Test 2 Review Sheet Thursday November 08 2012 5 15 PM Chapter 5 Human Resource planning Process of determining an organization s human resource needs Mission Statement A brief statement of the reason an organization is a business SWOT A process for determining an organizations Strengths weaknesses opportunities and threats Core competency Organizational strength that represents a unique skill or resource that gives them a competitive edge Strategic direction o Mission Objectives and goals Strategy Structure People Human resource information systems HRIS computerized system that assists in the process of HRM information Replacement Chart HRM organizational charts indicating positions that may become vacant in the near future and the individuals who may fill the vacancies Employment planning and the strategic planning process 1 Define organization mission 2 Establish corporate goals and objectives 3 Assess current human resources HRMS Job Analysis Demand for labor Supply of humans 4 Compare demand for and supply of human resources 5 6 If demand exceeds supply recruitment If supply exceeds demand decruitment i Job Analysis Provides information about jobs currently being done and the knowledge skills and abilities that individuals need to perform the jobs adequately o Observation method A job analysis technique in which data are gathered by watching employees work Individual interview method meeting with an employee to determine what his or her job entails o Group interview method meeting with an number of employees to collectively determine what their jobs entail Structured questionnaire method a specifically designed questionnaire on which employees rate tasks they perform in their jobs Technical conference method a job analysis technique that involves extensive input from the employee s supervisor o Diary method a job analysis method requiring job incumbents to record their daily activities Position analysis questionnaire PAQ A job analysis technique that rates jobs on elements in six categogries Information input mental process work output relationships with other people job context other job characteristics o o o o Job description a statement indicating what a job entails Chapter 6 o Title identification duties or essential functions specifications Job specification statement indicating the minimal acceptable qualifications incumbents must possess to successfully perform the essential elements of their jobs Job evaluation specifies the relative value of each job in the organization Job design refers to the way that the position and the tasks within that position are organized including how and when the tasks are done and any factors that affect the work such as in what order the tasks are completed and the conditions under which the tasks are completed Job enrichment expanding job content to create more opportunities for job satisfaction Flexible work schedules o o o o Compressed work week schedules employees work longer days in exchange for longer weekends or other days off Flex time an alternative to traditional 9 to 5 work schedules allows employees to vary arrival and departure times Job sharing two people share one job by splitting the work week and the responsibilities of the position Telecommuting using technology to work in a location other than the traditional workplace Recruiting the process of seeking sources for job candidates Recruiter represents employer to prospective applicants at colleges and job fairs Constraints on recruiting efforts factors that can limit recruiting outcomes o Organizations image may push people away o Job attractiveness difficult job low pay o Internal organizational policies promote from within may give other employees priority over more qualified outside candidates o Government influences physical appearance sex or religion o Recruiting costs budget restraints Recruiting Sources o Internal search promotion from within Builds morale in the company Promotes good public relations Encourages individuals who are qualified and ambitious Less costly Helps with recruiting entry level positions o Employee referral A recommendation from a current employee regarding a job applicant Referrer can receive a bonus if their referral is hired Easier to find qualified candidates Recommenders may confuse friendship wtiht job performance competence Advertisements Blind box ad an advertisement that does not identify the advertizing organization Assists in matching employees seeking work with employers seeking workers Executive search firms private employment agency specializing in middle and top management placements Schools colleges and Universities Job fairs o External Searches Employment agencies o o o Job Fairs Professional Organizations o o o Unsolicited applicants Online Recruiting o Most used way of recruiting Recruitment Alternatives o o o o o o Chapter 7 Selection process Temporary help services meeting short term fluctuations in HRM needs Leased employees individuals hired by one firm and sent to work in another for a specific time Independent contractors consultants Recruiting A global perpective o Host country national a citizen of the host country hired by an organization based in another country Expatriate an individual who lives and works in a country of which he or she is not a citizen Initial screening the first step in the selection process whereby job inquiries are sorted Completing the Application Application form company specific employment form used to generate specific information the company wants Weighted applications a special type of application form that uses relevant applicant information to determine the likelihood of job success o Pre employment testing Performance simulation tests work sampling and assessment centers evaluation abilities in actual job activities Work sampling a selection device requiring the job applicant to perform a small sampling of actual job activates Assessment center a facility where performance simulation tests are administered These include a series of exercises used for selection development and performance appraisals o Comprehensive interviews A selection device used to obtain in depth information about a candidate Behavioral Interview observing job candidates not only for what they say but for how they behave o o Realistic job previews a selection device that allows job candidates to learn negative as well as positive information about the job and organization Conditional job offer a tentative job