Planning for, Recruiting, and Selecting the Workforce Flashcards by Nancy He

What is strategic planning?

making decisions about long term business objectives

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What is HR planning?

anticipate and prepare to have the people necessary to meet objectives for strategic plan

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HR planning approaches can be ___ or ____

qualitative

quantitative

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What are some qualitative HR planning approaches?

management forecast (opinion based on manager's knowledge)
skills inventory (info on current employees)

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What are some quanitative HR approaches? (3)

Trend analysis (prev year data)
markov analysis (pattern of change: % remain, demoted, transferred, etc)
staffing tables (graphical representation with # employees)

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What HR approaches provide info about DEMAND?

trend analysis, management forecast, staffing tables (?)

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What HR approaches provide info about SUPPLY?

staffing tables, markov, skills inventory

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What are the HR planning steps?

forecast demand for labor
determine supply, external and internal
identify gap between demand vs supply
action plans to eliminate the gap

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The gap between worker demand and supply could be ___ or ___. how do you deal with each?

oversupply (attrition, LOA without pay, job sharing, reduced hours)

Shortage (hiring, contractors, overtime, retention strategies)

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What is recruitment?

locating and encouraging potential applicants to apply (from within or outside)

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T/F: recruitment doesn’t have to be from outside the company

true, internal recruitment

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outline the recruitment process: (5)

plan for staffing needs
identify current/future job openings
get job info (description and specs)
determine recruitment method (internal/external)
create pool of potential qualified applicants

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What are advantages of internal recruitment? (3)

rewards employees for good performance

already familiar with org

motivates other employees

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What are disadvantages of internal recruitment? (3)

lack required training/experience
limited new ideas/perspectives
possible discrimination

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Methods for recruiting within:

HR management systems (database to track potential candidates)

succession planning (identify, develop, track key employees - plan for future promotions)

internal job posting (boards, intranet, newsletter)

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What are the pros of external recruitment? (3)

brings unique skills needed now
more variety of experiences and perspectives
innovation and creativity

what are the cons of external recruitment? (3)

no first-hand info about past performance
new employee unfamiliar with org. and industry
larger applicant pool -> higher cost

What is the labour market?

geographical area from which the organization recruits

What affects the size of the labour market?

type of job
requirements
salary
supply of labour

what are methods of recruiting from outside? (9)

advertisements (websites, newspaper, TV)
internet
employment agencies &amp; headhunters
educational institutions
open house/job fairs
employee referrals
unsolicited applications
professional organizations
union lists

What is ‘selection?’ What are the parts of selection?

process of choosing individuals with relevant qualifications who will perform best on the job

assess qualifications
choose the most suitable

What is the major challenge in selection?

getting info that is reliable and valid

What is ‘reliability?’

how well the selection procedures (tests, interviews) yield comparable data over time

What is ‘validity?’

how well the selection procedure (tests, interviews) measure attributes and ability to do the job
(how applicable it is)

What is the general process for selection?

1. complete application + resume 2. pre-screening 3. employment tests 4. interview (one-on-one, panel, phone, internet) 5. reference checks 6. hiring decision

What factors affect the selection decision?

1. job requirements (KSAs) 2. Org. culture 3. org. restraints (policies, finances, recruitment sources)

What are sources of info for the selection process?

1. application forms and resumes 2. interviews 3. tests 4. reference checks

What is an application form and what is the purpose of it?

quick systematic form that asks for basic specific info provide info on min. requirements basis for interview questions sources for ref. checks

What do resumes provide?

basic info | info on creativity, personality, interests

T/F: interviews are very widely used for selection

true

What are some interview methods?

one on one panel/group phone internet

What are some types of interview questions?

Structured questions - behavioural (past experience) - situational (hypothetical) Unstructured questions

Guideline for conducting an interview: (10)

``` plan the course of the interview establish rapport be active listener pay attention to nonverbal cues provide info honestly no 'leading' questions separate facts from inferences recognize biases/stereotypes control course of interview standardize questions ```

What are the 2 main categories of tests?

aptitude tests (measure capacity to learn skills) achievement tests (measure what they already know)

What are some test types?

``` cognitive personality/interests emotional intelligence physical ability job sample (relevant task) substance abuse ```

Why are reference checks used? What is the issue?

provide a subjective 'picture' of the applicant not highly predictive of good performance, concerns with liability

T/F: reference checks are very reliable and well correlated with performance

False

What is a BDI?

behavioural description interview