MIE 330 Chapter 5
internships
many employers have found that to effectively compete for the best students, they need to do more than just interviews. A way to establish a stronger presence on a campus is with ________. -allows an organization to get early access to potential applicants to gain firsthand experience with their employer so that both parties can make well-informed decisions about fit with low costs and commitment
affirmative action plans
HR planning is an important function to be applied to an organization's entire labor force. It is important to plan for various sub-groups within the labor force like women and minorities -__________ need to be complemented with communication programs that clearly spell out the needs and benefits that these programs bring to the organization and the larger society ex. workforce utilization review
yield ratios
It's a good idea for employers to monitor the quality of all their recruitment sources. One means of accomplishing this is to develop and compare ______ for each source. _____ express the percentage of applicants who successfully move from one stage of the recruitment and selection process to the next. Comparing ______ for different sources helps determine which is best or most efficient for the type of vacancy being investigated. ***Data on cost per hire are also useful in establishing the efficiency of a given source
lead the market policies
because pay is an important job characteristic for applicants, companies that take a ________ approach to pay- that is, a policy of paying higher-than-current market wages-have a distinct advantage in recruiting -pay can also make up for a job's less desirable features like working the night shift -______ make any given vacancy more attractive to applicants
leading indicator
an objective measure that accurately predicts future labor demand -an organization may have statistical models that predicts labor demand for the next year given objective statistics on a _____________ from the previous year. ex. The price of corn is related to the price of beef. If there is a drought, the price of corn will increase and farmers have to spend more to feed their cattle. To compensate for increased production costs, they increase the cattle price which in turn decreases cattle demand. Therefore, the demand for cattle affects the number of workers needed to staff the slaughterhouses. With the higher corn prices in 2012, this predictably meant that the beef processor would need fewer workers in 2013. Thus, a large beef plant was shut down. Had the company not anticipated this drop in demand, thousands of workers would have been paid even though they had nothing to do! ex. the demand for nurses in a country can be historically predicted by knowing the average age of the population. If the average age of Americans increases, one can expect an increase in the need for nurses
outsourcing
an organization's use of an outside organization for a broad set of services -a good choice when a firm doesn't have the certain expertise and is not willing to invest time/effort into developing it -cost savings are immense because rather than buy and maintain their own specialized hardware/software/staff to support these systems, companies can time-share facilities and expertise of a firm that focuses on this technology -__________ is becoming common with administrative HR tasks so HR managers can focus on more strategic issues A type of ________ is offshoring,
balanced
because of the complementary strengths and weaknesses of statistical methods and judgmental methods, companies that engage in Human Resource Planning use a ______________ approach
downsizing
-the planned elimination of large numbers of personnel designed to enhance organizational effectiveness -the key to a successful ______ effort is to avoid indiscriminate across-the board reductions and instead perform surgical strategic just that reduce costs and improve the firm's competitive position the typical organizational response to a surplus of labor has been _______, which is fast but high in human suffering.
word of mouth endorsements
A referral of an applicant using aided self selection; current employees (who are knowledgable of both the vacancy and the person they are referring) do their homework and conclude that there is a fit between the person and the vacancy; they then sell the person on the job
offshoring
A special case of outsourcing where the jobs that move actually leave one country and go to another in order to reduce costs by hiring less expensive labor to do the work -rapid technological changes have made the trends in _______ historically unprecedented -restricts job growth in the US, slowed salary growth after an economic recovery -this practice is declining because of problems with quality control, security violations, and poor customer service experiences that have wiped out the cost savings attributed to lower wages
job fair
A way for organizations to establish a stronger presence on campus. A ________ is a place where many employers gather for a short time to meet large numbers of potential job applicants. They can be held anywhere but campuses are ideal locations because of the many well-educated, yet unemployed, individuals who live there. -an inexpensive means of generating an on-campus presence and can provide one-on-one dialogue with potential recruits-dialogue that can't be achieved through less interactive media like newspaper ads
human resource planning process
The _______________ consists of forecasting, goal setting and strategic planning, and program implementation and evaluation of the results
due process policies
policies by which a company formally lays out the steps an employee can take to appeal a termination decision -organizational recruiting materials that emphasize due process, rights of appeal, and grievance mechanisms send a message that job security is high -job applicants find companies with _________ more attractive than companies with employment at will policies
strategic planning
the second step in human resource planning; once goals are established, the firm needs to choose from the strategies available for redressing labor shortages and surpluses -a critical stage because the options available to the planner differ widely in their expense, speed, effectiveness, amount of human suffering, and revocability
promotes from within
-a desirable feature of a vacancy is that it provides ample opportunity for advancement and promotion. The organizational policy that affects this is the degree to which the company ______________, that is, recruits for upper-level vacancies internally rather than externally -__________ policies saves the company money in recruiting costs and employee satisfaction rises -employees like __________ programs because they increase job security and promotion opportunities -Downside is many of the employees that are recruited away are top performers in the current units and managers are often mad at the loss of these employees
statistical methods
a measurement used in forecasting on both the supply and demand sides of labor in the Human Resource Planning Process -Good for capturing historical trends in a company's demand for labor, and under the right conditions are more precise than the subjective judgements of a human forecaster
judgemental methods
a measurement used in forecasting on both the supply and demand sides of labor in the Human Resource Planning Process. -With no historical precedent, one must rely on the pooled subjective judgements of experts, and their "best guesses" may be the only source from which to make inferences about the future
internal recruitment
a method of recruitment; a company begins with identification of the most critical jobs in the company and identifies individuals that would serve as potential successors for the person currently occupying that job. Identifying these internal candidates allows the firm to invest in them slowly by providing them extra training in technical and leadership skills. This gives the company a deep bench from which to draw talent The potential for extra training and the hope of upward advancement is a motivating element of the culture and keeps attrition and turnover low -positive effects on recruits' perceptions of job security, generates a sample of applicants who are well known to the firm, these applicants are knowledgable about the company's vacancies which minimizes the possibility of inflated expectations about the job, cheaper and faster to fill vacancies internally
external recruitment
a method of recruitment; used for entry-level positions and specialized upper-level positions because there aren't enough internal recruits from which to draw. Also good for bringing in outsiders because they may expose the organization to new ideas or new ways of doing business. Lastly a good way to strengthen one's own company and weaken one's competitors.
