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20 Cards in this Set
- Front
- Back
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Talent management |
An organization's commitment to recruit, retain, and develop the most talented and superior employees |
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Human Resources Information Systems |
Computer-based systems that track employee data, the needs of HR, and the requirements and competencies needed for different positions, among other functions |
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Recruitment |
The generation of an applicant pool for a position or job in order to provide the required number of candidates for a subsequent selection or promotion program |
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Selection |
The choice of job candidates from a previously generated applicant pool in a way that will meet management goals and objectives as well as current legal requirements |
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Ethics |
The determination of right and wrong; the standards of appropriate conduct or behaviour for members of a profession: what those members may or may not do |
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Professional standards |
Professional standards provide guidance on how HR professionals should behave in certain situations including the use of employment tests |
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Describe the importance and relevance of recruitment and selection to Canadian organizations |
- can reduce bad decisions by laying out best practices that will contribute to the overall success of organization - Can produce positive financial outcomes - Helps meet organizational goals and objectives by producing competent, committed and effective personnel - Can gain a competitive advantage - Helps motivate and produce greater organizational commitment |
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Describe how recruitment and selection fits into an organization |
- HR functions such as strategic HR planning, training and development, comp. and benefits, career management, succession planning, performance management, and training and selection revolve around talent management. Recruitment and selection is one of those spokes - HR staff are responsible for legal and scientific information with respect to recruitment and selection; implements policies and procedures that are in accordance with accepted professional standards |
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Describe how recruitment and selection fits into an HRM system |
- Recruitment and selection do not take place in isolation; they are influenced not only by the events occurring in society, but also by the organization itself - Recruitment and selection within the HRM system lies within Personnel requirements - 2 principles of the HRM system: 1) HRM must be coordinated with other organizational units and people to function properly and 2) HR managers must think in systems terms and have welfare of whole organization in mind.... therefore, recruitment and selection must be carried out in the context of the system |
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Social/Economic factors affecting recruitment and selection (8) |
Global competition Advances in technology & the Internet Changing workforce dynamics Economic context Type of Organization Organizational Restructuring Redefining jobs Unionized work environments |
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How does global competition affect recruitment and selection? |
- Vulnerable to foreign market conditions - Has changed level of competition as new players enter international markets and trade barriers become softer - Big fish eat little fish - Due to higher costs in HR, organizations must become more efficient concluding again, to best practices |
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How do rapid advances in technology and the Internet affect recruitment and selection? |
- Higher employer expectations of new hires including literacy - Employers using technology and Internet more than ever before - E-recruiting: Most recruiting is done through the Internet via government - Access to larger pool, lower costs, immediate tracking of results |
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How do changing workforce demographics affect recruitment and selection?
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- Working population is getting older with fewer younger workers available - Older workers are working beyond 65 - In expanding economy, older workers absorb impact of unemployment rates - In recession, leaves less room for hiring new entry-level employees - More gender balanced - More highly educated - More culturally diverse |
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How does the economic context affect recruitment and selection?
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Booms = skilled labour shortages Recessions = more unqualified applicants to look through to hiring freezes |
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How do varying types of organizations affect recruitment and selection?
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- Public sector: more formalized recruitment and selection systems, highly unionized - Private sector: more informal, varies, smaller organizations - The challenge for HR is to increase the use of best practices regardless of sector or size of organization |
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How does organizational restructuring affect recruitment and selection?
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- Large segment of workforce is retiring - Tall organizations are becoming flatter - More emphasis will have to be placed on recruiting, as more organizations compete to hire fewer qualified candidates |
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How does refining jobs affect recruitment and selection?
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- Workers are required to apply a wider range of skills to an ever-changing series of tasks - Common to switch job positions or to rotate - Must use recruitment and selection to find people with broader skills or competencies that are of value to the organization |
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How do unionized work environments affect recruitment and selection?
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- 30% of employees in Canada are unionized - Recruitment and selection procedures fall from collective agreement - Grievances and arbitration procedures - Best to have HR in negotiating process |
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Canadian professional organizations and groups related to recruitment and selection |
CHRP: Certified Human Resource Professional. Helps professional from becoming isolated and provides assistance, community of like-minded individuals and informs on standards and practices in HR CCHRA: Canadian Council of Human Resources Associations. Provincial and specialist HR associations. Establishes national core standards and qualifications for HR. (Do not join on own, associations do) CPA: Canadian Psychological Association. National; representing all aspects of psychology, including industrial and organizational psychology, psychological testing, and assessment. (Need Master's or Ph.D. in psychology to join) |
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Basic ethical and professional issues of recruitment and selection |
- HRM requires balancing of rights and interests of management with those of workers - HRM requires balancing of rights and interests of the HR professional and those of larger society - Professional standards offer advice on employment tests, requirements of tests, and qualifications of those using the tests - Ethical code for CHRP include: support and promote human rights, abide by the law, do not condone activity that circumvents the law, balance organizational and employee needs and interests - Ethical issues come in the form of ethical dilemmas. Underlying theme is to follow code of ethics stated by law and by professional standards and code of ethics of CHRP |
