Employee Testing and SelectionOnce you build upon your app
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The document discusses employee selection and testing. It covers the selection process, types of tests that can be used including background checks, and techniques for improving interview skills. The key aspects of selection include finding the best person-job fit by evaluating applicants' knowledge, skills, abilities, and competencies. Proper selection is important to ensure good job performance, reduce costs of incorrect hiring decisions, and avoid legal issues from discriminatory practices. A variety of tools can be used including tests, work samples, and structured interviews to make reliable and consistent selection decisions.
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INFORMATION SYSTEMS CASE STUDYBrainstorm ideas for a new informa.docx
INFORMATION SYSTEMS CASE STUDY
Brainstorm ideas for a new information system that could be implemented by your current employer, previous employer or university in order to benefit the organization in some manner. Create a 4-page document explaining the idea and request the information system department initiate systems investigation for this project.
Instructions:
· Submit your responses in a word document.
· Plagiarism will be checked.
· APA format.
· Limit your response to 4-page.
· Include References to the material used.
· Turnitin report required.
33
2Employee Selection
Stockbyte/Thinkstock
Learning Outcomes
After reading this chapter, you should be able to
• Describe the critical stages of a job analysis.
• Explain why recruiting practices are important to organizations.
• Be familiar with initial screening tools for employee selection.
• Create effective employee interviews.
• Understand laws that impact employee selection practices.
• Apply positive psychology to employee selection.
you83701_02_c02_033-066.indd 33 4/20/17 4:14 PM
© 2017 Bridgepoint Education, Inc. All rights reserved. Not for resale or redistribution.
34
Section 2.1 The Importance of Employee Selection
2.1 The Importance of Employee Selection
Think about the following scenario: Your employer or favorite shopping place is experiencing
significant growth and needs to hire 20 new customer service representatives over the next
2 months. This can be an exciting time for the organization. The company is growing, and
additional employees will ensure continued growth and increased revenue. Hiring these new
employees, however, may pose some challenges. First, where will the company find qualified
candidates for the new positions, and how will it encourage them to apply for the jobs? The
company anticipates more than 200 people will apply for the 20 open positions. How will it
screen the résumés and applications so as to identify the most qualified individuals? Addition-
ally, who will conduct the interviews, and more importantly, how will the interviewers discern
which applicants have the skills and abilities to best serve the company’s customers? Finally,
how will the company ensure that each stage of the selection process is legal, ethical, and fair?
Most organizations encounter these challenges when they have to hire new employees. A
common concern is the cost of hiring, which can be very expensive. There is the cost of adver-
tising the job opening, which may include buying print ads, online ads, posting to a bulletin
board, renting a booth at a job fair, or even paying a recruitment agency. Then there are the
costs of processing the applications, screening the applicants, contacting prospective inter-
viewees, and testing and interviewing applicants. These costs include not only the time of
the organization’s HR employees and hiring managers, but also opportunity costs, or pro-
ductivity sacrificed because their time is not being s.
Chapter 12 Human Resource Management Ppt12
The document outlines the key aspects of human resource management including the importance of HRM in gaining a competitive advantage, the HRM process of planning, recruiting, selecting, orienting and training employees, performance management and compensation. It also discusses current issues such as managing diversity, downsizing, work-life balance and legal compliance areas like sexual harassment. Specific topics covered include performance appraisal methods, factors influencing compensation, changing nature of career development, and suggestions for managing human resources and current workplace challenges.
RSTD
This document summarizes key aspects of recruitment, selection, training, and development processes. It defines recruitment as the process of finding and attracting job candidates, and outlines the main stages in the recruitment process. It also discusses different sources of recruitment and factors that affect recruitment. Selection methods like interviews, tests, and assessments are described. The importance and objectives of training and development are explained. Different training models like the systems model and instructional systems development model are summarized. The roles of training consultants and HR professionals in training are highlighted.
A study of the recruitment and selection process
The document discusses a study of the recruitment and selection process at SMC Global Securities Ltd. It begins with introducing the concepts of recruitment and selection, their importance and methods. It then outlines the research methodology used which was exploratory in nature and involved questionnaires with a sample size of 30 employees. The findings showed that the company considers job portals and employee references as the most important recruitment sources. It was also found that the selection process considers cost-benefit ratios and aims for a high ratio of selected to joining candidates. In conclusion, the study found the company's recruitment and selection process to be generally effective while noting some areas for improvement.
11.a study of the recruitment and selection process
This document summarizes a study on the recruitment and selection process at SMC Global Securities Ltd. in India. It begins with definitions of recruitment and selection, describing recruitment as attracting job candidates and selection as choosing candidates for jobs. It then discusses benefits of effective recruitment and selection including improved performance, lower costs, and avoiding legal issues.
The document outlines SMC Global's recruitment and selection process, which includes using job portals as the main hiring method and referrals as the most reliable source. It also notes the company considers cost-benefit ratios. Primary data was collected through questionnaires from a sample of 30 SMC employees to evaluate recruitment and selection practices and their impact on organizational outcomes.
Hrm
The document discusses key aspects of human resource management (HRM) including its objectives, functions, job analysis process, recruitment, selection, placement, and separation. It notes that HRM deals with staffing the organization through processes like recruitment, training, and development. Recruitment includes identifying and attracting job applicants through various internal and external sources. Selection involves assessing candidates and hiring the most appropriate individuals. Placement refers to assigning employees to new roles, and separation covers leaving the organization. Reliability and validity are important for effective selection.
Hrm
The document discusses key aspects of human resource management (HRM) including its objectives, functions, job analysis process, recruitment, selection, placement, and separation. It notes that HRM deals with staffing the organization through processes like recruitment, training, and development. Recruitment includes identifying and attracting job applicants through various internal and external sources. Selection involves assessing candidates and hiring the most appropriate individuals. Placement refers to assigning employees to new roles, and separation covers leaving the organization. Reliability and validity are important for effective selection.
Principles of hr management ppt slides
This document provides an overview of human resource management training. It includes an agenda covering HR management, planning, recruitment, selection, training and development, and performance management. There are sections on manpower planning, recruitment techniques and sources, selection tests including cognitive ability tests and interviews, training needs analysis, competency assessment, and performance appraisal. Diagrams illustrate the HR management cycle and how HR strategy links to business strategy and results. Evaluation of training and addressing bias in performance appraisal are also discussed. The document aims to provide fundamental information on key areas of HR management.
Recommended
INFORMATION SYSTEMS CASE STUDYBrainstorm ideas for a new informa.docx
INFORMATION SYSTEMS CASE STUDY
Brainstorm ideas for a new information system that could be implemented by your current employer, previous employer or university in order to benefit the organization in some manner. Create a 4-page document explaining the idea and request the information system department initiate systems investigation for this project.
Instructions:
· Submit your responses in a word document.
· Plagiarism will be checked.
· APA format.
· Limit your response to 4-page.
· Include References to the material used.
· Turnitin report required.
33
2Employee Selection
Stockbyte/Thinkstock
Learning Outcomes
After reading this chapter, you should be able to
• Describe the critical stages of a job analysis.
• Explain why recruiting practices are important to organizations.
• Be familiar with initial screening tools for employee selection.
• Create effective employee interviews.
• Understand laws that impact employee selection practices.
• Apply positive psychology to employee selection.
you83701_02_c02_033-066.indd 33 4/20/17 4:14 PM
© 2017 Bridgepoint Education, Inc. All rights reserved. Not for resale or redistribution.
34
Section 2.1 The Importance of Employee Selection
2.1 The Importance of Employee Selection
Think about the following scenario: Your employer or favorite shopping place is experiencing
significant growth and needs to hire 20 new customer service representatives over the next
2 months. This can be an exciting time for the organization. The company is growing, and
additional employees will ensure continued growth and increased revenue. Hiring these new
employees, however, may pose some challenges. First, where will the company find qualified
candidates for the new positions, and how will it encourage them to apply for the jobs? The
company anticipates more than 200 people will apply for the 20 open positions. How will it
screen the résumés and applications so as to identify the most qualified individuals? Addition-
ally, who will conduct the interviews, and more importantly, how will the interviewers discern
which applicants have the skills and abilities to best serve the company’s customers? Finally,
how will the company ensure that each stage of the selection process is legal, ethical, and fair?
Most organizations encounter these challenges when they have to hire new employees. A
common concern is the cost of hiring, which can be very expensive. There is the cost of adver-
tising the job opening, which may include buying print ads, online ads, posting to a bulletin
board, renting a booth at a job fair, or even paying a recruitment agency. Then there are the
costs of processing the applications, screening the applicants, contacting prospective inter-
viewees, and testing and interviewing applicants. These costs include not only the time of
the organization’s HR employees and hiring managers, but also opportunity costs, or pro-
ductivity sacrificed because their time is not being s.
Chapter 12 Human Resource Management Ppt12
The document outlines the key aspects of human resource management including the importance of HRM in gaining a competitive advantage, the HRM process of planning, recruiting, selecting, orienting and training employees, performance management and compensation. It also discusses current issues such as managing diversity, downsizing, work-life balance and legal compliance areas like sexual harassment. Specific topics covered include performance appraisal methods, factors influencing compensation, changing nature of career development, and suggestions for managing human resources and current workplace challenges.
