Ehr: Staffing

Front 1

Definition of HRM

Back 1

The effective use of human resources in order to enhance organizational performance
-focus at level of individual employee

Front 2

Staffing: Definition

Back 2

Element of HRM focused on planning, acquiring, deploying, and retaining workforce of sufficient quantity and quality to impact positively on an org's effectiveness

Front 3

HR Planning Process

Back 3

1. ID the staffing requirements in the org
-skills, knowledge, abilities
2. Assessing the existing demand for human resources in the org
-Gap analysis
3. Assessing future demand for HR in the org
-Forecasting: objective and subjective
4. Assessing the internal and external supply of human resources
5. Creating an action plan (short and long term) to adequately staff the org
-Match supply with demand

Front 4

Job Design

Back 4

-how tasks are combined to form job
-job characteristics model (Hackman & Oldham)
--core dimensions: skill variety, task identity task significance; autonomy; feedback
--psychological states: meaninfulness of work; responsibility for outcomes; knowledge of results
--outcomes: high intrinsic motivation; high job performance; high job satisfaction; low absenteeism and turnover

Front 5

Job analysis

Back 5

Collecting and analyzing detailed info about tasks, content, and responsibilities of job
-job requirements approach
-general competencies based approach
Data collection methods:
-observation
-work diaries
-interviews
-questionnaires
Key outcomes:
-job description
-person specification

Front 6

Job Description

Back 6

Describes the activities to be done, identifies tasks, duties, and responsibilities of job
-what is done, why it's done, where it's done, and how it's done
Job description lists key job elements:
-job title
-location
-purpose of job
-hours
-responsibilities/duties
-responsible to (supervisor)
-salary, conditions, and incentives

Front 7

Person Specification

Back 7

Includes attributes specific to the person including the knowledge, skills, and abilities (KSAs) needed to perform a job satisfactorily
Key elements:
-training and qualifications
-KSAO's (O=other characteristics)
-experience

Front 8

Recruitment

Back 8

Process of attempting to locate and motivate potential applicants of suitable quality to apply for jobs
-aims to create pool of sufficient high quality applicants
-can involve internal or external searches; open, closed, or targeted searches

Front 9

Internal Search (Advantages and Disadvantages)

Back 9

Advantages:
-positive employee reactions
-speed
-less expensive
-lower productivity loss
Disadvantages:
-No new KSAOs
-maintains current diversity profile
-less choice
-higher training time

Front 10

External Search (Advantages and Disadvantages)

Back 10

Advantages:
-New KSAOs
-improves diversity profile
-greater choice
-lower training time
Disadvantages:
-negative employee reactions
-time intensive
-more expensive
-longer productivity payback

Front 11

Selection

Back 11

Decision-making process for who should be employed using info collected legally about and from job applicants
-common to use more than one data collection method to ensure quality of info

Front 12

Selection Method Choice

Back 12

Practicability:
-cost effectiveness
-ensure the selection method is appropriate for the position
Sensitivity:
-ensure selection methods are based on job-related factors only
-anti-discriminatory practices and civil rights
Reliability:
-consistency in approaches
Validity:
-does the method measure what it is meant to?

Front 13

Interview Specifications

Back 13

-# of interviewers: single or panel
-structured: standardized job-related questions w/ pre-determined scores for diff. answers
-unstructured: non-standardized questions that differ across interviewers
-behavioral: past behavior best predicts future behavior
-situational: responses to specific job-related hypothetical scenarios

Front 14

Selection Testing

Back 14

Cognitive tests:
-measure mental ability and general intelligence
Integrity tests and background checks:
-honesty, trustworthiness, moral character, reliability
-past criminal behavior
-reference checks
Work samples and simulations
-measure job skills by performing observable or simulated job tasks
Personality testing:
-Pros: org culture and person/org fit is important
-Cons: candidate may fake answers; no validation studies; costly; ethical issues
-Focus on 'Big 5' factors OCEAE: Openness, Conscientiousness, Emotional stability, Agreeableness, Extraversion

Front 15

Appointment

Back 15

Process of confirming a selected candidate will accept the position offered, the terms and conditions of the employment and will commence on an agreed date
-Contact applicant with details: start date, position, title, remuneration, reporting lines, locations, conditions, and what to bring

Front 16

Costs of Getting it Wrong

Back 16

-impaired recruitment opportunity
-impaired image and reputation
-loss of other key staff
-burnout
-further recruitment costs
-training and orientation investment lost
-loss of competitive advantage
-reduced profits
-threat to company viability