Job Analysis
Cornerstone of HRM, systematic process of determining the skills, duties and knowledge required for performing jobs in an organization
Job Description
document providing information regarding the essential tasks, duties and responsibilities of a job
Job Specification
document outlining the minimum acceptable qualifications a person should possess to perform a particular job
steps in job analysis
1.identify job to be analyzed
2.decide on the best data collection method
3.collect data
4.analyze data
5.write job description/ specification
6.do job audit to sample/ validate findings
7.finalize job description/ specifications
Human Resource Planning
systematic process of matching the internal/external supply of people with job openings anticipated in the organization over a specified period of time
Requirements Forecast
determining the number, skill and location of employees in the organization will need at future dates in order to meet its goals
availability forecast
determining whether the firm will be able to secure employees with necessary skills, and from what sources
forecast HR requirements
consider current and future demand for organizations products/services
forecasting HR availability
where to get employees from?
Internal/external/ neither
Not enough workers
innovative recruiting, compensation incentives, training programs, different selection standards
too many workers
restricted hiring, reduced hours, early retirement, mandatory furloughs, downsizing
downsizing
reverse of company growth, shrinking of organization in terms of structure and number of employees
issues to consider when downsizing
boost to bottom line, diminished survivor mode, uncertainty surrounding career advancement, reduced organization loyalty, loss of institutional memory, increased job stress, discrimination situations, outplacement services
succession planning
process of ensuring that qualified persons are available to assume key managerial positions once positions are vacant
succession planning goals
-ensure smooth transition
-minimize negative impact on organization
Internal Recruitment source
the organization itself, promotion from within, employee referrals
External Recruitment Source
highschools. vocational schools. military. colleges. former employees
traditional recruitment methods
media advertising. employment agencies. company recruiters. job fairs. executive search firms. open houses. internships
online recruitment methods pros
speed, ease, expanded talent pool, efficiency, cost-effective
online recruitment method cons
need for greater filtering, competition, confidentiality
ways organizations recruit online
-corporate career websites
-general purpose job boards
-niche sites
-social media
after hr planning
utilize contingent workers, outsource specific jobs or business functions, offshoring/ anchoring, make use of overtime, RECRUIT
Recruitment
process of attracting individuals on a timely basis, in sufficient numbers, and with the appropriate qualifications, to apply for jobs with an organization
Determine recruitment sources
Internal recruitment sources vs. external
common interview types
unstructured, structures, semi-structured, behavioral, situational
interview methods to choose from
one on one, group, board, multiple
organizational fit
degree to which people fit with a firms culture of value system
Things to consider in an interview
inappropriate questions, don't waste time with non job related information, premature judgements, interviewer domination, lack of training, nonverbal communication
background screening
important to get information about a potential employee from many sources, intensity of investigation depends on nature of job
reference checks
information from individuals who know the applicant, adds to and verifies information provided by applicant
negligent hiring
liability company insures when it fails to conduct a reasonable investigation of an applicants background, and then assigns a potentially dangerous person to a positions where he or she can inflict harm
negligent referral
liability former employers may incur when they fail to offer a warned about a particularly severe problem with a past employee
metrics used to measure effectiveness in recruiting
cost, selection rate, acceptance rate, yield rate
selection
process of choosing from a group of applicants the best suited for a particular position in the organization
environmental factors that impact selection process
other hr functions, legal considerations, speed required, organizational hierarchy, organizational type
common application materials
employment application forms, resume, cover letters, references/ recommendation letters, preliminary screening
common selection tests
cognitive aptitude tests, physical abilities tests, job-knowledge tests, work sample tests, personality tests
selection tests need to consider
objectivity, reliability, validity