RSTD
This document summarizes key aspects of recruitment, selection, training, and development processes. It defines recruitment as the process of finding and attracting job candidates, and outlines the main stages in the recruitment process. It also discusses different sources of recruitment and factors that affect recruitment. Selection methods like interviews, tests, and assessments are described. The importance and objectives of training and development are explained. Different training models like the systems model and instructional systems development model are summarized. The roles of training consultants and HR professionals in training are highlighted.
A study of the recruitment and selection process
The document discusses a study of the recruitment and selection process at SMC Global Securities Ltd. It begins with introducing the concepts of recruitment and selection, their importance and methods. It then outlines the research methodology used which was exploratory in nature and involved questionnaires with a sample size of 30 employees. The findings showed that the company considers job portals and employee references as the most important recruitment sources. It was also found that the selection process considers cost-benefit ratios and aims for a high ratio of selected to joining candidates. In conclusion, the study found the company's recruitment and selection process to be generally effective while noting some areas for improvement.
11.a study of the recruitment and selection process
This document summarizes a study on the recruitment and selection process at SMC Global Securities Ltd. in India. It begins with definitions of recruitment and selection, describing recruitment as attracting job candidates and selection as choosing candidates for jobs. It then discusses benefits of effective recruitment and selection including improved performance, lower costs, and avoiding legal issues.
The document outlines SMC Global's recruitment and selection process, which includes using job portals as the main hiring method and referrals as the most reliable source. It also notes the company considers cost-benefit ratios. Primary data was collected through questionnaires from a sample of 30 SMC employees to evaluate recruitment and selection practices and their impact on organizational outcomes.
Hrm
The document discusses key aspects of human resource management (HRM) including its objectives, functions, job analysis process, recruitment, selection, placement, and separation. It notes that HRM deals with staffing the organization through processes like recruitment, training, and development. Recruitment includes identifying and attracting job applicants through various internal and external sources. Selection involves assessing candidates and hiring the most appropriate individuals. Placement refers to assigning employees to new roles, and separation covers leaving the organization. Reliability and validity are important for effective selection.
Hrm
The document discusses key aspects of human resource management (HRM) including its objectives, functions, job analysis process, recruitment, selection, placement, and separation. It notes that HRM deals with staffing the organization through processes like recruitment, training, and development. Recruitment includes identifying and attracting job applicants through various internal and external sources. Selection involves assessing candidates and hiring the most appropriate individuals. Placement refers to assigning employees to new roles, and separation covers leaving the organization. Reliability and validity are important for effective selection.
Principles of hr management ppt slides
This document provides an overview of human resource management training. It includes an agenda covering HR management, planning, recruitment, selection, training and development, and performance management. There are sections on manpower planning, recruitment techniques and sources, selection tests including cognitive ability tests and interviews, training needs analysis, competency assessment, and performance appraisal. Diagrams illustrate the HR management cycle and how HR strategy links to business strategy and results. Evaluation of training and addressing bias in performance appraisal are also discussed. The document aims to provide fundamental information on key areas of HR management.
Chapter 7 - Human Resource Management
The document discusses key aspects of human resource management, including the four parts of the HR process, job analysis, recruiting, selection, orientation, training, performance appraisal, compensation, and benefits. It provides exhibits that define terms like job descriptions and specifications. The exhibits describe sources for recruiting, types of interviews and questions, training methods, performance appraisal processes, and compensation considerations.
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Job Analysis and Design Introduction This section focu.docx
Job Analysis and Design
Introduction
This section focuses on three issues in the field of personnel psychology: job analysis,
job description, and job design. Job analysis and job description are foundation issues
in the field that are often looked at closely from a legal perspective. Job design focuses
on the motivation, efficiency, and effectiveness of the worker.
Job Analysis
A job analysis is the foundation for a variety of human resource functions. For
example, recruitment, selection, placement, training and development, compensation,
and promotion all rely upon the information gained through a job analysis. A job
analysis is, essentially, a snapshot of the job and includes specific information such as
the tasks performed by the worker, why the worker performs those tasks, the tools or
techniques the worker uses to perform the tasks, and the conditions under which the
tasks may be performed. For example, one task statement for a police officer might be,
"Under various weather conditions, patrols are assigned an area on foot for the purpose
of checking on the security of business establishments." A task statement for a
telephone installation technician might read, "Using a staple gun, a screwdriver, and a
handheld drill, install inside wiring and telephone instrument connection point." A job
analysis may also list the knowledge, skills, abilities, and personality characteristics (or
the KSAPCs) required to successfully perform the job. For instance, the requirements
for the police officer task statement might be knowledge of criminal law, knowledge of
patrol procedures, and ability to observe details. It is important to note that instead of
KSAPCs, job analysts may use the acronym KSAO for knowledge, skills, abilities, and
other characteristics.
There is no one way to perform a job analysis. Choice of a job analysis technique
depends upon the purpose of the analysis as well as the training of the analyst. Job
analysis data may be collected by observing workers performing the job, having the
analyst perform the job, reviewing training materials, interviewing persons who
perform the job, interviewing those who supervise the workers, or having workers
complete a survey which asks them about the job. The job analyst may design the
survey or use a published job analysis survey. Often, more than one data collection
method is used. This multimethod approach increases the probability of achieving an
in-depth understanding of the job.
Assessing Job Descriptions
A job description is one of the results of a job analysis. It is a brief statement that
summarizes the information contained in the job analysis. A job description is the
document that job candidates typically see during the recruitment or selection process.
By reviewing a job description, a candidate for the position should have a fairly good
understanding of the duties, responsibilities, and requirements of the jo ...
Day 6
This document outlines learning outcomes and content for a human resource management course. It covers topics such as the HR process, legal regulations, employment planning, recruitment and selection, training, performance evaluation, compensation and benefits, diversity, sexual harassment, labor relations, workplace violence, and downsizing. Key aspects of each topic are defined, such as the components of a job analysis, traditional recruiting sources, selection devices and biases, and types of employee benefits. Laws impacting HR practices and major federal employment laws are also summarized.
Stu R C8e Ch12 10
The document outlines the key aspects of human resource management (HRM) including:
1) HRM involves selecting, training, and evaluating employees which helps organizations gain a competitive advantage.
2) The HRM process includes ensuring competent employees are hired, providing training, and retaining high-performing staff.
3) Key aspects of HRM include planning staffing needs, recruiting candidates, selecting employees, orientation, training, performance management, compensation, and career development.
3rd-4th week RECRUITMENT and SELECTION.pdf
This document discusses recruitment and selection, which are important functions of human resource management. Recruitment involves finding potential candidates for open positions, while selection identifies the most suitable candidates through processes like interviews and testing. The goal is to hire employees who are qualified for their jobs and will help the organization achieve its objectives. Recruiting the best applicants allows an organization to gain a competitive advantage, while poor selection can negatively impact performance.
Chapter 04
The document summarizes the key aspects of employment planning and procurement in human resource management. It discusses job analysis and defining job requirements. The procurement process involves deciding what positions to fill, recruiting candidates both internally and externally, screening applicants through interviews and tests, and making job offers. Employment planning assesses an organization's human resource needs and translates overall goals into required staff. It aims to prevent understaffing and overstaffing while ensuring the right employees are hired to achieve strategic objectives. Common recruitment sources, selection steps, and types of employment tests are also outlined.
2.1 The Importance of Employee Selection Think about the follo.docx
2.1 The Importance of Employee Selection
Think about the following scenario: XYZ Corporation is experiencing significant growth and needs to hire 20 new customer service representatives over the next two months. This can be an exciting situation for the organization. The company is growing, and additional employees will ensure continued growth and increased revenue. Hiring these new employees, however, may pose some challenges. First, where will the company find qualified candidates for the new positions, and how will it encourage them to apply for the jobs? The company anticipates more than 200 applicants for the 20 open positions. How will it screen the résumés and applications so as to identify the most qualified individuals? Additionally, who will conduct the interviews, and, more importantly, how will the interviewers discern which applicants have the skills and abilities to best serve the company's customers? Finally, how will the company ensure that each stage of the selection process is legally and ethically fair? Most organizations encounter concerns such as these whenever they are faced with the prospect of hiring new employees.
Consider This: Can You Afford Not to Hire the Best?
Photo of a newspaper with the headline "Now Hiring" seen through a magnifying glass.
The expense of placing advertisements for a job opening is just one of the many costs associated with hiring a new employee.
Hiring can be very expensive. Consider the costs of hiring a new employee: There is the cost of advertising the job opening, which may include print ads, online ads, posting to a bulletin board, renting a booth at a job fair, or even paying a recruitment agency. Then, there are the costs of processing the applications, screening the applicants, contacting prospective interviewees, and then testing and interviewing applicants. These costs include not only the time of your human resources employees and hiring managers but also the opportunity costs, or productivity sacrificed because their time is not being spent on other productive activities. Then, once an employee is selected, there are the costs of orientation and training to get that employee ready to perform. Because the new employee is now on the organization's payroll, the costs of this orientation and training phase include both the manager's and the employee's time and opportunity costs.
