do managers do to perform job analysis?
They ask about work activities and workflow, the degree of supervision given and received on the job, knowledge, and skills needed, performance standards, working conditions, and so forth.
Employment tests
They may include cognitive ability tests, physical ability tests, personality inventories, and other assessments.
Promotions
They provide people with more challenging assignments, prescribe new responsibilities, and help employees grow by expanding and developing their abilities.
What do situational (case) questions require?
They require people to describe how they might handle a hypothetical situation
performance review ranking system (forced ranking system)
This method is increasingly controversial because it evaluates employees by pitting them against one another.
What is the value of the exit interview?
To provide an inexpensive way to learn about pockets of dissatisfaction within the organization and find ways to reduce future turnover.
Pay for performance (incentive pay)
Trying at least part of the compensation to employee effort and performance, whether through merit-based pay, bonuses, team incentives, or various gain-sharing or profit-sharing plans.
What were the top three companies of a recent list of "100 best workplaces for millennials?"
Ultimate Software, Hilton, and Salesforce
Human resource planning begins with several big picture questions including:
What new technologies are emerging, and how will these affect the work system? How much is the volume of the business likely to change in the next five to ten years? What is the turnover rate, and how much turnover, if any, is avoidable?"
job description
a clear and concise summary of the specific tasks, duties, and responsibilities
360-degree feedback
a process that uses multiple raters, including self-rating, as a way to increase awareness of strengths and weaknesses and guide employee development
Example of the matching model
a small software developer might require long hours from creative, technically skilled employees. In return, it can offer freedom from bureaucracy, tolerance of idiosyncrasies, and potentially high pay.
Job analysis
a systematic process of gathering and interpreting information about the essential duties, tasks, and responsibilities of a job
In the old social contract between the organization and the employee, what could the employee contribute?
ability, education, loyalty, and commitment
Recruiting
activities or practices that define the characteristics of applicants to whom selection procedures are ultimately applied
Compensation
all monetary payments and all goods or commodities used instead of money to reward employees.
Contract and contingent workers
also called gig workers and the shadow workforce, are employed only on an as-needed basis, and have become a growing part of workforce strategy for many companies
What do cognitive ability tests measure?
an applicant's thinking, reasoning, verbal, and mathematical abilities and can be a predictor of good performance by indicating a candidate's ability to learn.
A corporate university
an in-house training and education facility that offers broad-based learning opportunities for employees throughout their careers.
Exit interview
an interview conducted with departing employees to determine reasons for their departure and learn about potential problems in the organization
What are today's managers applying for recruiting and selecting employees?
artificial intelligence (AI)
Behavioral questions
ask people to describe how they have performed a certain task or handled a particular problem
What do structured interviews typically include?
biographical questions and situational or case questions
Skill based pay
employees with higher skill levels receive higher pay than those with lower skill levels
What is the first step in finding the right people?
human resource planning in which managers or HRM professional predict the need for new employees based on the types of vacancies that exist
An employer brand
is similar to a product brand except that it promotes the organization as a great place to work rather than promoting a specific product or service its aim is to make the organization seem like a highly desirable place to work
What are the two advantages of internal recruiting?
it is less costly than an external search and it generates higher employee commitment, development, and satisfaction
What is the most common approach to employee compensation?
job-based pay
Social learning
learning informally from others using social media tools, including mobile technologies, social media, wikis and blogs, virtual games, and so forth.
Job-based pay
linking compensation to the specific tasks an employee performs
job specificiation
outlines the knowledge, skills, education, physical abilities, and other characteristics needed to perform the job adequately.
Human resource management
refers to the design and application of formal systems in an organization to ensure the effective and efficient use of human talent to accomplish organizational goals
Human capital
refers to the economic value of the combined knowledge, experience, skills, and capabilities of employees.
Training and development programs
represent a planned effort by an organization to facilitate employees' learning of job-related skills and behaviors
affirmitive action
requires that an employer take positive steps to guarantee equal employment opportunities for people within protected groups
What is recruiting sometimes referred to as?
talent acquisition to reflect the importance of the human factors in the organization's success.
Development
teaching people broader skills that not only are useful in their present jobs but also prepare them for greater responsibilities in future jobs.
Human resource planning
the forecasting of HR needs and the projected matching of individuals with expected vacancies
The matching model
the organization and the individual attempt to match the needs, interests, and values that they offer each other
What is the third step in finding the right people?
to select from the applicants those persons believed to be the best potential contributors to the organization
What is the second step in finding the right people?
to use recruiting procedures to communicate with potential applicants
Training
typically refers to teaching people how to perform tasks related to their present jobs
Structured interviews
use a set of standardized questions that are asked of every applicant so comparisons can easily be made
Virtual Recruiting
uses social media's video and chat features, virtual job fairs, and recruitment software to identify desired candidates
In the old social contract between the organization and the employee, what would the company provide?
wages and benefits, work, advancement, and training
On-the-job training
where an experienced employee is asked to take a new employee "under his or her wing" and show the newcomer how to perform job duties.
What do biographical questions ask?
which ask about the person's previous life and work experiences