underutilization
a result of a workforce utilization review; if the analysis indicates that some group-for example, blacks-make up 35% of the relevant labor market for a job category but that this same group constitutes only 5% of the actual incumbents in that job category in that organization, this is evidence of _______________ -_________ can occur because of problems in selection or from problems in internal movement, and this could be seen from the transitional matrix
furlough
a short-term elimination of paid workdays applied to salaried workers (work piles up when they leave the office), as opposed to hourly workers (go home after the assembly line stops running). Therefore professors came to work anyways so the _________s were actually pay cuts, not reduction in hours -a good strategy to employ when the employer has an immediate need to conserve money and protect cash flow, but also believes that need with be short-term and the employees involved have skills that make them hard to replace in the long term
direct applicants
a source of recruit; people who apply for a job vacancy without prompting from the organization -many _____ are already "sold" on the organization by using the process of self selection they've already done their homework and concluded that there is enough fit between themselves and the vacancy to warrant their submitting an application)
referrals
a source of recruit; people who are prompted to apply for a job by someone within the organization -a form of aided self-selection occurs with _________ -many job seekers network to find employment; this aids both the job seeker and the organization -often uses word of mouth endorsements
transitional matrix
a statistical method used in determining labor supply; a matrix showing the proportion (or number) of employees in different job categories at different times -these matrices show how people move in one year from one state (outside the organization) or job category to another state (outside the organization) or job category -good for charting historical trends in the company's supply of labor. If conditions remain constant, can also be used to plan for the future but not always reliable ex. if we think we will have a surplus of labor in the production assembler job category in the next 3 years, simply initiate a freeze on external hires ex. Nuclear energy field labor supply
headhunters (ESF)
a type of private employment agency that operate almost exclusively with people who are currently employed. Dealing with ______ is sensitive because executives may not want to advertise their availability for fear of their current employer's reaction. The most skilled ______ develop trusting, long-term relationships with high-skilled employees, and serves as a buffer between the employer and the recruit is the core of their business model.
statistical planning models
a type of statistical method used to predict labor demand for the next year given objective statistics on leading indicators from the previous year -good when there is a long, stable history that can be used to reliably detect relationships among variables -These models must be complemented by subjective judgements of people who have expertise in that area because there are too many "once in a lifetime" changes to be considered that can't be accurately captured in these models
temporary workers
allows firms the flexibility needed to operate efficiently in the face of swings in the demand for goods and services. Employers have begun to like matching quick changes in consumer demand for products with quick changes in the supply of labor -an option that is fast and high in revocability -a __________ is brought in to manage a single job
workforce utilization review
an affirmative action plan that forecasts and monitors the proportion of various protected group members, like women and minorities, that are in various jobs and careers. The proportion of workers in these subgroups can then be compared with the proportion that each subgroup represents in the relevant labor market -controversial because seen as unfair by non minorities. When the evidence shown from a ________ makes it clear that a specific minority group has been historically underrepresented because of past discrimination, and that increasing the level of representation will benefit workforce diversity and competitiveness, then these programs are easier to justify
adult intern
describes people who are willing to work for free while trying to break into a new career field -in job categories where skills are perishable and need to be constantly updated, many laid-off workers take any work available- even unpaid to prevent a gap in their employment history
forecasting
in personnel _____, the HR manager attempts to determine the supply of and demand for various types of human resources to predict areas within the organization where there will be future labor shortages or surpluses. -the first step in the planning process -Can use either statistical methods or judgmental methods -once the forecasts of labor demand and supply are known, the planner can compare the figures to determine whether there will be a labor shortage or labor surplus for the respective job categories. When this is determined, the organization can decide what to do about these potential problems -the longer one has to adjust to labor surpluses and shortages, the easier the adjustment, and thus _________ is a critical strategic HR activity
dual purpose interviews
interviews focused on both recruiting and selecting applicants. Recruiters provide less info about the company when conducting ___________ and applicants remember less info about the recruiting organization after ________ -organizations trying to recruit and select new personnel at the same time will not do well because each process is so complex
employment at will policies
policies which state that either an employer or an employee can terminate the employment relationship at any time, regardless of cause -sends the message that job security is low -job applicants find companies with _________ less attractive than companies with due process policies
transformational offshoring