Although hiring costs are high, hiring the wrong person can be even more costly. A Harvard University Study estimated that 80% of turnover can be attributed to faulty hiring decisions (Mengel, 2001). Turnover rate is the percentage of all the employees in an organization who leave in a given year. Turnover can be more expensive than hiring. When employees choose to leave an organization, not only does the hiring process have to be repeated to fill the vacancy, but there are also the costs of separating the departing employee, including the time of human resources employees and hiring managers as well a.
College of Administrative and Financial SciencesAssign.docx
College of Administrative and Financial Sciences
Assignment 3- Strategic Management
(MGT 401)
Course Name: Strategic Management
Student’s Name:
Course Code: MGT 401
Student’s ID Number:
Semester: II
CRN:
Academic Year: 1440/1441 H
For Instructor’s Use only
Instructor’s Name:
Students’ Grade: Marks Obtained/Out of
Level of Marks: High/Middle/Low
Instructions for the three assignments – PLEASE READ THEM CAREFULLY
· The Assignment must be submitted on Blackboard (WORD format only) via allocated folder.
· Assignments submitted through email will not be accepted.
· Students are advised to make their work clear and well presented, marks may be reduced for poor presentation. This includes filling your information on the cover page.
· Students must mention question number clearly in their answer.
· Late submission will NOT be accepted.
· Avoid plagiarism, the work should be in your own words, copying from students or other resources without proper referencing will result in ZERO marks. No exceptions.
· All answered must be typed using Times New Roman (size 12, double-spaced) font. No pictures containing text will be accepted and will be considered plagiarism).
· Submissions without this cover page will NOT be accepted.
Assignment 3:
Part 3 of project & Discussion Questions
Learning outcomes:
1. Understand issues related to strategic competitive advantage in diversified organizations (Lo 2.2)
2. Gain insights into the strategy-making processes of different types of organizations ( Lo 1.7)
3. Identify appropriate strategies for different situations (Lo 3.1).
This assignment 3 includes two independent sections: section 1-complement of project & section 2- discussion questions.
Section 1 = Part 3 of project
Questions
Consider the same company ‘X’ that you have already used in assignment 1& 2 and answer the following questions.
1. Evaluate the performance of the main activity of your selected company (performance of principal product/service). What type(s) of criteria do you use to evaluate this performance?
2. What type(s) of control of employees and production processes is/are used by your selected company?
3. How does the corporation manage the environmental risks?
4. Evaluate the competitive advantage of the corporation on its market. Suggest some recommendations for the managers of your selected company to improve this competitive advantage.
End of the project
Section 2 = Discussion Questions.
Questions
Discuss the following questions:
1. Is the evaluation and control process appropriate for a corporation that emphasizes creativity? Are control and creativity compatible? Explain. - Max 300 words
2. How can corporate culture be changed? Give examples. Max 250 words
3. How is the cellular/modular structure different from the network structure? Give at least three differences. – Max 200 words
Answers:
PUBLIC
PUBLIC
PUBLIC
Weekly Lecture
Week 2 will focus on several is ...
A Study Of The Recruitment And Selection Process
(1) The document discusses a study of the recruitment and selection process at SMC Global Securities Ltd. It examines the company's practices and how they affect organizational outcomes.
(2) The study found that the company considers job portals and employee references as the most important recruitment methods. References from existing employees are viewed as one of the most reliable sources for hiring.
(3) In the selection process, the company always takes the cost-benefit ratio into consideration. The ratio of candidates selected to candidates ultimately joining is found to be effective.
Week 8 Assignment 3 - Submit HereStudents, please view the .docx
Week 8 Assignment 3 - Submit Here
Students, please view the "Submit a Clickable Rubric Assignment" in the Student Center.
Instructors, training on how to grade is within the Instructor Center.
Assignment 3: Pay, Benefits, and Terms and Conditions of Employment
Due Week 8 and worth 300 points
It is your responsibility as the HR Director of the same organization from Assignment 2 to a) create policies regarding pay and benefits for the selected job opportunity, and b) develop methods for both addressing unionization and implementing OSHA regulations. You will present your findings to the Vice President of Human Resources for approval.
In preparation for this assignment, review the following articles on contractors vs. employees and temp workers:
·
Bier, Ellin & Tucker: Distinguishing Between Independent Contractors and Employees
·
Murray: Difference Between Independent Contractors and Employees
· “
The Expendables: How the Temps Who Power Corporate Giants Are Getting Crushed
”
Create a PowerPoint presentation with fifteen to twenty (15-20) slides in which you:
1. Create a Wage and Hour standard for the job opportunity that you had selected in Assignment 2, and support your standard by using the Fair Labor Standards Act (FLSA) and Equal Pay Act to prevent any potential discriminatory impact.
2. Decide on three (3) benefits required for the job opportunity using ERISA. Propose two (2) methods that the employer can use in order to manage the fiduciary duties wisely and with the employees’ best interests in mind. Provide a rationale for your response.
3. Elaborate on two (2) rights regarding unionization that Section 7 of the NLRA guarantees. Next, examine two (2) unfair labor practices, and argue the importance of your organization refraining from using such practices during any self-organization and collective bargaining activities. Explore two (2) potential repercussions of an organization’s interference with self-organization and collective bargaining practices.
4. Propose three (3) ways to discourage employees from considering unionization. Then, compose one (1) strategy for championing a supportive and satisfying work environment within the organization.
5. Select one (1) OSHA violation case, and determine whether the resulting penalties were sufficient to deter the organization in question from repeating the same violative action. Justify your response.
6. Outline a plan for investigating workplace injuries, and formulate a policy that explains the process for filing a worker’s compensation claim within the selected organization.
7. Narrate each slide, using a microphone, and indicate what you would say if you were actually presenting in front of an audience.
8. Use at least three (3) quality academic resources in this assignment.
Note
: Wikipedia and other Websites do not qualify as academic resources.
Your assignment must follow these formatting requirements:
· Format the PowerPoint presentation with headings on e ...
Organizational BehaviorEighteenth EditionChapter 17Human R.docx
Organizational Behavior
Eighteenth Edition
Chapter 17
Human Resource Policies and Practices
Copyright © 2019, 2017, 2015, 2013 Pearson Education, Inc. All Rights Reserved.
Copyright © 2019, 2017, 2015, 2013 Pearson Education, Inc. All Rights Reserved.
If this PowerPoint presentation contains mathematical equations, you may need to check that your computer has the following installed:
1) MathType Plugin
2) Math Player (free versions available)
3) NVDA Reader (free versions available)
Welcome to this Organizational Behavior course that uses the 18th edition of the textbook, Organizational Behavior by Robbins and Judge. This is considered among the most widely used OB textbooks in the world. Robbins and Judge are recognized as definitive aggregators of OB concepts, applications, and practices. The course and this book will provide you with a resource that will benefit you throughout your degree program and your professional life.
Chapter 17: Human Resource Policies and Practices
1
Describe the Value of Recruitment Methods
Strategic recruiting has become a cornerstone for many companies, in which recruiting practices are developed in alignment with long-term strategic goals.
The most effective recruiters—internal or external—are well informed about the job, are efficient in communicating with potential recruits, and treat recruits with consideration and respect. They also use a variety of online tools, including job boards and social media.
Copyright © 2019, 2017, 2015, 2013 Pearson Education, Inc. All Rights Reserved.
The first stage in any HR program is recruiting, closely followed by selection. A selection system can only be as good as the individuals who apply in the first place.
Strategic recruiting has become a cornerstone for many companies, in which recruiting practices are developed in alignment with long-term strategic goals. As for defining “success” in recruiting, most research suggests that the best system attracts candidates who are highly knowledgeable about the job and the organization. Such candidates are likely to have a better fit between their skills and job requirements, and to be more satisfied in the jobs they take.
Consistent with these findings, some of the most effective recruiting techniques include internal referrals, internship programs, and other methods that give potential applicants enough information to adequately evaluate the roles they may be occupying. Companies are increasingly turning away from outside recruiting agencies and relying on their own executives and HR professionals for talent searches.
The most effective recruiters—internal or external—are well informed about the job, are efficient in communicating with potential recruits, and treat recruits with consideration and respect. They also use a variety of online tools, including job boards and social media, to bring in applications.
2
Identify the Most Useful Substantive Selection Methods (1 of 5)
Substantive Selection
Written tests
Perform ...
Seminar in Public Human Resources Administration Questions & Key Te.docx
Seminar in Public Human Resources Administration: Questions & Key Terms [Day Three]
Critical Thinking Questions
1. How does one’s value perspective influence the objectives of the recruitment and selection process? What does it mean to say that fairness is a social judgment rather than a scientific calculation?
2. What is meant by contextual factors that influence how well a person performs as an organizational member? How easy do you think it is to recruit and select for these factors? Does an emphasis on contextual factors conflict with an emphasis on recruiting for diversity?
3. Identify eleven steps in the recruitment and selection process. In an organization you are familiar with, which steps are the most difficult to perform? Why?
4. Compare and contrast centralized, decentralized, and web-based recruitment techniques.
5. Describe the concept of the psychological contract and identify a situation you are familiar with where it might be employed to help clarify and resolve differences.
