Midterm Flashcards
It is defined as a process that provides the organization with the pool of qualified candidates from which to choose.
Recruitment
Why is recruitment important?
Highly talented and motivated employees offers a competitive advantage which is a firm’s ability to add value to the company through its assets (one being its human resources); and is able to lower its costs.
3 fundamental stages of recruitment
- Identify and generate applicants.
- Maintain applicant interest and participation as they continue through the assessment process. During recruitment, the organization is trying both to assess and to attract the best job applicants.
- Influence job choice so that desired applicants are willing to accept offers made to them.
The Recruitment Funnel
Attract candidates - Identify qualified candidates - Assess candidates - Hire
Applicant Quantity and Quality
Quantity: Generating a sufficient number of applicants during the first stage of the recruitment process
Quality: It relates to applicants having the requisite skills needed as well as representing a diverse pool of applicants.
It offers potential applicants a realistic, and sometimes unappealing, view of the actual job.
Realistic Job Previews
It is the process of looking inside the organization for existing qualified employees who might be promoted to higher- level positions.
Internal Recruitment
It is a mechanism for internal recruiting in which vacancies in the organization are publicized through various media such as company newsletters, bulletin boards, internal memos, and the firm’s intranet.
Job Posting
In this mechanism for internal recruiting, a manager solicits nominations or
recommendations for a position that needs to be filled from supervisors in the organization.
Supervisory Recommendation
It is the process of looking to sources outside the organization for prospective employees.
External Recruitment
The organization simply informs current employees that positions are available and encourages them to refer friends, family members, or neighbors for those jobs. (External Recruiting)
WORD-OF-MOUTH
RECRUITING
___________________ on websites and in newspapers and related publications are also popular methods for external recruiting.
ADVERTISEMENT
They are more likely to serve the white-collar labor market (although some serve specialized niches such as office workers), and they charge a fee for their services.
Private Employment Agencies
In a ________ _____________ _____________, all potential employee job applicants are currently unemployed, but many employed individuals use the services of private employment agencies in an effort to find other work while maintaining their current jobs.
Public Employment Agency
It is an individual working for an executive search firm who seeks out qualified individuals for higher-level positions.
headhunter
Most large organizations visit college campuses every year to interview graduates for jobs within the organization. (External Recruiting)
COLLEGE PLACEMENT
OFFICES
Usage of online job boards, social media, and internet communication tool.
DIGITAL RECRUITING
Research shows that organizations that want to hire interns tend to be more open to their creativity, which helps to attract interns who are interested in full-time jobs after graduation. (External Recruiting)
INTERNSHIP
Advantages & Disadvantages: Internal Recruiting
Advantages ➛ Increases motivation
➛ Sustains knowledge and culture
Disadvantages ➛ May foster stagnation
➛ May cause a ripple effect
Advantages & Disadvantages: External Recruiting
Advantages ➛ Brings in new ideas
➛ Avoids the ripple effect
Disadvantages ➛ May hurt motivation
➛ Costs more
PARTS OF A JOB ADVERTISEMENT
- Company Information (Name of the company, logo, and address)
- Job Title
- Summary of Job - Responsibilities
- Qualification (Education, number of years of experience, skills, and abilities needed)
- Company Benefits
- Application Instruction
- List of requirements needed
- Contact Person
FACTORS AFFECTING JOB ATTRACTIVES - Unattractive Features
- Fit with organization
- Organizational image
- Comparison with other alternatives
FACTORS AFFECTING JOB ATTRACTIVES - Attractive Features
- Treatment during recruitment
- Pay and benefits
- Location
- Job characteristics/work
It is concerned with identifying the best candidate or candidates for a job from among the pool of qualified applicants developed during the recruiting process.
Selection
Steps in the Selection Process
The recruiting process ➔ Gather information about pool of qualified applicants ➔ Evaluate qualifications of each applicant ➔ Make decisions about employment offers
Basic Selection Criteria
- Education and Experience
- Skills and Abilities
- Personal Characteristics
- Hiring for It
Appreciation for art, new ideas, variety of experiences imagination and curiosity. (Big 5 Personality Trait)
Openness to Experience
Tendency towards self-discipline and striving for achievement against measures or outside expectations. (Big 5 Personality Trait)
Conscientiousness
Gain energy from external situations and means, enjoy a breadth of activities and assert their viewpoints. (Big 5 Personality Trait)
Extraversion
Value social harmony and getting along with others, optimistic, kind and generous towards others. (Big 5 Personality Trait)
Agreeableness
Tendency to experience negative emotions, such as anger, anxiety, or depression. Low tolerance of stress. (Big 5 Personality Trait)
Neuroticism
A first step in most selection systems is to ask applicants to complete an employment application or an application blank.
APPLICATION FORM
Two types of Application Form
- Weighted application blank: relies on statistical techniques to determine the relative importance of various personal factors for predicting a person’s ability to perform a job effectively.
- Biodata application blank: focuses on the same type of information found in a regular application, but it also goes into more complex and detailed assessments about that background.
It is a legal investigation or verification into a potential employee’s history.
