Basic Tools of Engagement in HRM1. Strategy. Desired outcomes such as high performance, low costs and liability,sustainability, safety, quality, equity, and employee/customer satisfaction need to be determined and aligned with the overall business strategy. a. Example – Employment Interview: Selecting persons who can contribute “high performance” and “low turnover”.b. Example – Discrimination Complaint or Labor Grievance: Developing resolutions that are “equitable” with minimal disruption.c. Example – Performance Review: Influencing person to improve performance with efficient resource utilization. 2. Valid Criteria. Identifying valid predictors of desired outcomes are a precursor to discovery/investigation.a. Example – Employment Interview: Past performance achievements, technical competencies, emotional intelligence, and job history.b. Example – Discrimination Complaint or Labor Grievance:c. Example – Performance Review: motivational factors, competency factors, organizational facilitation/hinderance factors, leadership factors. 3. Discovery. Obtain criteria-related data necessary to predict desired outcomes. A variety of HR methods require situational investigation, fact finding, and data collection. Asking questions to probe, clarify, and challengeis essential. Also of paramount importance is identifying all possible sources of information.a. Example – Employment Interview: Asking job-related, open-ended questions focused on the criteria, conducting background investigations, checking references, testing as appropriate.b. Example – Discrimination Complaint or Labor Grievance: Identifying and interviewing all witnesses, resolving factual disputes.c. Example – Performance Review: 4. Assessment & Measurement. Once relevant data is collected, .a. Example – Employment Interview: Using multiple raters to compare or rank candidates independentlyb. Example – Discrimination Complaint or Labor Grievance: Resolving factual disputes, developing a theory of what happened and why, Reviewing relevant criteria for assessment (law, related court cases, arbitrations, company policies and practices, past cases and settlements), critiquing steps 1-3 for modification and further discovery.c. Example – Performance Review:5. Feedback.6. Innovation.7. Intervention & Change
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