6. Describe the basic components of equity and expectancy theory. How do they help to explain employee performance? Identify an example from your own life where equity theory or expectancy theory helps you understand why you did what you did.
7. Describe four approaches to productivity: total quality management, job enrichment, work/life balance, and teamwork. Select an organization you are familiar with. If you were responsible for charting a strategy for productivity improvement, which would you focus on and why?
Key Terms: Please define and give one example
1. acquisition function
2. centralized recruitment and selection
3. construct validation vs content validation vs criterion validation
4. test validation
5. true and false positives and negatives
6. administrative logic
7. development function
8. employee commitment vs psychological contract
9. extrinsic motivation vs intrinsic motivation
10. job enrichment vs job sharing
Case Study 3 Instructions: Recruiting and Selecting High-Level Managers through the Internet
You will complete the “Recruiting and Selecting High-Level Managers through the Internet” case in the Nkomo et al. text (#35 on pp. 112–113, 2011). You will write a 3–5-page essay (total does not include title page or reference page) that answers the 4 questions (1–4) on p. 113. Do not simply answer the questions. This is an essay and must be written to include an introduction, body, and conclusion. It may prove helpful to use the topic of the questions (advantages and disadvantages of internet recruitment and selection, the three approaches to online recruiting and selection, etc.) as section headers in your essay. Your response must be supported by at least 2 peer-reviewed resources. These resources must have been published within the last 5 years. Do not use other textbooks. The essay must be written in current APA format and include a title page, reference page, and in-text citations.
Note: This case study will not use.
Strayer University - OnlineHRM-510 Business Employment Law .docx
Strayer University - Online
HRM-510: Business Employment Law
August 12, 2018
The Hiring Process and Managing a Diverse Workforce
As the HR Director of my association, I must utilize an assortment of business laws to build arrangements and techniques that help the advancement of a decent variety in the work environment. My present association is looking for an Executive Administrative Assistant who will work intimately with an answer to the Chief Legal Officer. My organization obviously, empowers everybody who is keen on the situation to apply as we are at last looking to enlist the best individual for the position. As the HR Director, I have seen a few episodes that finished with legitimate activity because specific business laws were not utilized while making the association’s enrollment strategies and application process. I must guarantee that I shield the association from lawful repercussions, as well as devise compelling strategies and plans that secure potential and existing representatives. The Civil Rights Act of 1964 and the Americans Disabilities Acts are just a couple of the fundamental laws that add to the work laws that are expected of bosses to use amid all phases of the enlisting procedure.
Enrollment or Employment Methods
Conveying the accessibility of business chances to work searchers is the initial phase in the enrollment procedure. It is critical that business laws are remembered when creating enrollment techniques for an association. As the HR Director, I have chosen that the best and best enrollment strategies for my association are 1) Social Media 2) Job Advertisements and 3) Employment/Recruitment Agencies.
Online networking has assumed control over this age and is associating individuals in more routes than one. Numerous associations are bouncing on the online networking fleeting trend and have begun their own Instagram, Facebook, and Twitter accounts. More professionally, there are internet-based life organizing locales particularly for job seekers like
LinkedIn, Monster, Indeed, among others. These can be utilized as incredible selecting apparatuses because they are not that costly, and they can achieve an awesome measure of individuals in a short measure of time. Notwithstanding publicizing work openings, web-based life gives the association another approach to check data given by the candidate. Being dynamic via web-based networking media administrations like Twitter enables you to 'meet' potential competitors from multiple points of view: through shared associations, through shared talk subjects, and because it's simple for work searchers to get in touch with you. A fourth of UK organizations are enlisting using expert systems administration locales like LinkedIn.
Your internet-based life movement likewise extends your boss image, indicating hopefuls what your authoritative culture resembles. That is incredible for drawing in top ability, accepting your way of life is great. It works the other much as ...
Ameer moavia
This document discusses key aspects of human resource management (HRM), including defining HRM, its importance in organizations, and its core functions. Some main points covered are:
- HRM involves managing human resources to maximize employee performance and achieve organizational goals through recruitment, training, and development.
- Important aspects of HRM include recruitment and training, performance management, and maintaining workplace culture and employee compensation.
- Effective HRM processes include identifying and selecting competent employees, providing skills training, and retaining high-performing staff.
- HRM must consider various factors like labor unions, government regulations, and diversity and work-life balance issues.
Project report on US Staffing
This document provides an analytical study of the full recruitment lifecycle for the US market. It includes a declaration by the student submitting the project, an acknowledgement section, and a table of contents outlining the various sections to be included. The executive summary provides a high-level overview, stating that the project assesses the effectiveness of recruitment and selection practices in the US market. It identifies key areas like sourcing candidates, screening processes, and matching job requirements to candidate profiles. The purpose is to understand current practices and identify opportunities to improve human resource planning.
HR Management
The document provides an overview of HR management training topics including HR planning, recruitment, selection, training and development, performance management, and career management. It then discusses several HR processes in more detail, including manpower planning, recruitment sources and techniques, selection tests and their advantages/disadvantages, training need analysis, and evaluating training effectiveness.
Literature ReviewThe role of a Human Resource department is ev.docx
Literature Review
The role of a Human Resource department is ever changing in today’s volatile business environment. Over the years HR have become a strong strategic partner within an organization by providing functions such as recruitment, training and development and retention. Human Resources in order to be strategic works directly with all levels of management in an effort to help with strategy and the growth of the company to meet their vision. One very important aspect is talent acquisition. Having the right people in key roles within the company is vital to the success and growth. Performing this function includes preparing a job description, recruiting, and then setting compensation. Then a crucial tool used by many HR departments is the process of job evaluations and performance reviews.
Method of Job Analysis
When a new job is created or a vacancy occurs, it is the role of a HR representative to fill that void. In order to perform this function they need to first understand what role they are trying fill and what skills and responsibilities this new role would require. By conducting a job analysis they are able to further define an important elements of any job and then search for the person or people that are a good fit for the company. As important as it is to perform a job analysis before looking for that new candidate, it is equally as important to select the correct job analysis method. Some popular job analysis methods are Observation, Individual Interview and Structured Questionnaires. Organizations choose methods based on various guidelines that are all link to the job responsibilities, company culture and size of the organization. Each organization must select which methods are the best match for their candidate search. The Observation method includes studying someone while they perform their job in an effort to better understand the tasks and duties necessary to this particular job. The advantages are, the observer can obtain first hand knowledge and information about the job being analyzed. This can provide an accurate picture of the candidate ability to do the job at hand. Other Job Analysis methods such as the interview or questionnaire only allow HR to indirectly obtain this information. With other methods there is a risk of omissions or exaggerations are introduced either by the incumbent being interviewed or by items on the questionnaire.
The next method is the Interview method; this method involves conducting interviews of the person leaving this position to gain insights into what duties they perform. Interviews can also be conducted on other employees performing the same job but in most cases start with the HR manager. The advantages are that it allows the incumbent to describe tasks and duties that are not observable. The disadvantage is the candidate can exaggerate or omit tasks and duties. The interviewer must be skilled and ask the proper questions.
The Structured Questionnaire method uses a standardized ...
Running head RECRUITMENT PROCESS .docx
The document discusses the recruitment process for Community State University. It outlines a 7 step recruitment process that includes analyzing job requirements, preparing job and candidate profiles, finding candidates through internal and external methods, managing applications, selecting candidates, making job offers, and conducting an induction process. It emphasizes the importance of an effective recruitment process for hiring qualified candidates which can improve employee performance, discipline, and organizational success. An effective process incorporates analyzing job needs, attracting a diverse pool of candidates, screening applicants, and integrating new employees.
Group 5 HRM PRESENTATION.pptx
This document provides an overview of human resource management and staffing. It discusses estimating manpower requirements, recruitment, selection methods like screening and interviews, placement and orientation, training and development, promotions, compensation, and the advantages of proper staffing. Organizational culture is key to ensuring a good fit when staffing. A strong culture with widely shared values allows employees to know what is expected and act quickly.
Nine-year-old Wandas teacher notices that for the past few weeks,.docx
Nine-year-old Wanda's teacher notices that for the past few weeks, Wanda has not been talking to her friends and is always sitting alone in a corner. After talking to Wanda's friends, the teacher finds out that Wanda's sixteen-year-old brother was killed in a gang fight two months ago and her parents have since separated. The teacher talks to her friend Daphne, a counselor, to see if there is anything she can do about Wanda. She wants to know if there is any way in which children and families affected by exposure to violence can be assisted with emotional impact of these events. The teacher also asks Daphne, in the role of a counselor, to call Wanda's parents to see if they would be willing to talk with her about the death of their son, their separation, and Wanda's behavior at school. Daphne is not employed or affiliated with the school.
What would be Daphne's role, as a counselor, in helping the teacher?
What do you see as important roles of a counselor working in a community?
What are the ethical responsibilities that counselors and human services professionals hold toward the community? When answering this question identify the ethical code number and definition, using your own words, of the ethical responsibilities of these professionals.
Briefly speak how you, as an ethical counselor, would respond to the teacher's request for you to speak with Wanda and her family.
DUE TODAY 10/25/16 @6PM eastern time
.
