Staffing Flashcards
(27 cards)
Hiring a laborer
Human Resource Planning
Most middle- and upper- management positions are shown being filled by promotion, although a few hires at these levels will always be needed where the organization does not already have someone with the right skills.
Hiring Managers
a form known variously as a job description or job requisition, which then is approved by higher management and given to the personnel department as guidance in its search for candidates who might be considered for the position.
Job Requisition/Description
the first impression
Resumé́ And Cover Letter.
If the resumé́ leads to further interest from a potential employer,
the applicant will typically have to fill out (neatly, of course) much of the same information on an employment application, arranged in a standard form familiar to interviewers from that
organization.
Employment Application.
makes the first contact with potential employers
Campus Interview.
Before inviting an applicant for a site visit, a prospective employer
commonly checks or requests them if they have not
already been provided.
Reference Checks.
When a company has a strong interest in an engineer or other professional, it may extend an invitation
Site (Plant) visits.
It is important to study surveys, talk to colleagues, contact professional associations in your field, and do an Internet search of wage structures.
Starting Salary.
The employment offer is a standard format letter delineating a specific position and salary offer, reporting date, position and title, the person the candidate will report to, and often provisions for moving expenses. An offer for employment is not official until this letter is received.
Job Offer.
When a new employee reports to work, the employing organization
needs to help the newcomer become part of the organization by introducing him or her to the policies and values of the organization as a whole and the specific requirements of the
person’s new department and job.
Orientation and training.
A written record of performance in some consistent form is especially important in large organizations where personnel are frequently transferred, such as the
military service, and in bureaucratic organizations such as civil service, to justify terminating
(firing) poor performers and rewarding exceptional ones.
Appraising Performance.
Other important human considerations in organizations, once they have been properly staffed
Authority and Power
refers to the rights inherent in a managerial position to tell people what to do and to expect them to do it.
Authority
5 Sources of Power
Legitimate or position power
Reward power
Coercive or punishment power
Expert power
Referent power
is the power that a person in the organization holds because of his/her position and that is considered to be legitimate.
Legitimate or position power
arises out of the authority that a person has to recognize and reward
people. Ways to do this can be by salary hikes, bonuses, paid leave, company sponsored vacation or even promotions. Employees who possess this power can influence the performance of employees considerably.
Reward power
is used to enforce strict deadlines and punishable actions in the workplace and scare employees.
Coercive or punishment power
is that kind of power which an employee has due to the knowledge and expertise that he/she possesses.
Expert power
power is power that is a resultant of the personality of a person.
Referent power
Based on the “Bases of Influence”
System I Style of Engineering Program Management
Stem from one’s personal capabilities and reputation are necessary for effective
leadership (Expert and Referent Power)
System II Style of Engineering Program Management
Making subordinates responsible for carrying out the specified activities
Assignment of duties.
Making the subordinate responsible to the manager for carrying out the duties and reporting progress periodically.
Accountability.