BACKGROUND CHECKING
It often involves criminal background checks, identity verification, and education and credential checks.
Background screening
A device for measuring the characteristics of an individual such as personality, intelligence, and aptitude.
EMPLOYMENT TEST
4 Types of Employment Test
o Cognitive ability tests
o Psychomotor ability tests
o Personality tests - self-inventory test and projective technique
o Integrity tests
It is the last step in the selection process
Making the Offer
It refers to educational activities within a company created to enhance the knowledge and skills of employees while providing information and instruction on how to better perform specific tasks.
Training and development
It is a planned attempt by an organization to facilitate employee learning of job-related knowledge, skills, and behaviors.
Training
Refers to teaching managers and professionals the skills needed for both present and future jobs.
Development
Why is training and development important?
- Helps employees develop new skills and increases their knowledge.
- Improves efficiency and productivity of individuals and teams.
- Creates new and improved job positions.
- Keeps employees motivated and enhance contribution levels.
“The ADDIE Model”
- ANALYSIS – Analyze your situation to understand the gaps you need to fill.
- DESIGN – Based on your analysis, make informed decisions to design the best possible learning experience.
- DEVELOPMENT – Bring your learning experience to life by building your end-product.
- IMPLEMENTATION – Distribute your learning end- product to your audience.
- EVALUATION – Evaluate if your learning end-product is effective. Make any necessary updates and cycle back to the Analysis phase.
It means planning the overall training program including training objectives, delivery methods, and program evaluation.
Design
IMPLEMENT THE TRAINING PROGRAM
- Implement means actually provide the training, using one or more of the instructional methods.
- Before the actual training, send announcements far in advance, provide directions, provide a contact, and make sure participants have pretraining materials.
- During training, make sure all participants have a point of contact in case they have questions or need guidance.
- After training, remember training does not end when the program ends. Instead, periodically ascertain that trainees are transferring their learning to the job.
It means having a person learn a job by actually doing it.
On-the-Job Training
3 types of On-The-Job Training
➛ Coaching/Understudy method - an experienced worker
or the trainee’s supervisor trains the employee.
➛ Job rotation - an employee (usually a management trainee) moves from job to job at planned intervals.
➛ Special assignments - similarly give lower-level executives firsthand experience in working on actual problems.
A process by which people become skilled workers, usually through a combination of formal learning and long-term on-the-job training.
Apprenticeship Training
Training experts use the notation “70/20/10” to show that as a rule, 70% of job learning occurs informally on or off the job, 20% reflects social interactions (for instance, among employees on the job), and only 10% is actual formal training.
Informal Learning
Many jobs consist of a sequence of steps best learned step-by-step.
Job Instruction Training
It is a quick and simple way to present knowledge to large groups of trainees.
Lecture
A systematic method for teaching job skills, involving presenting questions or facts, allowing the person to respond, and giving the learner immediate feedback on the accuracy of his or her answers.
Programmed Learning
It involves (1) showing trainees the right (or “model”) way of doing something, (2) letting trainees practice that way, and then (3) giving feedback on the trainees’ performance.
Behavior Modelling
It is the use of DVDs, films, PowerPoint, and audiotapes as training techniques.
Audiovisual-based Learning
Trainees learn on the actual or simulated equipment but are trained off the job.
Vestibule Training
These are computerized tools and displays that automate training, documentation, and phone support.
Electronic performance support systems
It involves delivering programs over broadband lines, the Internet, or satellite.
Videoconferencing
It uses interactive computer-based systems to increase knowledge or skills.
Computer-based training
Online/Internet-based learning consists of:
● Learning portals
● Virtual classrooms
● Mobile and microlearning
It refers to training that takes place outside of the employee’s regular work environment.
Off-the-Job Training
It is any attempt to improve managerial performance by imparting knowledge, changing attitudes, or increasing skills.
MANAGEMENT DEVELOPMENT
It is a system-wide effort, managed from the top of the organization, to increase the organization’s overall performance through planned interventions.
ORGANIZATIONAL DEVELOPMENT (OD)
ORGANIZATIONAL DEVELOPMENT (OD) Techniques
o Survey feedback - Employees will respond to questionnaires
o Third-party peacemaking - Here a neutral third party, often an OD consultant from outside the organization.
o Process consultation - The consultant then provides feedback and recommendations to the managers about how to improve these procedures.
o Organizational learning - The process by which an organization “learns” from past mistakes and adapts to its environment.
It is the total of all rewards provided employees in return for their work.
Compensation
The overall purpose of compensation
to attract, retain, and motivate employees.
Purposes of compensation:
o Provide appropriate and equitable rewards to employees;
o Help employees focus on activities that the organization considers important; and
o Increase employee efforts along desired lines.
INTERNAL VS EXTERNAL EQUITY
Internal Equity: It refers to comparison made by employees toother employees within the same organization.
External Equity: It refers to comparison made by employees to others employed by different organizations performing similar jobs.
These are surveys of compensation paid to employees by other employers in a particular geographic area, industry, or occupational group.
Pay Surveys