Newspapers frequently feature stories on how various democratic prin.docx
Newspapers frequently feature stories on how various democratic principles and processes contribute to democratic governance and impact a wide variety of issues, ranging from the distribution of flu vaccines to the appropriate legal venue for terrorist trials. Public policies that are formulated to address such issues come about as the result of the influence and application of various democratic principles and processes. In addition, competing interests and factions engage in the democratic process using tools such as lobbying or elections in an effort to leverage public policy. As you think about democratic principles and processes for this Assignment, take note of where you see their influence in recent public policy issues. To prepare for this Assignment: • Review the article “War v. Justice: Terrorism Cases, Enemy Combatants, and Political Justice in U.S. Courts” in this week’s Learning Resources. Take note of key democratic principles explained. Consider how the democratic principles in the article might influence public policy. • Review the articles “Strategic Lobbying: Demonstrating How Legislative Context Affects Interest Groups’ Lobbying Tactics” and “The Study of Party Factions as Competitive Political Organizations” in this week’s Learning Resources. • Think about the democratic processes used by lobbying groups and political factions to influence public policy. • Select a public policy issue related to your specialization or to an area with which you are familiar. • Select three democratic principles and/or processes that you think might influence the formulation of public policy related to your issue. • Reflect on how these principles and processes of democracy influence the formulation of the public policy you selected. The Assignment (2–3 pages): • Briefly describe the public policy issue you selected for this Assignment. • Using three democratic principles and/or processes of your choice, explain how you think these democratic principles and/or processes influence the formulation of public policy. • Based on your analysis, share at least one insight you gained about the influence of democratic principles and processes on the formulation of public policy. Or, if you live outside the United States, explain how these democratic principles might affect governance in your country.
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Chapter 7 - Human Resource Management
The document discusses key aspects of human resource management, including the four parts of the HR process, job analysis, recruiting, selection, orientation, training, performance appraisal, compensation, and benefits. It provides exhibits that define terms like job descriptions and specifications. The exhibits describe sources for recruiting, types of interviews and questions, training methods, performance appraisal processes, and compensation considerations.
Human Resource Development- framework
This document discusses frameworks for human resource development (HRD) processes. It describes a common framework involving four phases: needs assessment, design, implementation, and evaluation ("A DImE"). It provides details on each phase, including defining need, types of needs assessments, levels of need assessment, designing objectives and selecting delivery methods, and evaluating training impact and costs. Kirkpatrick's four levels of evaluation (reaction, learning, behavior, results) are also discussed. The document presents models and best practices for conducting effective HRD from needs identification through evaluation.
Job Analysis and Design Introduction This section focu.docx
Job Analysis and Design
Introduction
This section focuses on three issues in the field of personnel psychology: job analysis,
job description, and job design. Job analysis and job description are foundation issues
in the field that are often looked at closely from a legal perspective. Job design focuses
on the motivation, efficiency, and effectiveness of the worker.
Job Analysis
A job analysis is the foundation for a variety of human resource functions. For
example, recruitment, selection, placement, training and development, compensation,
and promotion all rely upon the information gained through a job analysis. A job
analysis is, essentially, a snapshot of the job and includes specific information such as
the tasks performed by the worker, why the worker performs those tasks, the tools or
techniques the worker uses to perform the tasks, and the conditions under which the
tasks may be performed. For example, one task statement for a police officer might be,
"Under various weather conditions, patrols are assigned an area on foot for the purpose
of checking on the security of business establishments." A task statement for a
telephone installation technician might read, "Using a staple gun, a screwdriver, and a
handheld drill, install inside wiring and telephone instrument connection point." A job
analysis may also list the knowledge, skills, abilities, and personality characteristics (or
the KSAPCs) required to successfully perform the job. For instance, the requirements
for the police officer task statement might be knowledge of criminal law, knowledge of
patrol procedures, and ability to observe details. It is important to note that instead of
KSAPCs, job analysts may use the acronym KSAO for knowledge, skills, abilities, and
other characteristics.
There is no one way to perform a job analysis. Choice of a job analysis technique
depends upon the purpose of the analysis as well as the training of the analyst. Job
analysis data may be collected by observing workers performing the job, having the
analyst perform the job, reviewing training materials, interviewing persons who
perform the job, interviewing those who supervise the workers, or having workers
complete a survey which asks them about the job. The job analyst may design the
survey or use a published job analysis survey. Often, more than one data collection
method is used. This multimethod approach increases the probability of achieving an
in-depth understanding of the job.
Assessing Job Descriptions
A job description is one of the results of a job analysis. It is a brief statement that
summarizes the information contained in the job analysis. A job description is the
document that job candidates typically see during the recruitment or selection process.
By reviewing a job description, a candidate for the position should have a fairly good
understanding of the duties, responsibilities, and requirements of the jo ...
Day 6
This document outlines learning outcomes and content for a human resource management course. It covers topics such as the HR process, legal regulations, employment planning, recruitment and selection, training, performance evaluation, compensation and benefits, diversity, sexual harassment, labor relations, workplace violence, and downsizing. Key aspects of each topic are defined, such as the components of a job analysis, traditional recruiting sources, selection devices and biases, and types of employee benefits. Laws impacting HR practices and major federal employment laws are also summarized.
Stu R C8e Ch12 10
The document outlines the key aspects of human resource management (HRM) including:
1) HRM involves selecting, training, and evaluating employees which helps organizations gain a competitive advantage.
2) The HRM process includes ensuring competent employees are hired, providing training, and retaining high-performing staff.
3) Key aspects of HRM include planning staffing needs, recruiting candidates, selecting employees, orientation, training, performance management, compensation, and career development.
3rd-4th week RECRUITMENT and SELECTION.pdf
This document discusses recruitment and selection, which are important functions of human resource management. Recruitment involves finding potential candidates for open positions, while selection identifies the most suitable candidates through processes like interviews and testing. The goal is to hire employees who are qualified for their jobs and will help the organization achieve its objectives. Recruiting the best applicants allows an organization to gain a competitive advantage, while poor selection can negatively impact performance.
Chapter 04
The document summarizes the key aspects of employment planning and procurement in human resource management. It discusses job analysis and defining job requirements. The procurement process involves deciding what positions to fill, recruiting candidates both internally and externally, screening applicants through interviews and tests, and making job offers. Employment planning assesses an organization's human resource needs and translates overall goals into required staff. It aims to prevent understaffing and overstaffing while ensuring the right employees are hired to achieve strategic objectives. Common recruitment sources, selection steps, and types of employment tests are also outlined.
2.1 The Importance of Employee Selection Think about the follo.docx
2.1 The Importance of Employee Selection
Think about the following scenario: XYZ Corporation is experiencing significant growth and needs to hire 20 new customer service representatives over the next two months. This can be an exciting situation for the organization. The company is growing, and additional employees will ensure continued growth and increased revenue. Hiring these new employees, however, may pose some challenges. First, where will the company find qualified candidates for the new positions, and how will it encourage them to apply for the jobs? The company anticipates more than 200 applicants for the 20 open positions. How will it screen the résumés and applications so as to identify the most qualified individuals? Additionally, who will conduct the interviews, and, more importantly, how will the interviewers discern which applicants have the skills and abilities to best serve the company's customers? Finally, how will the company ensure that each stage of the selection process is legally and ethically fair? Most organizations encounter concerns such as these whenever they are faced with the prospect of hiring new employees.
Consider This: Can You Afford Not to Hire the Best?
Photo of a newspaper with the headline "Now Hiring" seen through a magnifying glass.
The expense of placing advertisements for a job opening is just one of the many costs associated with hiring a new employee.
Hiring can be very expensive. Consider the costs of hiring a new employee: There is the cost of advertising the job opening, which may include print ads, online ads, posting to a bulletin board, renting a booth at a job fair, or even paying a recruitment agency. Then, there are the costs of processing the applications, screening the applicants, contacting prospective interviewees, and then testing and interviewing applicants. These costs include not only the time of your human resources employees and hiring managers but also the opportunity costs, or productivity sacrificed because their time is not being spent on other productive activities. Then, once an employee is selected, there are the costs of orientation and training to get that employee ready to perform. Because the new employee is now on the organization's payroll, the costs of this orientation and training phase include both the manager's and the employee's time and opportunity costs.
Although hiring costs are high, hiring the wrong person can be even more costly. A Harvard University Study estimated that 80% of turnover can be attributed to faulty hiring decisions (Mengel, 2001). Turnover rate is the percentage of all the employees in an organization who leave in a given year. Turnover can be more expensive than hiring. When employees choose to leave an organization, not only does the hiring process have to be repeated to fill the vacancy, but there are also the costs of separating the departing employee, including the time of human resources employees and hiring managers as well a.
College of Administrative and Financial SciencesAssign.docx
College of Administrative and Financial Sciences
Assignment 3- Strategic Management
(MGT 401)
Course Name: Strategic Management
Student’s Name:
Course Code: MGT 401
Student’s ID Number:
Semester: II
CRN:
Academic Year: 1440/1441 H
For Instructor’s Use only
Instructor’s Name:
Students’ Grade: Marks Obtained/Out of
Level of Marks: High/Middle/Low
Instructions for the three assignments – PLEASE READ THEM CAREFULLY
· The Assignment must be submitted on Blackboard (WORD format only) via allocated folder.
