Human Resources Management Final

What is the human resource planning cycle?

1. Stocktaking

2. Forecasting

3. Develop action plans

4. Implementation

5. Access and adjust plans as required

What is the recruitment process?

1. Business strategy

2. Workforce planning

3. Job analysis

4. Recruitment

5. Selection

What is the key to a ‘best practice approach’?

selection

Competencies Definition

behavioral characteristics of an individual that are related to their effective performance in a role compared with knowledge, skills, and abilities

What are the two outputs of a job analysis?

Job description and person specification

Formal recruitment methods

job vacancy is officially advertized through TV, print, ratio etc. Unusual for an organization to use a variety of methods

Informal recruitment methods

Word of mouth, facebook, instagram, have to have an “in” to hear about. Often performs better than other methods!

What is the benefit of internal recruitment?

Cost effective and employee already understands organizational culture, products, and processes

What is the consequence of internal recruitment?

Limits pool of applicants that may not have competencies requires, and may restrict innovation and diversity of mindset in the organization due to a lack of new talent

What recruitment method has the opposite benefits and consequences to internal recruitment?

External recruitment

What is the benefit to e-recruitment?

Relativelyl low cost compared to other external recruitment methods and has a high speed of response

What is the consequence to e-recruitment?

The sheer number of applications can make it difficult to filter/shortlist

What is the benefit to international recruitment?

Highest possibility of finding specific candidates required

What is the consequence to international recruitment?

Costs are very high (transportation, relocation, immigration)

Person-organization fit

the extent to which the values, interests and behaviors of the individual match the organizational culture (Ben and Jerrys, starbucks, Google)

Person-job fit

the extent to which the enthusiasm, knowledge, skills, abilities, and motivations of the individual match those required by the job

Choosing a selection method depends on…

• ability of the method to predict sustainability for the position

• appropriateness of the method for the level of the position

• specific selection criteria

• time and effort required to use the technique

• skills/abilities of those involved in the selection decision

What are the two key issues in the choice of selection methods?

Validity and reliability

What are some types of selection interviews?

Telephone, video, one to one, panel

What are some problems with selection interviews?

• Confirmatory bias

• horns or halo effect

• stereotypes

• contrast error

• projection error

Recruitment definition

attracting employee candidates to apply for an identifies vacancy

Selection definition

the process of choosing from that group of candidates the right employee to fill vacancy

What is the recruitment and selection process?

1. human resource planning

2. job analysis (who do we want?)

3. recruitment (how can we attract them?)

4. selection (how do we identify them?”

5. induction (How do we know we’ve got it right?")

Job analysis (who do we want?)

• provides organizations with essential information

• abilities, knowledge, skills required to do the job

• some organizations are now looking at the attitudes/attributes/behaviors required as well

• output is job description and person specification

Job description information

• job title and department, location, reports to ——

• main tasks and responsibilities of job

• special features

• rewards and conditions

Person specification information

essential versus desirable requirements

• education, experience

• skills, motivation

• disposition and circumstances

Recruitment process (how do we attract them?)

• Sources of labor supply include internal, extended internal (closed search), word of mouth, indroductions by existing staff, casual applications, online, etc.

• pay attention to message/content/provision of realistic job info

Employer Brand

connects an employer’s values, people strategy, and HR policies— can be linked to the company brand

Making the selection decision (how do we identify them?)

• overall aim is to predict an applicant’s performance capability specifically related to the role

• Traditional is a person-job fit

• Contemporary is a person-organization fit

• results in interviews and tests

Selection tests

intellectual ability, aptitude, attribute, personality, attainment, criticisms

Assessment centers

series of exercises and tests through work sample tests, psychometric tests, leaderless group discussions, and one on one interviews

Evaluation (how do we know we’ve got it right?")

• be clear about objectives

• robust process for collecting data, listen to those involved in process

• Did the best candidate even apply?

• Who SHOULD be involved in the process?

What is a good company that has used commitment model approach and employer branding?

Google

What is the strategic HRM contingency approach?

belief that organizational context provides the direction as to which HR practices should be chosen

• the most effective way to manage people depends on issues such as industry sector, organizational size, and economic conditions

• BEST FOR SERVICE ENVIRONMENTS

What are some features found in commitment modeled organizations?

self supervision, collective responsibility, training, pay reflecting skills, aware of business information, “elite commitment rather than impose control’

Commitment organization of work

flat structure, enlarged jobs, information sharing, consensus building

Control organization of work

hierarchical structure, narrowly defined jobs, low level commitment, adversarial relationship

Tenets of commitment model

strategic innovation, soft HR policies, internal fit, employee empowerment

Advantages for employees in a commitment model

more involved, greater autonomy, broader skill base

Advantages for employers in a commitment model

committed and engaged workforce, more flexibility and skills

Criticism of commitment model

rhetoric versus reality, work intensification, tight management control, autonomy reduced

which HRM model values employees as the greatest asset of the company and not as something to be ruled over?

The commitment model