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29 Cards in this Set
- Front
- Back
- 3rd side (hint)
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Features of recruitment |
External, organisation, job |
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Impacts on recruitment |
Skill needs and entry requirements Strategy and goals (recruitment and hr) Applicant pool and global market Frequency |
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Top hiring trends |
Diversity - talent pools, understanding biases, authenticity Interview process - humanise and change process, better for employers and employees Data - better results efficiency, warm connections AI - replace manual processing, not relational tasks |
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How to mitigate unconscious bias |
Targets for recruitment Celebrate diversity Aware of bias + training Diverse recruitment team Anonymity in recruitment |
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How to promote EVP |
Sell the job to applicants Create a good culture Personalise ads towards targets Add depth and meaning to company mission |
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Forms of control |
Personalised Technical Bureaucratic Commitment based |
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Performance appraisal approach |
Inputs - processes - outcomes Competencies - behaviour - results |
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Ways to compare employees |
Attributes - directly related to work behaviour Comparative - unknown criteria/distribution not results Behavioural - critical incidents time consuming, bias involved. Results - only measures productivity |
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Validity vs reliability |
Relevant Can be repeated |
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Common errors |
Halo/horns Leniency/strictness Central tendency Contrast effect Prejudice Relational effect Recency effect |
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Soft costs of performance management |
Reductions in productivity around appraisal time Drop in morale Emotional stress/depression Short term view Individual vs team |
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Issues with performance reviews |
Rankings - damages engagement, alienates high performers, costs time. Value - not effective / waste of time. Continual development better |
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Reward system chain |
Attract retain develop motivate |
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Performance management, reward management and PFP |
Goal settings to improve performance Motivate desired performance Incentives only work for mechanical jobs, clear link btw objective and performance |
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Reward theories |
Expectancy - behaviours depend on what results will bring Equity - restore equity Reinforcement - behaviours with positive outcomes will be repeated Agency - agents will pursue their own interests |
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Negatives of pay as motivaiton |
Undermines intrinsic motivation Short term and narrow focus Risk taking employees and unwanted behaviours Won’t work without rewards
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Positives of pay as motivation |
Motivation, incentive for outcomes, improves performance |
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Collective based performance pay |
Profitsharing Gainsharing Goalsharing Team incentives |
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Performance pay types |
Merit - one off Results - commission or goal based |
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Problems with collective performance pay |
Interdependency Builds cohesion Fails to distinguish btw high and low performers Reduced line of sight |
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Positives for non financial rewards |
Motivation Low cost |
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Designing rewards |
Align to organisation goals Target desired behaviour Strengths/weaknesses matches goals |
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Objectives of WHS |
Maintenance of capacity and productivity Improvement of environment Develop culture supporting safety |
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Facts on WHS |
$62B per year 190 deaths in 2017 Worst industries are construction and agriculture Highest rates from those responsible for other ppls wellbeing |
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Stress, portrait of a killer |
Dominant baboons less stressed Submissive have similar brain activity to depressed humans Lower business hierarchy 3x mortality rate Lack of control = stress Results in poor memory, cognitive ability, poor learning |
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Key findings of mental stress |
Most expensive (women and professionals) Young violence Old pressure Women harassment Work pressure highest |
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Benefits of diversity |
Wider talent pool , enhanced recruitment Drive innovation, different views Uplifts productivity Better brand reputation |
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Ways to create inclusive workplace |
Commit to policies Explain why it makes business sense Acknowledge everyone’s opinions Recognise strength and talents Actively recruit Use inclusive language |
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Millennial attraction and retention |
Flexible environment Meaningful work Good culture Opportunities for development Provide more benefits Leverage technology Make them feel valued |
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