· Assignments submitted through email will not be accepted.
· Students are advised to make their work clear and well presented, marks may be reduced for poor presentation. This includes filling your information on the cover page.
· Students must mention question number clearly in their answer.
· Late submission will NOT be accepted.
· Avoid plagiarism, the work should be in your own words, copying from students or other resources without proper referencing will result in ZERO marks. No exceptions.
· All answered must be typed using Times New Roman (size 12, double-spaced) font. No pictures containing text will be accepted and will be considered plagiarism).
· Submissions without this cover page will NOT be accepted.
Assignment 3:
Part 3 of project & Discussion Questions
Learning outcomes:
1. Understand issues related to strategic competitive advantage in diversified organizations (Lo 2.2)
2. Gain insights into the strategy-making processes of different types of organizations ( Lo 1.7)
3. Identify appropriate strategies for different situations (Lo 3.1).
This assignment 3 includes two independent sections: section 1-complement of project & section 2- discussion questions.
Section 1 = Part 3 of project
Questions
Consider the same company ‘X’ that you have already used in assignment 1& 2 and answer the following questions.
1. Evaluate the performance of the main activity of your selected company (performance of principal product/service). What type(s) of criteria do you use to evaluate this performance?
2. What type(s) of control of employees and production processes is/are used by your selected company?
3. How does the corporation manage the environmental risks?
4. Evaluate the competitive advantage of the corporation on its market. Suggest some recommendations for the managers of your selected company to improve this competitive advantage.
End of the project
Section 2 = Discussion Questions.
Questions
Discuss the following questions:
1. Is the evaluation and control process appropriate for a corporation that emphasizes creativity? Are control and creativity compatible? Explain. - Max 300 words
2. How can corporate culture be changed? Give examples. Max 250 words
3. How is the cellular/modular structure different from the network structure? Give at least three differences. – Max 200 words
Answers:
PUBLIC
PUBLIC
PUBLIC
Weekly Lecture
Week 2 will focus on several is ...
A Study Of The Recruitment And Selection Process
(1) The document discusses a study of the recruitment and selection process at SMC Global Securities Ltd. It examines the company's practices and how they affect organizational outcomes.
(2) The study found that the company considers job portals and employee references as the most important recruitment methods. References from existing employees are viewed as one of the most reliable sources for hiring.
(3) In the selection process, the company always takes the cost-benefit ratio into consideration. The ratio of candidates selected to candidates ultimately joining is found to be effective.
Week 8 Assignment 3 - Submit HereStudents, please view the .docx
Week 8 Assignment 3 - Submit Here
Students, please view the "Submit a Clickable Rubric Assignment" in the Student Center.
Instructors, training on how to grade is within the Instructor Center.
Assignment 3: Pay, Benefits, and Terms and Conditions of Employment
Due Week 8 and worth 300 points
It is your responsibility as the HR Director of the same organization from Assignment 2 to a) create policies regarding pay and benefits for the selected job opportunity, and b) develop methods for both addressing unionization and implementing OSHA regulations. You will present your findings to the Vice President of Human Resources for approval.
In preparation for this assignment, review the following articles on contractors vs. employees and temp workers:
·
Bier, Ellin & Tucker: Distinguishing Between Independent Contractors and Employees
·
Murray: Difference Between Independent Contractors and Employees
· “
The Expendables: How the Temps Who Power Corporate Giants Are Getting Crushed
”
Create a PowerPoint presentation with fifteen to twenty (15-20) slides in which you:
1. Create a Wage and Hour standard for the job opportunity that you had selected in Assignment 2, and support your standard by using the Fair Labor Standards Act (FLSA) and Equal Pay Act to prevent any potential discriminatory impact.
2. Decide on three (3) benefits required for the job opportunity using ERISA. Propose two (2) methods that the employer can use in order to manage the fiduciary duties wisely and with the employees’ best interests in mind. Provide a rationale for your response.
3. Elaborate on two (2) rights regarding unionization that Section 7 of the NLRA guarantees. Next, examine two (2) unfair labor practices, and argue the importance of your organization refraining from using such practices during any self-organization and collective bargaining activities. Explore two (2) potential repercussions of an organization’s interference with self-organization and collective bargaining practices.
4. Propose three (3) ways to discourage employees from considering unionization. Then, compose one (1) strategy for championing a supportive and satisfying work environment within the organization.
5. Select one (1) OSHA violation case, and determine whether the resulting penalties were sufficient to deter the organization in question from repeating the same violative action. Justify your response.
6. Outline a plan for investigating workplace injuries, and formulate a policy that explains the process for filing a worker’s compensation claim within the selected organization.
7. Narrate each slide, using a microphone, and indicate what you would say if you were actually presenting in front of an audience.
8. Use at least three (3) quality academic resources in this assignment.
Note
: Wikipedia and other Websites do not qualify as academic resources.
Your assignment must follow these formatting requirements:
· Format the PowerPoint presentation with headings on e ...
Organizational BehaviorEighteenth EditionChapter 17Human R.docx
Organizational Behavior
Eighteenth Edition
Chapter 17
Human Resource Policies and Practices
Copyright © 2019, 2017, 2015, 2013 Pearson Education, Inc. All Rights Reserved.
Copyright © 2019, 2017, 2015, 2013 Pearson Education, Inc. All Rights Reserved.
If this PowerPoint presentation contains mathematical equations, you may need to check that your computer has the following installed:
1) MathType Plugin
2) Math Player (free versions available)
3) NVDA Reader (free versions available)
Welcome to this Organizational Behavior course that uses the 18th edition of the textbook, Organizational Behavior by Robbins and Judge. This is considered among the most widely used OB textbooks in the world. Robbins and Judge are recognized as definitive aggregators of OB concepts, applications, and practices. The course and this book will provide you with a resource that will benefit you throughout your degree program and your professional life.
Chapter 17: Human Resource Policies and Practices
1
Describe the Value of Recruitment Methods
Strategic recruiting has become a cornerstone for many companies, in which recruiting practices are developed in alignment with long-term strategic goals.
The most effective recruiters—internal or external—are well informed about the job, are efficient in communicating with potential recruits, and treat recruits with consideration and respect. They also use a variety of online tools, including job boards and social media.
Copyright © 2019, 2017, 2015, 2013 Pearson Education, Inc. All Rights Reserved.
The first stage in any HR program is recruiting, closely followed by selection. A selection system can only be as good as the individuals who apply in the first place.
Strategic recruiting has become a cornerstone for many companies, in which recruiting practices are developed in alignment with long-term strategic goals. As for defining “success” in recruiting, most research suggests that the best system attracts candidates who are highly knowledgeable about the job and the organization. Such candidates are likely to have a better fit between their skills and job requirements, and to be more satisfied in the jobs they take.
Consistent with these findings, some of the most effective recruiting techniques include internal referrals, internship programs, and other methods that give potential applicants enough information to adequately evaluate the roles they may be occupying. Companies are increasingly turning away from outside recruiting agencies and relying on their own executives and HR professionals for talent searches.
The most effective recruiters—internal or external—are well informed about the job, are efficient in communicating with potential recruits, and treat recruits with consideration and respect. They also use a variety of online tools, including job boards and social media, to bring in applications.
2
Identify the Most Useful Substantive Selection Methods (1 of 5)
Substantive Selection
Written tests
Perform ...
Seminar in Public Human Resources Administration Questions & Key Te.docx
Seminar in Public Human Resources Administration: Questions & Key Terms [Day Three]
Critical Thinking Questions
1. How does one’s value perspective influence the objectives of the recruitment and selection process? What does it mean to say that fairness is a social judgment rather than a scientific calculation?
2. What is meant by contextual factors that influence how well a person performs as an organizational member? How easy do you think it is to recruit and select for these factors? Does an emphasis on contextual factors conflict with an emphasis on recruiting for diversity?
3. Identify eleven steps in the recruitment and selection process. In an organization you are familiar with, which steps are the most difficult to perform? Why?
4. Compare and contrast centralized, decentralized, and web-based recruitment techniques.
5. Describe the concept of the psychological contract and identify a situation you are familiar with where it might be employed to help clarify and resolve differences.
6. Describe the basic components of equity and expectancy theory. How do they help to explain employee performance? Identify an example from your own life where equity theory or expectancy theory helps you understand why you did what you did.
7. Describe four approaches to productivity: total quality management, job enrichment, work/life balance, and teamwork. Select an organization you are familiar with. If you were responsible for charting a strategy for productivity improvement, which would you focus on and why?
