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high performance work system
Focusing on strategies that capitalize on people
-recognize the importance of "people" as a source of competitive advantage
employer attractiveness
envisioned benefits that a potential employee sees in working for a specific organization
realistic job previews
offer a true sense of the good, the bad and the ugly within the organization.
-an effective way to screen out applicants who may not fit the organization.
qualifications
the applicant's knowledge, abilities, skills and other characteristics, such as personality and attitude.
validated selection tools
tools that have been shown to predict various aspects of performance
Job appilcation
requests information about candidates' work experiences and education, along with a list of references.
intelligence test
asses a candidates cognitive skills
personality tests
assess factors such as conscientiousness, extraversion, openness to experience, emotional stability, emotional intelligence, entitlement, narcissism and agreeableness
structured interview
all applicants are asked the same job-related questions, have been shown to be the most valid
unstructured interview
managers use to craft their own questions for each of the candidates
Semi-structured interview
combination of structured and unstructured interview questions
most effective training programs
have three phases: the needs assessment phase, the development phase, and the evaluation phase.
leniency
Instead of giving employees honest appraisals of their work, some inflate ratings of subordinates to avoid the discomfort of giving the lower ratings that they objectively deserve
-one of the most pervasive and insidious of all performance appraisal biases.
Performance dimensions
attitude, task performance, behavior, absenteeism, tardiness, accident rates, competencies, customer outcomes, need for supervision and interpersonal impact
performance appraisals that are most legally defensible have
-Objective, unbiased, reliable and valid measures of performance
-Multiple raters (e.g., 360-degree reviews) who have been trained to reduce biases, such as leniency bias
-Inclusion of comments and explanations of ratings
-Well-defined anchors of ratings or descriptions
-Means for filing an appeal
360-Degree Performance Appraisal
performance measurement that combines information from the employee's managers, peers, subordinates, self, and customers
-ratings from 2 or more raters
Title VII of the Civil Rights Act of 1964
prohibits discrimination against race, color, national origin, sex, and religion
Age Discrimination in Employment Act
outlaws discrimination against people older than 40 years
Americans with Disabilities Act
prohibits discrimination against the disabled
hired guns (e.g. stockbrokers)
high pay, low commitment
cult-like (e.g. google)
high pay, high commitment
workers as a commodity (e.g. migrant farm workers)
low pay, low commitment
family (e.g. Starbucks)
low pay, high commitment
incentive
a way to motivate an employee for the good or service provided
lump-sum payment
an amount of money that does not change no matter how many hours are worked (ex. yearly salary)
piece-rate payment
an amount of money paid for every unit of the good or service produced
employee contract
an agreement between a business and an employee, which specifies how much the employee will be compensated in exchange for the provision of a good or service.
