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26 Cards in this Set
- Front
- Back
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Attrition
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- a gradual natural reduction in personnel as through recruitment, resignations or death.
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Human resource planning
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anticipate personnel who are needed and establish sound procedures for filling those needs. Steps include determine employee needs, personnel inventory of the current employees, make changes (cross train, recruit qualified candidates)human resource planning describes the process that management uses to assess its current workforce and determine its future personnel needs.
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Succession Planning
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having a plan identifying replacement candidates for key positions which might become available.
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A Job description
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is a formal listing of duties that make up a position in the organization
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A Job specification
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the knowledge, skills, and abilities a person must have in order to fill the position. You need this information when selecting someone for the job, assigning work or determining promotions.
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A Job posting
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are posted make employees aware of what is available, sometimes this can allow current employees to move into the new position for a promotion
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A job analysis
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a systematic investigation of all aspects of a job to determine effectiveness. Key elements of a job analysis are job specifications and qualifications
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Describe or identify how job analysis information is used in employment practices for persons with disabilities
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To determine if they can or are capable of doing the job that is required for them to do like someone in a wheel chair couldn’t be a life guard. The overall responsibilities of the job.
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Give examples of “reasonable accommodations” that are typically given to persons with disabilities
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Providing wheelchair ramps, installing handrails, replacing revolving doors, installing speech recognitions aids, and lowering elevator controls
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Internal employee recruitment
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recruiting within the company to try and promote one of its current employees. They will post an official job announcement within the agency via around the office or on a part of the website that only staff can go on. Advantages would ne not having to train the employee on company policies and a Disadvantage might be that they might be able to benefit the company anymore in that position.
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External employee recruitment
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means that they recruit qualified individuals who are not currently employed by the agency by using things such as the newspaper, internet, websites, or association websites. Disadvantage is the recruitment and training process
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Explain the purposes of developing a written “recruitment plan” and identify what the table of contents would contain in a recruitment plan.
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A written recruitment plan provides the framework for all decisions connected with the process of recruiting job applicants. The plan should be evaluated and updated on an annual basis. Any staff member involved in recruitment activities should have a clear understanding of the plan and follow the policies and procedures when performing recruitment-related duties. The key components of a recruitment plan are as follows: Recruiting philosophy and values, organizations objectives and goals of recruitment, policies and procedures of recruitment, and staff training requirements.
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Explain the purpose of an Affirmative Action Program and the reasons why organizations develop such a plan
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The purpose of the Affirmative Action Program is too improve the employment agency especially in regards to women and minorities. The US govt requires companies to have this plan if they have 1. Been found guilty of discrimination practices, 2. Contract work with the federal govt and employ more than 50 employees.
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Identify the diversity-oriented recruitment strategies used by organizations to increase the number of women, persons with disabilities, and other minorities in the workforce.
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Affirmative Action Program, Offer Childcare at the workplace, having a larger job pool to choose from, and the equal employment opportunity.
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Distinguish among legal and illegal statements or questions, which should (or should not) be included on job announcements and job application materials.
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Example of a lawful- May be requested after hire for identification purposes. Example of an unlawful- Requests a photo before hire.
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Identify what is meant by a persuasive job announcement
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In an effort to market position vacancies and make them more attractive to potential job applicants, many agencies prepare what is known as a persuasive job announcement. Persuasive job announcements contain written descriptions of noteworthy characteristics about the job and/or value-based statements about the agency and its achievements.
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"structured" (directive) interview
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Directive “structured”- Based on a set of questions set down in advance and followed exactly. Ex. Why did you leave your last job? Pros- Allows you to gain the most knowledge in the least amount of time. Works best with clerical positions. Cons-
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"unstructured" (non-directive) interview
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Non-Directive “un-structure”- is planned but is less structured and more flexible. Questions may be written down but are designed to be open or loose. Ex. Why did you apply for this job? Pros- lets the applicant talk and share their aspirations and goals.
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Distinguish among effective techniques for conducting interviews.
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-Put the applicant at ease- comfortable chair and temps
- Be strict with a schedule- cover your points to remain on topic - Listen- Most important -Remain Neutral- Don’t show emotion if you don’t like what they say - Avoid asking leading questions- Questions that don’t lead them to answers they think you want - Give the applicant a time at which they will know you r final decision. |
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Identify or explain what is meant by a behavioral interview
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A behavioral interview is an interview where the applicant is asked questions on how they would deal with a situation. Ex. How do you deal with conflict?
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Explain or identify what is meant by work sampling
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The job that you are applying for may require skills that you can test such as seeing if the applicants can run a machine.
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If organizations require drug testing of job candidates or current employees, identify the procedures that should be considered to avoid a legal challenge.
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The company has to require all applicants to get tested they cant select certain employees. They have to inform the applicants before hand, and a procedure for applicants who have failed a drug test to reapply after drug rehabilitation treatment.
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Explain or identify the impact that the Employee Polygraph Protection Act has on screening job applicants
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The employee polygraph protection act states that private employers may not require request or suggest that employees or prospective employers take lie dector tests except when conducting in house investigations. These were banned in 1988.
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Identify the objectives of conducting an employment interview
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Determine the extent of the qualifications of the applicant, determine if the applicant organizational fits, provide a realistic job preview rlp, create goodwill about the company to the applicant
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Identify the limitations to an employment interview
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Interview prejudice, clash of values between interviewers and applicant, and when interviewers are not properly trained.
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Identify the biases and stereotypes that affect an employer's ability to fairly conduct employment interviews and write letters of reference
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Some employer’s stereotype people by certain age, race, ethnic origin, gender, personal characteristics tattoos peirceings or some other demographic characteristic which may result in judging these individuals differently compared to other job candidates. Example College Kids going out on St.Patricks Day or Thursday nights.
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