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112 Cards in this Set
- Front
- Back
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What are some effective Recruitment Methods?
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Get the attention of the public
Screen unqualified applicants Motivate qualified people to apply Be cost effective Be timely |
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What are some formal/direct recruitment methods?
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Media advertisements
Point of purchase Direct mail Employment agencies College recruiters Computer databases Special events Employee referral programs |
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What are some informal or indirect recruitment methods?
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Situation-wanted ads
Direct applications Employee referrals |
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How do you recruit a diverse workforce?
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Build long-term relationships with minority organizations
Learn how to effectively interview diverse groups Advertise in minority-read publications Recruit at historically black/female colleges Provide minority role-models -at work -in recruiting materials |
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How often are media ads advertised?
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only 10% of all jobs are advertsied through:
-newspapers -television -radio -websites -billboards |
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What are the different kinds of employment agencies?
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Public
Private Employment Agency Employer pays fee Applicant pays fee Executive search firms Temporary employment agencies |
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What are some point of purchase methods on ways to recruit people?
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signs
cash register receipts on hold phone recordings restaurant placemats pizza boxes table tents sides of trucks |
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What kinds of incentives can you offer to recruit people?
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Bonus
-signing -tenure -year end 401k match Relocation Vacations Flexible Schedules Educational assistance Casual dress |
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What are some ways you can recruit people through employee referral programs?
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Give incentive for referral
Incentive given: if they get hired type of incentive: -financial incentive -cars, gift certificates, trips and other gifts |
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Why are employee referral programs so effective?
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-realistic job preview
-employees and friends are similar in personality and ability -employee can help socialize friend when hired |
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How do you evaluate recruitment effectiveness?
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-how long it takes to fill
-retention rates -cost per hire -number of applicants -job performance of new hires -EEO/diversity impact |
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Why should recruitment sources differ?
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informal sources provide realistic job previews
-different people reach different types of people -similarity of employee and person referred |
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What makes it a optimal employee selection system?
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-they are valid
--based on job analysis (content validity) --predict work-related behavior (criterion validity) -Reduce the chance of a legal challenge --face valid --don't invade privacy --don't intentionally discriminate --minimize adverse impact -Are cost effective --cost to purchase/create --cost to administer --cost to score |
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Why are unstructured interviews not optimal?
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they are:
-unreliable -not valid -legally problematic because they: -are not job related -rely on intuition, "amateur psychology", and talk show methods -suffer from common rating problems -primacy: information presented before or in the early stages of the interview carries more weight than later -best to rate the response instead of rating the whole interview -contrast: the person's interview before you may influence whether you get hired or not -comparing you to the other interviewer -similarity: how similar you are to the interviewer -range restriction (ex: leniency, strictness, central tendency) |
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Why are structured interviews optimal?
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they are:
-reliable -valid -not as prone to legal challenge Because they: -are based on a job analysis -ask the same questions of each applicant -have standardized scoring procedure |
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What are structured interview goals?
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Understand the applicant
-clarify and confirm resume information -obtain new information Predict Job Performance -ask questions focused on past behavior -ask questions focused on knowledge and skills -ask questions focused on future behavior Predict Organizational Fit -use several interviewers -combine interview impression with test scores Sell the organization to the applicant -provide information about the position/organization -answer the applicant's questions |
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What are the steps to create a structured interview?
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-conduct a thorough job analysis
-determine the best way to measure each KSAO -construct questions -determine rating anchors for each question -choose two or more members for the interview panel |
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How do you conduct a thorough job analysis?
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record:
-the tasks they perform -conditions under which they are performed -KSAOs needed to perform the tasks -when KSAOs are needed before hire and after hire -critical incidents of poor and excellent performance |
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How do you determine the best way to measure each KSAO?
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-interview questions
-psychological tests -simulations or job samples -reference or background checks -training and experience ratings |
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How do you construct interview questions?
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Clarifiers
-clarify resume information -seek missing information Ex: I noticed a three year gap between two of your jobs, could you tell me about that? Disqualifiers: -ex: can you work overtime without notice? Past focused questions (behavioral description) -Tell us about your previous customer service Skill or knowledge focus Ex: several months after installing the above network, the client calls and says that nothing will print on the printer. What could be going on? Future focus (situational) -Suppose that you were scheduled to work on Saturday. A friend calls on Thursday and says that you get to use a condo at the beach for free—but it has to be this weekend. What would you do? Organizational-fit focus Ex:What type of work pace is best for you? Describe your sense of humor? |
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How do you choose interviewers for panel?