Key Terms: Please define and give one example
1. acquisition function
2. centralized recruitment and selection
3. construct validation vs content validation vs criterion validation
4. test validation
5. true and false positives and negatives
6. administrative logic
7. development function
8. employee commitment vs psychological contract
9. extrinsic motivation vs intrinsic motivation
10. job enrichment vs job sharing
Case Study 3 Instructions: Recruiting and Selecting High-Level Managers through the Internet
You will complete the “Recruiting and Selecting High-Level Managers through the Internet” case in the Nkomo et al. text (#35 on pp. 112–113, 2011). You will write a 3–5-page essay (total does not include title page or reference page) that answers the 4 questions (1–4) on p. 113. Do not simply answer the questions. This is an essay and must be written to include an introduction, body, and conclusion. It may prove helpful to use the topic of the questions (advantages and disadvantages of internet recruitment and selection, the three approaches to online recruiting and selection, etc.) as section headers in your essay. Your response must be supported by at least 2 peer-reviewed resources. These resources must have been published within the last 5 years. Do not use other textbooks. The essay must be written in current APA format and include a title page, reference page, and in-text citations.
Note: This case study will not use.
Strayer University - OnlineHRM-510 Business Employment Law .docx
Strayer University - Online
HRM-510: Business Employment Law
August 12, 2018
The Hiring Process and Managing a Diverse Workforce
As the HR Director of my association, I must utilize an assortment of business laws to build arrangements and techniques that help the advancement of a decent variety in the work environment. My present association is looking for an Executive Administrative Assistant who will work intimately with an answer to the Chief Legal Officer. My organization obviously, empowers everybody who is keen on the situation to apply as we are at last looking to enlist the best individual for the position. As the HR Director, I have seen a few episodes that finished with legitimate activity because specific business laws were not utilized while making the association’s enrollment strategies and application process. I must guarantee that I shield the association from lawful repercussions, as well as devise compelling strategies and plans that secure potential and existing representatives. The Civil Rights Act of 1964 and the Americans Disabilities Acts are just a couple of the fundamental laws that add to the work laws that are expected of bosses to use amid all phases of the enlisting procedure.
Enrollment or Employment Methods
Conveying the accessibility of business chances to work searchers is the initial phase in the enrollment procedure. It is critical that business laws are remembered when creating enrollment techniques for an association. As the HR Director, I have chosen that the best and best enrollment strategies for my association are 1) Social Media 2) Job Advertisements and 3) Employment/Recruitment Agencies.
Online networking has assumed control over this age and is associating individuals in more routes than one. Numerous associations are bouncing on the online networking fleeting trend and have begun their own Instagram, Facebook, and Twitter accounts. More professionally, there are internet-based life organizing locales particularly for job seekers like
LinkedIn, Monster, Indeed, among others. These can be utilized as incredible selecting apparatuses because they are not that costly, and they can achieve an awesome measure of individuals in a short measure of time. Notwithstanding publicizing work openings, web-based life gives the association another approach to check data given by the candidate. Being dynamic via web-based networking media administrations like Twitter enables you to 'meet' potential competitors from multiple points of view: through shared associations, through shared talk subjects, and because it's simple for work searchers to get in touch with you. A fourth of UK organizations are enlisting using expert systems administration locales like LinkedIn.
Your internet-based life movement likewise extends your boss image, indicating hopefuls what your authoritative culture resembles. That is incredible for drawing in top ability, accepting your way of life is great. It works the other much as ...
Ameer moavia
This document discusses key aspects of human resource management (HRM), including defining HRM, its importance in organizations, and its core functions. Some main points covered are:
- HRM involves managing human resources to maximize employee performance and achieve organizational goals through recruitment, training, and development.
- Important aspects of HRM include recruitment and training, performance management, and maintaining workplace culture and employee compensation.
- Effective HRM processes include identifying and selecting competent employees, providing skills training, and retaining high-performing staff.
- HRM must consider various factors like labor unions, government regulations, and diversity and work-life balance issues.
Project report on US Staffing
This document provides an analytical study of the full recruitment lifecycle for the US market. It includes a declaration by the student submitting the project, an acknowledgement section, and a table of contents outlining the various sections to be included. The executive summary provides a high-level overview, stating that the project assesses the effectiveness of recruitment and selection practices in the US market. It identifies key areas like sourcing candidates, screening processes, and matching job requirements to candidate profiles. The purpose is to understand current practices and identify opportunities to improve human resource planning.
HR Management
The document provides an overview of HR management training topics including HR planning, recruitment, selection, training and development, performance management, and career management. It then discusses several HR processes in more detail, including manpower planning, recruitment sources and techniques, selection tests and their advantages/disadvantages, training need analysis, and evaluating training effectiveness.
Literature ReviewThe role of a Human Resource department is ev.docx
Literature Review
The role of a Human Resource department is ever changing in today’s volatile business environment. Over the years HR have become a strong strategic partner within an organization by providing functions such as recruitment, training and development and retention. Human Resources in order to be strategic works directly with all levels of management in an effort to help with strategy and the growth of the company to meet their vision. One very important aspect is talent acquisition. Having the right people in key roles within the company is vital to the success and growth. Performing this function includes preparing a job description, recruiting, and then setting compensation. Then a crucial tool used by many HR departments is the process of job evaluations and performance reviews.
Method of Job Analysis
When a new job is created or a vacancy occurs, it is the role of a HR representative to fill that void. In order to perform this function they need to first understand what role they are trying fill and what skills and responsibilities this new role would require. By conducting a job analysis they are able to further define an important elements of any job and then search for the person or people that are a good fit for the company. As important as it is to perform a job analysis before looking for that new candidate, it is equally as important to select the correct job analysis method. Some popular job analysis methods are Observation, Individual Interview and Structured Questionnaires. Organizations choose methods based on various guidelines that are all link to the job responsibilities, company culture and size of the organization. Each organization must select which methods are the best match for their candidate search. The Observation method includes studying someone while they perform their job in an effort to better understand the tasks and duties necessary to this particular job. The advantages are, the observer can obtain first hand knowledge and information about the job being analyzed. This can provide an accurate picture of the candidate ability to do the job at hand. Other Job Analysis methods such as the interview or questionnaire only allow HR to indirectly obtain this information. With other methods there is a risk of omissions or exaggerations are introduced either by the incumbent being interviewed or by items on the questionnaire.
The next method is the Interview method; this method involves conducting interviews of the person leaving this position to gain insights into what duties they perform. Interviews can also be conducted on other employees performing the same job but in most cases start with the HR manager. The advantages are that it allows the incumbent to describe tasks and duties that are not observable. The disadvantage is the candidate can exaggerate or omit tasks and duties. The interviewer must be skilled and ask the proper questions.
The Structured Questionnaire method uses a standardized ...
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The document discusses the recruitment process for Community State University. It outlines a 7 step recruitment process that includes analyzing job requirements, preparing job and candidate profiles, finding candidates through internal and external methods, managing applications, selecting candidates, making job offers, and conducting an induction process. It emphasizes the importance of an effective recruitment process for hiring qualified candidates which can improve employee performance, discipline, and organizational success. An effective process incorporates analyzing job needs, attracting a diverse pool of candidates, screening applicants, and integrating new employees.
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To prepare:
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Review this week’s media presentations on the nervous system.
·
Select one of the following neurological disorders: headaches, seizure disorders, sleep disorders, depression, or dementia. Consider the pathophysiology, as well as the types of drugs that would be prescribed to patients to treat your selected disorder.
·
Select one of the following factors: genetics, gender, ethnicity, age, or behavior. Consider how the factor you selected might impact the pathophysiology of the disorder. Then, reflect on how this factor might impact the effects of prescribed drugs, as well as measures you might take to help reduce any negative side effects.
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Locate an agency that provides patient education on your selected disorder and review the available materials and curriculum. Consider how you might be able to use those materials to educate a patient on the disorder, treatment options, management, and self-care.
Questions to be addressed in my paper:
1.
A description of the neurological disorder you selected, including its pathophysiology and types of drugs that would be prescribed to treat patients.
2.
Explain how the factor you selected might impact the pathophysiology of the disorder, as well as the effects of prescribed drugs.
3.
Include a description of measures you might take to help reduce any negative side effects.
4.
Finally, explain how you would use materials from a supporting agency to educate patients on the disorder, treatment options, management, and self-care.
5.
Summary with Conclusion
REMINDERS:
1)
2-3 pages (addressing the 4 questions above excluding the title page and reference page).
2)
Kindly follow APA format for the citation and references! References should be between the period of 2011 and 2016. Please utilize the references at least three below as much as possible and the rest from yours.
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References:
Readings
·
Huether, S. E., & McCance, K. L. (2012).
Understanding pathophysiology
(Laureate custom ed.). St. Louis, MO: Mosby.
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Chapter 12, “Structure and Function of the Neurologic System”
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Chapter 13, “Pain, Tempe.
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Major points are stated clearly; are supported by specific details, examples, or analysis; and are organized logically.
1) Article Employs Negotiation strategy
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Expand view
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MLA
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Employee Testing and SelectionOnce you build upon your app
- 1. Employee Testing and Selection Once you build upon your applicant pool, the next phase is to explain how to use various tools to select the best candidate for the job. The main topics we’ll cover include the selection process, basic testing techniques, types of tests, work samples and simulations, and making background and reference checks. There are also several techniques you can use to improve your skills at what is probably the most widely used screening tool, the selection interview. The Importance of Selection Properly selecting the most quali�ed applicants for review is probably the biggest challenge and task for managers to reduce the applicant pool and to �t the best candidate for the job. The aim is to �nd the person-job �t based upon the knowledge, skills, abilities and other competencies (KSACs). KSACs Review each icon to know more. There are three reasons as to why choosing the right candidate is important: To ensure the candidates have the right skills who will perform. Good selection is costly when you’re recruiting and hiring.
