Quiz 3 Human Resource Management

what two things determine how many HR ppl to have

size of business and how long its been around

HR needed to deal with… (and whats a good personality for it?)

deals w ppls problems, HR gonna change things like software and personell

personality best when not swayed by ppls emotions

legal HR person needed for what reason

compliance reasons

if business needs to follow a lot of rules, need legal person to make sure theyre not breaking rules/laws and arent gonna be sued

businesses dont wanna pay for HR unless…

theyre gonna save you money (aka frees owner up to do more important things)

key responsibilities of human resource management team (8)

1. recruitment

2. induction (onboarding ppl)

3. training

4. assessment (hiring someone/looking to promote them, put them through tests)

5. salaries and benefits

6. worker retention (focus groups, interviewing level and ask what they need, job training)

7. policy formulation

   1. conflict resolution (having issues w ppl or work)

human resources (4 things)

1. attract ** (hire)

2. support

3. develop

4. retain talent

last two least important

administrative

no human contact

scheduling things

health insurance

when biz is growing

human contact

interacting w ppl

if biz not growing or going away…

HR job in jeopardy

talent aquisition

part of talent management

finding and hiring ppl that are good/skilled at their job

get applicants

talent retention

part of talent management

keeping ppl in

HR is driven by the companies_____ strategy

employee strategy

can be growing, neutral, or shrinking

depending on the market, it will completely change the 8 initiatives you are focusing on

changes the ppl youre working with

why do companies always have advertisements up?

to put up an illusion that the company is growing

can be concerning

predictor of recessions

low car sales

low housing sales

things that will do well regardless of the economy

utilities (internet etc)

medicine

whats the last thing to fall in recessions?

employment

person-job fit (impatient vs patient company also)

most ppl hire for this first

make sure they they can do the job

do they have the minimum knowledge, skills, and abilities?

impatient company will bring someone in that already knows the job, risk that they learned it wrong

patient company will train someone up in a small time, can get a lot more applicants in this way, its cheaper and the person is more eager to learn

not good fit here→ cant do work correctly/efficiently

person-manager/group fit

can the manager sync with the hire?

does the person do well w the manager/have chemistry w the team?

“chemistry call” kinda like a date

not good here→ adapt to organization or fail to adapt (start looking elsewhere or stay bc performing well or good pay)

person organization fit

will our values and goals align?

some ppl push values onto them, others only hire ppl w their values (ex: faith based values)

if bad fit, youll question your values, is it worth it to stay here

going to be frustrated and perform poorly if…

if not a good fit between ambition and manager work connections

reasons its hard to get person-job, person-group, and person-organization fit

• money

  • if getting all 3, going to get paid less bc better organization/culture, more applicants so less youll have to pay ppl (underpaid)

  • if you arent interested in working somewhere bc bad fit/bad culture, theyll have to pay you more to attract you to work there (overpaid)

• you dont know if you really fit unless youve been there for a few months

can learn more abt management and law with this source

SHRM

standardized interview and pros/cons

standardized questions, i ask everyone the same questions

pro: fair, doesnt allow for bias, “Safer” to ask same Qs

cons: cookie cutter, dull, dont get real convo, less chemistry, interviewee may think interviewer doesnt care about them

unstandardized interview and pros/cons

free for all, ask random questions, conversational, highly customized NOT asking ppl same Qs, questions based on answers, unique questions

pros: real convo, see personality/likes/dislikes

cons: might not assess candidates skillset to the best way, may forget important questions/topics

pre-employment interview structure

havent gotten job yet, abt to be hired but not hired yet

if questioning applicant pool, look at who works there already, where you are, who youre looking for (do you put minority groups through to the next round just bc theyre minority? do you choose locals? merit based? make sure to use DEI throughout interview process

best practices for interviews

mix of standardized/unstandardized

use DEI

probing

asking deeper questions based on answers to earlier questions

cant do in standardized interview

better chance at finding a best fit

performance appraisals

self and manager appraisals

almost a waste of time

1. compensation (bonuses, pay increases (some for inflation), title promotion

   1. some salaries negotiated in middle of the yr with new job offers, pregnancies, medical issues (life situations)

2. evaluation of performance (overall, specific tasks, areas to develop and grow, goals short term, long term, realistic and stretch (helps align employee and manager)

3. data

self performance appraisals

employee writes about themselves

manager then compares and contrasts

can give employee peace of mind that theyre doing better than they think or doing worse than they think and they need to work on things

downside→manager didnt rlly do anything

why are performance appraisals criticized

-can be awk for ppl giving/recieving feedback

-maybe they arent being honest, ppl mayh lie to avoid conflict/so ppl dont hold grudges

→afraid if you give truthful appraisals that they may quit

→you have to see them at work the next day

→ppl getting bonuses/positive appraisals, other ppl didnt, awk

-if ppl get pay increases anyways, they might not even listen to the things the manager is saying

manager 360 degrees feedback

someone would have an interview with all the ppl listed and ask them about a certain employee/abt a manager

if you lose credibility, nobody will tell you anything

expensive!

type of performance appraisal

three main things involved with manager 360s

1. people

   1. supervisor, peers, employees, customers

   
   

2. data

   1. quantitative data (numbers)-shows where employee lands compared to others, preferred bc easier to look at data than reading words

   2. qualitative data (words)-tell more abt the story

3. format

   1. interviews

   2. surveys

   3. focus groups (whole team in one room, you get herd mentality/peer pressure/nobody talks. ppl not always honest bc worried someone will rat them out

performance appraisal criticisms (3)

1. negative feedback can backfire if they employee is not ready for coaching or feedback is poorly delivered

2. trust in the system may be too low for ppl to speak openly abt issues. fear of a leak

3. apprausals are often tied to money and promotions, so manager under a lot of pressure to give positive scores w little incentive to be tough

four ways to change behavior of employees

1. direct feedback

2. direct feedback with coaching

3. “show me the incentive and ill show you the behavior” -charlie munger

4. performance improvement plan

direct feedback

1. observation (i saw you came in late

2. impact/cost (missed something important, cost your reputation/learning)

3. do less/more

direct feedback with coaching

what happened? who did it impact and how? what could you do differently?

“show me the incentive and ill show you the behavior” -charlie munger

put consequence or reward on persons behavior

performance improvement plan (PIP)

organizations do this before they fire someone

set bar so unreasonably high so they have to be fired