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use at least 2 interviewers
-consider gender and race representation -consider best format --panel interview --multiple interview |
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What are some interviewer biases?
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Availability of prior information
-may predispose interviewer to favor a particular candidate ex: knowledge of psych evaluation results Contrast effect -impressions of prior candidates influence opinion of subsequent candidates Personal prejudices -ex: race, gender, ethnicity -Hal effect- tendency to judge all aspects of a person's behavior or character on the basis of a single attribute |
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What is the EEOC?
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-equal employment opportunity commission
-its not a question of whether you will get sued by an applicant or former employee but when and how often |
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What are some potential legal problems for hiring people?
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-disparate treatment (internal discrimination):
-the effect of a work condition or policy that was not necessarily intended to discriminate -disparate impact (adverse impact): -explicit discrimination against someone because of their protected class -invasion of privacy -illegal search |
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What is mediation?
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neutral third party helps the two sides reach an agreement
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What's arbitration?
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neutral third party makes the decision
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When are protected class affected during employment decisions?
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-Hiring
-Placement -Promotion -Assignment (shift, patrol zone) -Salary -Discipline -Training Opportunities |
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Does requirement directly refer to a member of a federally protected class...?
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sex:
-male or female Race: -African american, asian american, white, native american National Origin Color Age: -over 40? Religion: Disability: -current, previous, regarded as such Vietnam veteran Pregnant female |
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Is the requirement a Bona Fide Occupational Qualification?
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-only members of a particular class can perform the job
-there can be no exceptions -according to the courts: -race can never be a BFOQ -Religion has been (ex: nun, priest) -Gender seldom is -Customer preference doesn't matter |
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Has local, state or case law added protected classes?
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State Law Examples
Virginia protects marital status Wisconsin protects sexual orientation Local Law Examples Cincinnati protects people of Appalachian heritage Santa Cruz, CA outlaws discrimination based on height and physical appearance Case Law Examples Transsexuals are not a sex Former drug use is not a disability |
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Does the requirement have adverse impact of members of a protected class?
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occurs when the selection rate for one group is less than 80% of the rate for the highest scoring group
for example: -hiring a selection ratio of .40 men : .33 women |
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Was the requirement a subterfuge for intentional discrimination?
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when employment has a practice that indirectly weeds out the protected class
-old voting requirements: -they had to take a test before voting -Residency requirements -they have to live in a certain part of town |
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Can the employer prove that the requirement is exempt or job related?
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Exemptions:
-bona fide seniority system -veteran's preference rights -national security Job related: types: -BFOQ -valid testing procedure Methods: -content validity -criterion validity -validity generalization |
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What is content validity?
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-based on solid job analysis
-method of rationally matching tasks with the necessary knowledge, skills, abilities, and other characteristics (KSAO's) to perform the job |
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What is criterion validity?
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-correlate test scores with relevant criteria
Two types: -concurrent -predictive Requirements: -reasonable sample size -good range of test and criterion scores -a good criterion |
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What is validity generalization?
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based on meta analysis
-borrows validity from other studies or organizations -job analysis results must be similar -compares them see if you can generalize it to the public |
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Did employer look for a reasonable alternative with less adverse impact?
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-a different test measuring the same construct
-different type of test -changes to testing conditions --video rather than written --practice exams --conditioning programs -job redesign |
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What is affirmative action?
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-intentional recruitment of minority applicants
-removal of supervisor and employee prejudices -identification and removal of employment practices that work against minority employees -preferential hiring and promotion of minorities |
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What are the reasons for affirmative action plans?
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Involuntary:
-government regulations -court order Voluntary: -consent decree -desire to be a good citizen --community relations --customer relations --hope that diversity will increase productivity |
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What is in a job analysis and why is it important?
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you have to know what the employee does
-hard to hire someone for the job if you don't know what the task is -hard to train them -you won't see where they can be promoted to -hard to appraise their performance -unable to classify their job -don't know the worth of the job/ job evaluation -can't design how the job will be performed -job-based information is needed to hire people legally, so you don't break th law by being discriminatory -organizational analysis: don't know who to report to or how she is evaluated |
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What influences job preferences?
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Age and generation
Education -Level, major, and grades Blue collar vs. white collar Technical vs. management Economic conditions -strong economy- challenging work -weak economy- pay and security |
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What is the difference of hiring a Gen Y?
