Hiring and Training and Development

How Hiring is Being Changed

  • talent analytics: automated recruiters canvass the web for ideal employees, based on a specific algorithm
    • engineer, staticians, and computer scientists have begun applying analytics and robotics to HR
    • other companies have robots scanning resumes for the “right” key words
  • a study shows that workers picked by an algorithm stayed in the job 8% longer and were more productive overall than ones picked by a hiring manager

Compensation and Benefits

  • compensation: wages or salaries, incentives, and benefits
  • base pay: basic wage or salary paid to employees in exchange for doing their jobs
  • incentives: commissions, bonuses, profit-sharing plans, and stock options
  • benefits: health insurance, dental insurance, life insurance, disability protection, retirement plans, holidays off, vacation days, recreation options, health club memberships, family leave, discounts

Benefits: No Small Cost

  • benefits are no small part of an organization’s costs
    • in December 2019, private industry spent on average of $34.72/hour in compensation, of which wages and salaries accounted for 70.1% and benefits the remaining 29.9%

Onboarding, Training, and Development

  • onboarding, training, and development are the means for helping employees to perform their jobs
  • onboarding: programs that help employees to integrate and transition to new jobs
    • familiarize new employees with corporate policies, procedures, cultures, and politics
    • clarify work-role expectations and responsibilities
  • orientation: helping the newcomer fit smoothly into the job and the organization
    • designed to give employees the information they need to be successful
    • following orientation, the employee should emerge with information about:
    • the job routine
    • organization’s mission and operations
    • organization’s work rules and employee benefits

5 Steps in the Learning and Development Process

  • training: educating technical and operational employees to do their current jobs better

  

  1. assessment: Is learning and development needed?
  2. objectives: What should learning and development achieve?
  3. selection: Which learning and development methods should be used?
  4. implementation: How should learning and development be effected?
  5. evaluation: Is the learning and development working?

Types of Learning and Development

  • on-the-job learning and development: coaching, training positions, job rotation, and planned work activities
  • off-the-job learning and development: classroom programs, workbooks, videos, games and simulations, and computer-assisted instruction (CAI)
  • microlearning: segments learning into bite-size content, enabling a student to master one piece of learning before advancing to anything else