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Flashcards in Chapter 5 Deck (19):
1

What are the steps in HR planning?

1. Forecast demand for labour: quantitative measure, what we need & not need
2. Determine supply of labour: external/internal
3. Identify the gap between S&D
4. Develop action plans to eliminate gap: Oversupply OR Shortage

2

What are the various approaches to planning? (5)

trend analysis,
management forecasts,
staffing table,
Markov analysis
skills inventory

3

What is the #1 key factor in labour supply? & What is today's tendency?

1. The workforce is AGING
2. Hire ppl for short-term

4

How do you deal with an oversupply of labour?

-Lay ppl off
-reduce hours
-Attrition (natural departure:dying, retire)
-redeploy
-job-share
-take leave of absence

5

How do you deal with a shortage in labour?

-hire part-time & full-time staff
-independent contractors
-work extra time
-employment branding (retention strategies; reputation)

6

What is the recruitment process?

How to choose people adequately

7

What are the advantages and limitations for recruiting within?

+
1) rewarding past performance
2) making use of people who already know and understand the organization
3) improving morale by enabling people to see that they can get ahead
4) knows talents, skills & strength
5) reduces orienting & training costs

-
1) don't have the ppl with the required skills
2) employee cloning

8

What are the advantages and limitations for recruiting outside?

+
1)You can hire a person with a broader perspective and range of experiences.
2) You may be able to get the people you need with the skills you require now.

-
1) lack of info concerning someone's past performance
2) does not know the industry (extensive training)
3) costs of external recruitment
4) legislative requirements (employment equity)
5) salary levels

9

What are the types of sources for outside recruiting? (9)

1. Ad
2. Head hunters (employee agencies)
3. Internet
4. Employee referral
5. Open-house & job fairs
6. Educational institutions
7. Unsolicited applications and résumés
8. Professional Org.
9. Unions

10

What is the selection process and when it does done right how is it successful?

- Decision making process (some steps may vary)
- The effectiveness and success of the selection decision lies in having the right people with the right skills in the right job at the right time.

11

When having the appropriate tools and techniques to make selection decisions it is necessary to have what?

VALIDITY
RELIABILITY

12

What are the steps in the selection process?

1. Completion of application form or resumé
2. Prescreening
3. Employment tests
4. Interview
5. Reference check
6. Hiring decision

13

What are the types of interviewing methods? (4)

1. One-to-one: all types of questions
2. Panel/Group interview: all three
3. Telephone interview (screening process)
4. Internet

14

What are the types of interview questions?

1. Structured questions
-Behavioural Description Interview: focus on real work incidents, no hypothetical questions, past performance is the best predictor for future performance, what they did in a given situation
-Situational questions: hypothetical incident

2. Unstructured questions
-broad & open-ended
-allows candidate to talk freely
-uses follow up questions to allow the applicant to elaborate

15

What are the problems with unstructured questions?

-Inconsistent
-Subjective response

16

Which type of questions is best to use?

Best approach is to use both!

-Structured: good info for skills, abilities, competencies to do the work

-Unstructured: candidate's fit in the organization

17

What is an employment assessment?

-Standardized way to assess a person's KSA (knowledge, skills, abilities)
-Helps predict job performance in org.

18

What are the types of employment assessment/tests? (8)

-Aptitude tests (capacity to learn/acquire skills)
-Achievement tests (what they currently & can do right now)
-Cognitive ability tests (mental capacity - general knowledge)
-Personality tests (extrovert, agreeableness..)
-Emotional intelligence (range of personality characteristics) best for leadership roles
-Physical abilities (for dangerous jobs, ex: firefighter)
-Job sample tests (for office jobs)
-Substance abuse tests (needs a legitimate purpose)

19

What are the two approaches in order to make the final decision? Which is the best approach?

-Clinical Approach: personal judgement based, weight each person involved according to their background
... biased & stereotype

-Statistical Approach: successful job performance are listed and weighting factors are applied. Info is gathered from interview & assessment tests are combined. The person having the highest score gets the job

Statistical approach is the best!