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-more than half the workforce by 2012
-need to stay connected through IM, instant games and instant media -multitaskers who work best in teams -expect instant recognition and rewards -jobs should be meaningful and challenging -want responsibility ASAP -don't see need to prove selves in low level jobs |
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What is job analysis?
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the study of a job to describe in specific terms the nature of the component tasks performed by the woker
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What is work analysis?
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focuses on certain tasks and skills that can be transferred from one job to another
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How do the results of work and job analysis affect the hiring process?
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provide basis for selection, evaluation and training
-number and complexity of selection methods increase with complexity and demands of job |
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How do you conduct work and job analysis?
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-refer to previously conducted analyses
-US department of labor's Occupational information network -interviews -direct observation -systematic activity logs -critical incidents |
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What is onet?
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provides the following information:
-person requirements -person characteristics -experience requirements -job requirements -labor market |
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How should you go about performing a job analysis interview?
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Should be performed by subject matter experts
-incumbent workers -supervisors -trained HR personnel Person interviewed should be told purpose of interview and need to answer accurately and completely |
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What is KSAO's?
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Knowledge
Skills Abilities Other Characteristics |
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How do you go about conducting job analysis questionnaires?
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Unstructured questionnaire
-open end approach Structured questionnaire: -Position Analysis Questionnaire (PAQ) -194 job elements organized into six categories -information input -mental processes -work output -relationships with ohter persons -job context -other job activities and conditions |
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What is direct observation and systematic activity logs for job analysis?
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Direct Observation
-sample should be representative -electronic monitoring may be used -analyst should be unobtrusive --people may behave differently when they are being watched --hawthorne effect -must deal with privacy issues Systematic activity logs -employees and supervisors maintain detailed written records of their activities during a specified time -logs can provide job details not available from other methods |
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What is the critical incidents technique?
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-identifices incidents or behaviors that are necessary to successfully perform the job
-focuses on specific activities or behaviors that lead to desirable or undesirable consequences on the job -goal is to have SME's indicate behaviors that separate a good from a bad performer Ex: if computer crashed if they would be able to take care of that situation, outside task description |
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Who will conduct the job analysis?
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Internal department
-human resources -compensation -training -engineering -Internal task force -Supervisors -Employees -Consultants -interns/class projects |
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Which employees should participate in job analysis?
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Choices:
-All employees -Random sample -Representative sample -Convenience sample Potential Differences -Job competence -Race -Gender -Education level -Viewpoint |
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What type of information should be gathered?
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Types of Requirements
-Formal -Informal Level of Specificity Job -Loan officer Position -Loan officer at the Boone branch Duty -Approval of loans Task -Investigates loan history to determine if applicant has bad credit Activity -Runs credit histories on credit machine Element -Enters applicant’s SSN into credit machine Sub element -Elevates finger 30 degrees before striking key |
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What are the basic steps to conducting a job analysis?
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1) Identify tasks performed
2)Write tasks statements 3) Rate task statements 4) Determine essential KSAO's 5)Select tests to tap KSAO's |
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How do you identify tasks performed?
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gathering existing information
interviewing subject matter experts -individual interviews -SME conferences -Ammerman technique Observing incumbents Job participation |
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How do you write tasks statements for job analysis?
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Required elements to a task statement:
Action Object Optional elements: Where the task is done How it is done Why it is done When it is done |
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What are characteristics of well written task statements?
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One action and one object
Appropriate reading level The statement should make sense by itself All statements should be written in the same tense Should include the tools and equipment used to complete the task Task statements should not be competencies Task statements should not be policies |
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How do you rate task statements?
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Tasks can be rated on a variety of scales
-Importance -Part-of-the-job -Frequency of performance -Time spent -Relative time spent -Complexity -Criticality Research shows only two scales are necessary -Frequency -Importance |
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What is frequency and Importance for rating scales?
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Frequency: how often the task is performed
Importance: essential, important, unimportant |
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How do you use the ratings for tasks?
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Create a chart summarizing the ratings
Add the frequency and importance ratings to form a combined rating for each task Include the task in the final task inventory if: -Average rating is greater than .5 for both frequency and importance {or} -Combined rating is 2.0 or higher |
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What is knowledge?
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a body of information needed to perform a task
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What is Skill?
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the proficiency to perform a certain task
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What is ability?