- 2. Inept hiring has legal consequences. Recall your reading that equal employment laws require nondiscriminatory selection procedures. Selection Tools There are several popular selection tools. Proper consideration and particular attention are very important in selecting the correct tool testing instrument to validate your overall results. Regardless of the various tools you may use, the key point to understand is they have to be reliable and consistent. Background Investigations Background checks/references is an inexpensive process if done right. How deeply this background check should be conducted depends on the position the individual has applied for. Another factor for this process is the legality of improper defamation. Below is a great article on why companies must be careful on how they use the information received from background checks: Adams, S. (2013, June 21). Background checks on the job candidates: Be very careful. Forbes Leadership. Retrieved from https://www.forbes.com/sites/susanadams/2013/06/21/backgrou nd-checks-on-job- candidates-be-very-careful/#5a7bd0646ea8 Additional Materials
- 3. From your course textbook, Human Resource Management, review the following chapter: Employee Testing and Selection From the South University Online Library, review the following articles: The Cult of Personality Testing: Why Assessments Are Essential for Employee Selection (https://www.thecampuscommon.com/library/ezproxy/ticketdem ocs.asp? sch=suo&turl=http://search.ebscohost.com.southuniversity.libpr oxy.edmc.edu/login.aspx? direct=true&db=edo&AN=70221080&site=eds-live) Using Personality Testing as Part of the Employee Selection Process (https://www.thecampuscommon.com/library/ezproxy/ticketdem ocs.asp? sch=suo&turl=http://search.ebscohost.com/login.aspx? direct=true&db=a9h&AN=120001349&site=eds-live) Interviewee Selection Test and Evaluator Assessments of General Mental Ability, Emotional Intelligence, and Extraversion: Relationships with Structured Behavioral and Situational Interview Performance (https://www.thecampuscommon.com/library/ezproxy/ticketdem ocs.asp? sch=suo&turl=http://search.ebscohost.com/login.aspx? direct=true&db=bth&AN=108840384&site=eds-live)
- 4. https://www.thecampuscommon.com/library/ezproxy/ticketdemo cs.asp?sch=suo&turl=http://search.ebscohost.com.southuniversit y.libproxy.edmc.edu/login.aspx?direct=true&db=edo&AN=7022 1080&site=eds-live https://www.thecampuscommon.com/library/ezproxy/ticketdemo cs.asp?sch=suo&turl=http://search.ebscohost.com/login.aspx?di rect=true&db=a9h&AN=120001349&site=eds-live https://www.thecampuscommon.com/library/ezproxy/ticketdemo cs.asp?sch=suo&turl=http://search.ebscohost.com/login.aspx?di rect=true&db=bth&AN=108840384&site=eds-live Due Date: By 11:59 p.m. EST, Wednesday, of Unit 8 Points: 100 Overview: Each week, you will create a new journal entry and answer specific reflection questions. Refer to the specific unit for the reflection questions. The journal will be graded in its entirety.
- 5. Instructions: Please reflect on the following in your journal. Stephen Covey’s habit Win-Win is a frame of mind that seeks mutual benefit in all human interactions. It encourages us to have consideration and consider other people’s wins as well as our own. We are conditioned to put people in categories. If we can break ourselves of that habit, we can open ourselves up to the possibilities of mutual benefit through a balance of empathy and courage. • How does the habit Win-Win, along with the concepts of inclusivity and diversity, help to grow an organization and help you to increase your growth mindset? Requirements: • Each journal is meant to be an ongoing individual conversation between you and your instructor during the week. • You are required to participate by Wednesday, 11:59 p.m. (EST), each week. • All conversations in the journal are strictly between you and your instructor and cannot be seen by other students.
- 6. Be sure to read the criteria below by which your work will be evaluated before you write and again after you write. CTC101– College Success Seminar Unit 8 Journal: Inclusivity and Civility Evaluation Rubric for Inclusivity and Civility Journal CRITERIA Did not meet expectations Needs Improvement Competent Meets or exceeds expectations (0–23 points) (24–29 points) (30–35 points) (36–40 points) Content Reflection
- 7. Reflection states only what was read or heard in class without any further development. Reflection raises ideas from the coursework with limited sharing about what it means to you and what you think about the ideas. Reflection shares the meaning you place on coursework experiences and how they connect to support your success. Reflection reveals critical thinking about course ideas and concepts that connect the meaning of the ideas and ways to
- 8. make them work for you in college and life. (0–17 points) (18–22 points) (23–26 points) (27–30 points) Personal Growth Inadequate evidence of reflection. Limited evidence of reflection on own work with a personal application and connection to learning. Evidence of reflection on own work with a personal application and connection to learning. Strong evidence of reflection on own work with a
- 9. personal application and connection to learning. (0–11 points) (12–14 points) (15–17 points) (18–20 points) Writing Quality Poor writing style lacking in standard English, clarity, and language used and/or frequent errors in grammar, punctuation, usage, and spelling. Needs work. Average and/or casual writing style that is sometimes unclear and/or with some errors in grammar, punctuation, usage, and spelling. Above-average
- 10. writing style and logically organized using standard English with minor errors in grammar, punctuation, usage, and spelling. Well written and clearly organized using standard English, characterized by elements of a strong writing style, and free from grammar, punctuation, usage, and spelling errors. (0 points) (5 points) (7 points) (10 points) Timely Participation Initial journal entry was submitted after Sunday. Initial journal entry was submitted by
- 11. Sunday. Initial journal entry was submitted by Friday. Initial journal entry was submitted by Wednesday. Personnel Planning and Recruiting Job analysis and the methods managers use to create job descriptions, job speci�cations, and competency pro�les or models is key to speci�cations of performance of the talent pool. The goal is to improve effectiveness in recruiting candidates. The topics we discuss include personnel planning and forecasting, using promotion from within in order to foster engagement, recruit job candidates, and develop and use application forms, and then we will turn to the methods managers use to select the best employees from this applicant pool. Workforce Planning Planning is the process of deciding what positions the �rm will have to �ll and how to �ll them. Its aim is to identify and address the gaps between the employer’s
- 12. workforce today and its projected workforce needs. Workforce planning should precede recruitment and selection. It should embrace all future positions, from the maintenance clerk to the chief executive of�cer (CEO). The Recruiting Pyramid Filling a relative handful of positions might require recruiting dozens or hundreds of candidates. Maintaining a quality A, B, C list of candidates will help in this process. There are some practical rules to use in determining whether to go outside or promote from within. Employers can’t always get all the employees they need from their current staff, and sometimes, they just don’t want to. Promotion from Within or Outside? New people, new ideas Great worker ≠ Great manager Right �t for the new role Better for your existing team Know Your Employment Law If you recall in your reading of the equal employment opportunity (EEO) and the law, there are numerous federal, state, and local laws and court decisions that
- 13. restrict what employers can and cannot do when recruiting job applicants. In practice, the key question in all recruitment procedures is whether this method limits quali�ed applicants from applying. Recruiting a diverse workforce isn’t just a social responsibility. Given the rise in minority, older workers, and women candidates, it is a necessity. Application Guidelines Ineffective use of the application can cost the employer dearly. Most employers require several application forms to outline the speci�c job and requirements. Link to Resources Refer to the following link to learn more. 4 Things Your Boss Won’t Tell You about Advancing Your Career (https://www.themuse.com/advice/4- things-your-boss-wont-tell-you-about-advancing-your-career) Additional Materials From your course textbook, Human Resource Management, review the following chapter: Personnel Planning and Recruiting From the South University Online Library, review the following articles: Resource Planning
- 14. (https://www.thecampuscommon.com/library/ezproxy/ticketdem ocs.asp? sch=suo&turl=http://search.ebscohost.com.southuniversity.libpr oxy.edmc.edu/login.aspx? direct=true&db=ers&AN=89163954&site=eds-live) The Strategic Aspect of Planning the Personnel Local Policy in the Direction of Sustainable Development of the Local Market https://www.themuse.com/advice/4-things-your-boss-wont-tell- you-about-advancing-your-career https://www.thecampuscommon.com/library/ezproxy/ticketdemo cs.asp?sch=suo&turl=http://search.ebscohost.com.southuniversit y.libproxy.edmc.edu/login.aspx?direct=true&db=ers&AN=8916 3954&site=eds-live https://www.thecampuscommon.com/library/ezproxy/ticketdemo cs.asp?sch=suo&turl=http://search.ebscohost.com/login.aspx?di rect=true&db=bth&AN=92609986&site=eds-live (https://www.thecampuscommon.com/library/ezproxy/ticketdem ocs.asp? sch=suo&turl=http://search.ebscohost.com/login.aspx? direct=true&db=bth&AN=92609986&site=eds-live) The Effects of Workforce Trends and Changes on Organizational Recruiting: A Practical Perspective (https://www.thecampuscommon.com/library/ezproxy/ticketdem ocs.asp? sch=suo&turl=http://search.ebscohost.com/login.aspx?