What is the potential of employee knowledge Human Capital and actions The economic or productive potential of employee knowledge o An employee with the right combination of knowledge skills and motivation to excel represents human capital with the potential to give an organization competitive advantage Human capital is an important intangible asset within an organization What are the minimum qualifications of a job called describes the minimum qualifications a person must have to Job Specification perform a job successfully The process of writing job analyses descriptions and specifications can help to avoid hiring people that are overqualified or under qualified Be able to discern the difference between internal external recruitment making people already employed by the organization aware Internal Recruiting of job openings o Most vacant positions filled through internal recruitment o Usually use job postings such as posting job vacancies and qualifications on bulletin boards newsletters and on an organizations intranet o Advantages Employees tend to be inspired to greater effort and loyalty Morale is enhanced because they realize that working hard and staying put can result in more opportunities The whole process of advertising interviewing etc is cheaper Fewer risks internal candidates are already known and familiar with the organization o Disadvantages and fresh viewpoints Restricts competition for positions and limits pool of fresh talent May encourage employees to assume that longevity and seniority will automatically result in promotion When a job is filled within an organization it creates a vacancy elsewhere in an organization External Recruiting attracting job applicants from outside the organization o Job vacancies are often placed in newspapers employment agencies executive recruiting firms union hiring halls college job placement offices technical training schools word of mouth and the Internet o Advantages o Disadvantages Applicants may have specialized knowledge and experience Applicants may have fresh viewpoints Recruitment process is more expensive and takes longer Risks are higher because the persons hired are less well known When people are not hired or promoted not relevant to the job Discrimination when people are hired or promoted or denied hiring or promotion for reasons not relevant to the job such as skin color eye shape gender religion national origin and the like o Although the law prohibits discrimination in all aspects of employment it does not require an employer to extend preferential treatment because of race color religion etc o An organization can be sued for practicing discrimination o The Equal Employment Opportunity EEO Commission is the organization dedicated to the enforcement of antidiscrimination and other employment related laws Be able to recognize the repercussions of sexual harassment consists of unwanted sexual attention that creates an adverse Sexual Harassment work environment o Can include obscene gestures sex stereotyped jokes sexually oriented posters and graffiti suggestive remarks unwanted daring pressure physical nonsexual contact unwanted touching sexual propositions threatening punishment unless sexual favors are given obscene phone calls and similar verbal or physical actions of a sexual nature o Two types Quid pro quo Tangible economic injury The person to whom the unwanted sexual attention is directed is put in the position of jeopardizing being hired for a job or obtaining job benefits or opportunities unless he or she implicitly or explicitly acquiesces Offensive work environment Person being sexually harassed does not risk economic harm but experiences and offensive or intimidating work environment Hostile Environment the process of locating and attracting QUALIFIED applicants for jobs Know the various ways of recruiting employees Recruiting open in the organization o Two Types External and Internal Selection Process the screening of job applicants to hire the best candidate o Importance of prediction how well will the candidate perform the job and how long will he she stay Know the different methods of interviewing Interviewing is the most commonly used employee selection technique 3 types o Unstructured Interview involves asking probing questions to find out what the applicant is like No fixed set of questions and no scoring procedure Criticized for being overly subjective and apt to be influenced by the biases of the interviewer Compared to structured interview unstructured interviews are found to provide more accurate assessment of an applicant s job related personality traits o Structured Interview Situational Interview involves asking each applicant the same questions and comparing their responses to a standardized set of answers Used in order to discover how an applicant can handle difficult situations that may arise on the job Ex what would you do if you saw two of your people arguing loudly in the work area o Structured Interview behavioral description interview the interviewer explores what applicants have actually done in the past Questions are designed to assess the applicant s ability to influence Ex What was the best idea you ever sold to a supervisor teacher others peer or subordinate Be familiar with the different methods of testing potential employees Employment Tests legally considered to consist of any procedure used in the employment selection decision process even application forms interviews and educational requirements Ability Tests o Measure physical abilities strength and stamina mechanical ability mental abilities and clerical abilities o Ex Intelligence tests o Used to predict future executive performance Performance Tests Skills Tests Personality Tests o Measure performance on actual job tasks o Some companies use an assessment center where management candidates participate in activities for a few days while being assessed by evaluators o Measure such personality traits as adjustment energy sociability independence and need for achievement o Ex Career assessment tests o It is important that personality tests are interpreted with caution because of the difficulty of measuring personality characteristics and or making a legal defense if the results are challenged o Ex Drug tests polygraph tests genetic screening and handwriting Other Tests analysis Important legal considerations o Reliability the degree to which a test measures the same thing consistently o Validity the test measures what it