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a basic capacity for performing a wide range if different tasks, acquiring a knowledge, or developing a skill
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What are the "other characteristics" for KSAO's?
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Personal factors such as personality
willingness interest motivation licenses degrees experience |
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What is the ideal compensation system?
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-will attract and retain desired employees
-will motivate current employees while also providing security -is equitable -is in compliance with legal guidelines |
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How do you determine internal pay equity?
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-determine compensable factors
-determine levels for each factor -assign weights to each factor -convert weights to points for each factor -assign points to each level within a factor -assign points to jobs -run regression to determine how well points predict salary midpoints |
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How do you determine compensable factors?
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compensable factors
ex: -responsibilities -complexity/difficulty -skill needed -physical demands -work environment |
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How do you determine external pay equity?
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-worth based on external market
-determined through salary surveys Information obtained -salary range -starting salary -actual salaries paid -benefits |
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What are some potential salary survey problems
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Response rate:
-organization conducted -trade group conducted Finding comparable jobs Do salary surveys perpetuate discrimination? Do salary surveys fix salaries at low levels? |
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Was there a history of discrimination with the legality of preferential hiring?
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-a history of discrimination must be demonstrated
-numeric disparity -can establish history -numeric disparity by itself may not be enough -affirmative action posture and efforts will also be considered -other reasons, such as lack of interest in the position, must be considered along with the disparity |
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Does the plan only benefit actual victims of discrimination?
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if the plan benefits only actual victims, it will probably be considered legal
-but if it benefits people not directly discriminated against by the organization, other criteria will be considered ex:if female assistant managers aren't being promoted, and the company fixes this by hiring 10 more female to fill the opening, then it's legal three factors to consider: -the population used to set the goals -the impact on nonminorities -the endpoint of the plan |
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What population was used to establish hiring or promotion goals?
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-area population
-Qualified work force: -minimum standards -minority interest in occupation |
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What is area population in relations to setting goals?
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organization sets hiring goals to remedy the discrepancy
ex: if 80% of surrounding area is hispanic, but only 20% of salaried workers are hispanic, organization might set hiring goals to be 90% until it reaches 80% |
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What is qualified work force?
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-area population is inappropriate so use qualified workforce instead
-goal setting for people who are qualified ex: can't hire that many minorities for teach positions because not that many minorities have doctorates |
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Did the plan trammel the rights of nonminorities?
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-magnitude of the goal must be reasonable
-all people hired must be qualified -race/gender can be used to break ties among equally qualified applicants -promotion spots can be "double filled" |
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Is there an ending pointto the plan?
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progress must be periodically reviewed
plan must end when goals have been achieved |
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What are the consequences of affirmative action programs?
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People hired due to affirmative action:
-are PERCEIVED by coworkers as being less competent -tend to devalue their own performance -behave negatively toward other AA people -organizations using AA based hiring have lower levels of productivity |
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Who are potential victims of harassment?
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Gender
Race Religion Age National Origin Alien status Citizenship status Disability Sexual Preference |
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What are the two types of harassment?
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quid pro quo
hostile environment |
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What is Quid Pro Quo?
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-granting of sexual favors is tied to employment decisions
-single incident is enough -organization is always liable |
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What are hostile environment harassment claims?
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Pattern of conduct
Related to gender Is unwanted Is negative to the “reasonable person” Affects a term, condition, or privilege of employment |
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What are behaviors that could be sexual harassment?
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Sexual comments
Undue attention Verbal sexual abuse Verbal sexual displays Body language Invitations Physical advances Explicit sexual invitations |
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What are types of harassing behavior?
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comments
jokes posters cartoons emails drawings |
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When are behaviors offensive?
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when they:
-perpetuate stereotypes -degrade another group -build up own group -make others feel uncomfortable |
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What causes offensive behavior?
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Hatred toward a group
To express an emotion -Anger -Frustration -Ignorance Attempts to gain power To “fit in” with another group |
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Why is harassment a problem?
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-hurts workplace relationships
-cause emotional distress -causes physical distress -decreases productivity -increases turnover and absenteeism -increases legal liability |
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How do you discourage harassment?
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-don't laugh at offensive behavior
-speak your mind -let employees know when they are crossing the line |
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What to do if you think you are being harassed?
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Talk to the individual
- yellow light -red light Talk to your supervisor or to the HR director -all complaints are taken seriously -an investigation will occur -think about what you want the outcome to be -don't publicize your complaint |
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What is the liability of the organization?
