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43 Cards in this Set
- Front
- Back
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Central tendency
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all workers are rated as being "average"
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HR Specialists
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assist line managers in carrying out HR-related responsibilities
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How to test reliability
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Retest, stability, consistent measurement of a human attribute
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7 Human Resource Management Functions
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HR Planning
Recruitment and Selection Orientation Training & Development Performance Assessment Compensation and benefits Employee Services Employee/Labor Relations |
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Sources for recruitment
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internal, advertising, referrals, agencies, college campuses, temp/leasing firms, internet, headhunters
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Job descriptions
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written statements of what a jobholder does, how the job is done, and why it is done. Used in all functions of HR management.
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Solutions for managers with no pay overtime
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Job Enlargement/Enrichment
Reclassify some "manager" jobs to be nonexempt |
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Job analyses
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the systematic assessment of jobs in an orgainization. It identifies the context for performance in any given job-the purpose of the job, the circumstances under which work is performed, the work environment. Used to develop job descriptions and specifications
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Internal recruiting
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A pool of applicants who already work for the company
Improves employee morale Reduces employer time and cost |
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Job specifications
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statements of the minimum acceptable qualifications (KSAO) needed to perform a given job
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How to test validity
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BFOQ
Bona Fide Occupational Qualification |
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Valid Tests
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Ability tests
Job skills tests and simulations Background/Reference Checks Drug, Physical Exam Integrity, Honesty Tests |
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HR identifies
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shortages
surpluses - job sharing |
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Types of training
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On-the-job
Off the job Continuing education Internet - fastest growing - 80% dropout rate Over 1600 Corporate Universities |
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3 Goals of HR Management
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Staffing
Capability and adaptability Maintenance |
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References
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not always provided by former employers for fear of lawsuit
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KSAO and describe each
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Knowledge: paper and pencil test measurement
Skill: experience, typing Abilities: intelligence, strength Other: personality characteristics |
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Subjective performance measures
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trait rating scales
behavioral observation scales - best! |
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Who has HRM responsibilities?
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Most managers (if not all)
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Jobs Online
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70% HR recruiters
50% HR exec's Company's website Cons: loyalty, trap, unethical |
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HR dependent on
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organizational direction and plans
HR needs derived from those plans HR availabilities |
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Training Returns
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Motorola - 30 times return on each $
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2 categories of human resource planning
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Quantitative and qualitative needs
Large increase causes lower productivity |
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Aviod on application
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children, age, disabilities, physical char., maiden name, photo, citizenship, lawsuits, arrest records, smoking, medical conditions
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Objective performance measures
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quantifiable outcomes
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External Recruiting
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Advertising, walk-ins, outside organizations, employment services, special events, internet job sites
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Leniency error
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all wokers are rated as performing at a high level
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Training spending in US
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$40 Billion
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Myths of Lying
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eye contact
stuttering hand/feet/leg motions crossing arms emotional: religious, phrases CHECK FOR PATTERNS |
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Performance Evaluation
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Supervisory
Peer Competitive Customer Supplier Subordinate |
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Training
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Worker's current job - nonmanagerial
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Ways to improve selection
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Improve validity of measures
Inprove reliability of measurese Improving the quality of recruitment Icreasing selectivity of recruitment |
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Training Costs
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US firm - 1% of sales
Motorola Univ. - 120 M Anderson - 6.8% |
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360-degree Performance Review
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uses all characteristics - most increasing use today
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Performance Assesment
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More objective for lower levels
More subjective for higher levels Important as a data source |
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Halo error
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all workers are rated as performing at the same level in all parts of their jobs
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Development
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Executives' future needs
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Types of Selection Tests
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Past Experience - theory of prediction - best predictor of future performance
Interviews - low validity 33% exaggerate Written Tests - knowledge, personality and cognitive ability |
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Best Interview
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Structured
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Structured Interviews
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Interviewer uses standard set of prepared questions
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Semi-structured Interviews
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some structure combined with interviewer judgement
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Orientation
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Initial education - reduces loafing and turnover
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Unstructured Interviews
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Free-flow of questions
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