rather than treating off sourced work as just a cost-containment strategy, firms are looking for ________, which promotes growth and opens up avenues of new revenue. -the increased sophistication of outsourcing firms means that they are better able to partner with companies on an equal basis in developing innovative and unique ways to do business
public employment agencies
serves primarily the blue-collar labor market. Employers can register their job vacancies with their local state employment office and the agency will attempt to find someone suitable using its computerized inventory of local unemployed individuals. The agency makes referrals to the organization at no charge, and these individuals can be interviewed by the employer for potential vacancies. State unemployment offices have specialized desks for minorities so its a good source for employers who think they are underutilizing any subgroups. -one must be unemployed to use this agency
private employment agencies
serves primarily the white-collar labor market' employers can register their job vacancies and the agency will attempt to find someone suitable using computerized inventory of local unemployed individuals. -these agencies charge the organization for such referrals -One doesn't have to be unemployed to use this agency -Many organizations have shifted away from _____ and focused more on using their own internal recruiters to staff openings. It's a general belief that internal recruiters have a better feel for the organization's culture and thus, in addition to filling positions faster and cheaper, those recruited are also a better fit for the company. ex. A type of ______ are executive search firms (ESF) aka headhunters
image advertising
sometimes organizations advertise just to promote themselves as a good place to work in general. ________ is particularly important for companies in extremely competitive labor markets that had a bad image. - the company's image impacts applicant reactions -effective because job applicants develop ideas about the reputation (their brand image) and that influences their expectations about the nature of specific jobs at the organization -___________ is most effective by using the organization's own website and producing videos involving racially diverse employees
intrinsic rewards
the US army, because of the recent wars, failed to meet its recruiting goals despite offering extrinsic financial rewards. To remain competitive, the Army relies on more _____________ related to patriotism and personal growth opportunities that people associate with military service -driven by personal interest or enjoyment in the work itself; exists within the individual and doesn't depend on others ex. sense of accomplishment, provides the natural high when you accomplish something
personnel policies
the generic term used to refer to organizational decisions that affect the nature of the vacancies for which people are recruited; this affects the kinds of jobs the company has to offer
work share programs
the government is trying to promote the reduction-in-hours approach to reducing a labor surplus with special programs aimed at preventing permanent layoffs. ex. business is slow, there were no layoffs, but employees had their hours cut. This would have resulted in a cut in pay except a state government program that helped the company pay most of the lost wages in return for the company not laying off anyone. The state would have wound up paying the same amount in unemployment compensation, but this program allowed the company to hold on to experienced employees for when the economy turns around
liftout
the practice of trying to recruit a whole team of people. In a war for talent, some employers who try to entice one new employee from a competitor will often try to leverage that one person to try to entice even more people away -Mike was recruited as the new CEO of Optimus; within hours of leaving his former employer, he in turn recruited 7 other former colleagues to join Optimus -valuable because in recruiting a whole intact group, you get the coordination and dynamics of a functioning team without having to create that yourself
human resource recruitment
the practice or activity carried on by the organization with the primary purpose of identifying and attracting potential employees that the organization can draw on if the need arises -creates a buffer between planning and actual selection of new employees -the goal is not to generate large numbers of applicants. If the process generates a sea of unqualified applicants, the organization incurs great expense, but few vacancies will actually be filled because no one has the qualifications. This problem of generating too many applicants is promoted by the use of wide-reaching technologies like the Internet to reach people
self selection
the process of direct applicants that research an organization and conclude that there is enough fit between themselves and the vacancy to warrant their submitting an application
program implementation
the programs developed in the strategic-choice stage of the HR planning process are put into practice in the ____________ stage. -it's critical to make sure that some individual is held accountable for achieving the stated goals and has the necessary authority and resources to accomplish this goal. Also important to have regular progress reports on the ___________ to be sure that all programs are in place by specified times and that the early returns from these programs are in line with projections
goal setting
the second step in human resource planning; the purpose of setting specific quantitative goals is to focus attention on the problem and provide a benchmark for determining the relative success of any programs aimed at redressing a pending labor shortage or surplus -the goals should come from the analysis of labor supply and demand and should include a specific figure for what should happen with the job category or skill area and a specific timetable for when results should be achieved ex. an organization might set a goal to reduce the number of employees in the production assembler job category by 50% over the next three years
extrinsic rewards
using pay to attract people to certain jobs; often what appears to be shortages in labor supply for certain positions often can be traced to a mismatch between the pay associated with the job and working conditions