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-victims must be encouraged to come forward
-every complaint or suspicion must be investigated -appropriate action must follow the investigation |
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How do you investigate the complaints?
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-investigation must be prompt
-complaints must be kept confidential to protect the accused -actions must be taken to protect the accuser during the investigation -due process -appropriate action must be taken |
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What is the americans with disabilities act?
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organizations must make reasonable accommodation for the physically or mentally disabled, unless to do so would impose an undue hardship
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What is the definition of disability?
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-a physical or mental impairment that substantially limits one or more major life activities
-a record of such impairment or -being regarded as having such an impairment |
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What are the reasonable accommodations that a company can do for the disabled?
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-Making facilities accessible
restructuring jobs -Reassignment to a vacant position -Modifying work schedules -Acquisition or modification of equipment or devices -Providing readers or interpreters -Changing examinations, training materials, or policies |
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What are ways to determine if a job function is essential?
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-Employer’s judgment
-Written job description -Amount of time spent performing the function -Consequence of not requiring the incumbent to perform the function -Work experience of past job incumbents |
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When is a company able to have medical exams and inquiries occur?
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-Prehire medical exams and inquiries are prohibited
-Applicants may be asked if they are able to perform essential job related functions -Medical exams occur after a conditional offer of employment |
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What are clarifications?
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-Act does not require an organization to hire the disabled
-Act does not require an organization to give preference to the disabled -Act requires that the disabled be given an equal opportunity, and if the best qualified, to be given the job |
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What is the definition of I/O psych?
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-a branch of psychology that applies the principles of psychology to the workplace
-the specialty area within the broad field of psychology that studies human behavior in work settings -industrial-organization psychologists are able to apply psychological theories to explain and enhance the effectiveness of human behavior in the workplace |
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What is I/O psych?
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-application of the methods, facts and principles of psychology to people at work
-it is a science -deals with observable behavior -behaviors reflect underlying psychological processes -empirical in its approach to research -objective in its methods and results |
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What are the different fields of I/O psych?
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-personnel psychology
-organizational psychology -training and development -human factors/ ergonomics |
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What are some I/O research methods?
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-Observe the behavior of employees on the job under well-controlled and systematic conditions
-Record behavioral responses -Vary the conditions and measure resulting changes -Look, listen, measure, and record according to scientific method |
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What kind of psychological testing was done in WWI?
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WWI marked the emergence of I-O psychology as an important discipline
Testing -Army Alpha for recruits who could read & write English -Army Beta for recruits who couldn’t read or speak English -Personal Data Sheet to detect neurotic tendencies -Officer & pilot selection tests |
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What are the hawthorne studies?
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Western Electric Co. Hawthorne Works
Headed by Elton Mayo of Harvard’s Dept. of Industrial Research Long-term study conducted between 1929 and 1932 Studied effects of work environment on employee efficiency Findings: -Social and psychological factors in the work environment had the potential to effect organizational outcomes as much or more than physical factors -Opened up new areas of research -Leadership, informal groups, attitudes, communications, motivation, satisfaction -Criticized for lack of scientific rigor |
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How were the psychologists related in WWII?
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-More than 2000 psychologists contributed to the war effort
-Focused on testing, classifying and training millions of recruits -Complex weapons sparked engineering psychology -human abilities and limitations equipment design -work-place design -Increased stature of I-O to Government and Business |
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What are contemporary I/O concerns?
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-Human relations
-Leadership -Motivation -Job satisfaction -Organizational structure and climate Decision making |
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What are challenges for I/O psychology?
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-Virtual workplace and virtual workers
-Contingent or temporary workers -Worker involvement -Technological advances -Worker literacy -Globalization -Increasing demographic diversity -Generational differences in values |
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When were the gen Y's born in?
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1980 to 1995
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When were gen X born in?
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1965-1979
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What are marketable I/O skills?
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-Psychological testing, and survey construction and validation
-Human resources selection and placement -Performance appraisal -Fair employment practices -Employee training |
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What are problems faced by I/O psychologist?
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-Fraudulent practitioners
-Credentials and certification -Communication with management -Resistance to new ideas -Research versus application? |
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What is FMLA?
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family and medical leave act
-provides 12 weeks of unpaid leave for birth, adoption, or serious illness of a child, parent, spouse, or the employee -all organizations that physically employ 50 or more people within a 70 mile radius of one another are covered by the act |
