labor force population
the broadest labor market component and measure
made up of all individuals who are available for selection if all possible
application population
subset of the labor force population that is available for selection if a particular recruiting approach is used
what are the four recruiting deciosn affect the nature of the applicant population
recruiting method
recruiting message
applicant qualifications required
administrative procedures
applicant pool
consist of all persons who are actually evaluated for selection
types of labor markets?
- unemployment rate and labor markets
- educational and technical labor markets
- geographic labor markets
employment brand or image
is the view both employees and outsiders have of it
in order for a hospital, medical center, or nursing service to apply for magnet status, then they must demonstrate the following
- transformational leadership
- structural empowerment
- exemplary professional practice
- new knowledge, innovations, and improvements
- empirical outcomes
resource or float pools
where RNs are specifically hired to be aviavle to float to various units when pattern census or acuity needs are higher than core staffing needs can meet
employee leasing
ex: clinic that signs an agreement with an employee leasing company after which the existing staff is hired by the leasing firm
internal recruiting
focusing on current employees
job posting and bidding
the employer provides notices of job openings and employee respond by applying for specific openings
two groups of executive search firms
1. contingency firms that charge a fee only after a candidate has been hoed by a client company
2. retainer firms that charge a client a set fee whether or not the contracted search is successful
E-recruiting media or methods
- internet job boards
- professional/career websites
- employer websites
positives of internet recruiting
- save money
- reach out to many people
negatives of internet recruiting
- additional work for HR pros
- many more eresumes must be reviewed
what are general areas for evaluating recruiting
- quantity of applicants
- EEO goals met
- quality of applicants
- cost be applicant hired
- time required to fill openings
increasing recruiting effectiveness
- resume mining
- applicant tracking
- employer career website
- internal mobility
- realistic job previews
- responsive recruitment
selection
is the process of choosing individuals with the correct qualifications to fill jobs in an organizations
placement
- fitting person to the right job
predictors of selection criteria
measurable or visible indicators of those positive characteristics
concurrent validity
- one method for establishing the validity associate with a predictor
- uses current ee to validate a predictor of test
predictive validity
- tests results of applicants are compared with their subsequent job performance
RJP
Realistic Job Preview
Tool used in the staffing/selection process to provide an applicant with honest, complete information about the job and work environment.
purposes of application form
pg 147
application disclaimer and notices
pg 147
cognitive ability tests
tests designed to measure such mental abilities as verbal skills, quantitative skills, and reasoning ability
physical ability tests
Tests that measure an individual's abilities such as strength, endurance, and muscular movement.
psychomotor tests
Tests that require a candidate to demonstrate a minimum degree of strength, physical dexterity, and coordination in a specialized skill area.
situation judgement tests
Assessment tools that present prospective leaders with sample situations and problems they might encounter in a work environment.
behavioral event interview
applicants are asked to give specific of how they have performed a certain procedure or handled a problem in the past
psychological contract
refers to the unwritten expectations employees and employers have about the nature of their work relationships
job satisfaction involves
a favorable reaction to work based on positive emotional and cognitive evaluations of job experiences
organizational commitment
the degree to which an employee identifies with a particular organization and its goals and wishes to maintain membership in the organization
employee engagement
an individual's involvement with, satisfaction with, and enthusiasm for the work he or she does
what are the methods employers use to address absenteeism
- disciplinary approach
- positive reinforcement
- combination approach
- no-fault policy
- paid-time-off programs
types of ee turnover
- involuntary turnover
- voluntary turnover
good or bad turnover
- functional turnover
- dysfunctional turnover
uncontrollable turnover
employees leave for reasons outside the control of the employer
controllable turnover
employees leave for reasons that could be influenced by the employer
myths and realities about retention
- money is the main reason people leave
- hiring has little to do with retention
- if you train people, you are only training them for another employer
- do not be concerned about retention during organizational change
- if the high performance want to le
assessment
considers employee and organizational performance issues to determine if training can help
gap analysis
- identifies the distance between where an organization is with its employee capabilities and where it needs to be
what are the three types of training objectives that are set to close the gap
- knowledge
- skill
- attitude
types of training
- required and regular training
- job/technical training
- interpersonal and problem solving training
- developmental and innovation training
training and development take many forms in the healthcare setting
- on-the-job preceptorship by the supervisor or another proficient employee
- in-service education on new procedures, policies, or processes
- continuing education classes
- professional development workshops or seminars
succession planning
the process of identifying and tracking high-potential employees who will be able to fill top management positions when they become vacant
trait-based criteria
Focus on personal characteristics, such as loyalty, dependability, communication ability, and leadership.
behavior-based criteria
persuasion skills
results-based criteria
completing projects on time
graphic rating scale
method of performance measurement that lists traits and provides a rating scale for each trait; the employer uses the scale to indicate the extent to which an employee displays each trait
BARS
behaviorally anchored rating scale
- examples are measured against a scale of performance levels
MBO
Management by objectives; employees help set objectives for themselves, defining what they tend to do achieve within a specified time preiod
MBO process
1. job review and agreement
2. development of performance standards
3. setting of objectives
4. continuing performance discussions