Exam 2 Study Guide Format 32 multiple choice questions 2 out of 3 short term questions Chapter 6 Selecting Employees Who Fit special skill or ability o 2 of the 3 short answer questions will come from Chapter 8 Short term generalists provide a variety of different inputs but do not have areas of o Most often associated with Bargain Laborer HR strategy Most positions are filled by hiring people away from other organizations The objective is to identify and hire employees to produce low cost goods Select people who can perform simple tasks that require little specialized and services skill o Benefits of a Short Term Generalist Strategy People without specialized skills do not generally demand high compensation which keeps payroll costs as low as possible Because short term generalist lack specific expertise they also are usually more willing to work in routine jobs and do whatever they are asked The number of employees working for the organization can be flexed up or down as demand for goods and services increases or decreases Work procedures are simple and employees who demand higher wages are simply replaced by new workers Long term Generalists Are individuals who have developed skills and knowledge concerning how things are done in a specific organization o Beneficial for organizations using the Loyal Soldier HR strategy o HR strategy is focused on keeping employees once they are hired o Benefits of a Long Term Generalist Strategy Lack of specific expertise allows firms to reduce payroll costs Employees have developed skills and abilities that are only valuable to a specific organization which reduces the likelihood that they will move to another employer Reduction in recruitment selection and training expenses Because they stay long they tend to develop relationships and form a strong sense of commitment to the organization Long term specialists These are people who have an expertise in a particular area such as Accounting o The Use of long term specialists fits the Committed Expert HR strategy o Selection is to identify people who can assist the company in innovating and produce superior goods and services over time o People are hired even if they have not yet developed all the skills needed to perform the job as long as they are committed to advancing within a specific profession o Benefits of Long term specialists Employees are given the time and assets to develop the skills they need to be the best at what they do and add value back to the organization Short term specialists Are employees who provide specific inputs for relatively short periods of time o Associated with the Free Agent HR strategy o Staffing is aimed at hiring people who have already developed skills that they can bring to the organization to produce innovative goods and top quality service o Benefits of Short term specialists Employees provide services for relatively short periods of time Allow the organization to quickly acquire needed expertise without waiting for new hires to acquire the skills The organization pays premium dollar for this knowledge and skill sbut makes no long term commitments and both parties can end the the employment relationship at anytime Making Strategic Selection Decisions The focus is on two aspects o Job vs organization fit Job based fit seeks to match an individual s abilities and interests with the demands of a specific job Organization based fit is concerned with how well the individual s characteristics match the broader culture values and norms of the firm This determines whether the person has a fit to stay here long term Selection methods a lot of questions The three most commonly used methods If your company has committed a great HR strategy their focus is on both o Achievement vs potential Achievement free agent HR strategy focuses on this Based on your past performance achievement they can predict your future performance Potential emphasizing capability to develop future knowledge and skill Important determinant of your potential is your age if you are younger you are more than likely able to work here for a very long time than someone who is much older o Testing Tests measure knowledge skill and ability as well as other characteristics such as personality traits We give people tests because we want to predict their performance if the candidate scores higher on a GMA test they are likely to become a better performer GMA General mental ability test it is the strongest indicator of their future individual performance Cognitive ability testing Measures learning understanding and ability to solve problems i e Intelligence What is the next number in the series 19 31 43 55 More benefits for more complex jobs Adverse impact Personality testing measures patterns of thought emotion and behavior Physical Ability testing assesses muscular strength cardiovascular endurance and coordination Integrity Test are designed to assess the likelihood that applicants will be dishonest or engage in illegal activity Drug testing normally requires applicants to provide a urine sample that Work Sample Testing measures performance on some element of the job is tested for illegal substances such as keyboarding Assessment Center assesses your leadership potential personality etc It is kind of a mock interview Can be in many types of facilities including your employer s conference room It is very expensive o Information gathering Common methods for gathering information include application forms and resumes biographical data and reference checking Application forms generally ask for information such as address phone number education work experience and special training At the professional level similar information is generally presented in Biographical data historical events that have shaped a person s behavior resumes and identity Reference checking involves contacting an applicant s previous employers teachers or friends to learn more about the applicant Issues with reference checking Defamation of character occurs when something untrue and harmful is said about someone Negligent hiring occurs when an organization hires someone who harms another person and the organization could reasonably have determined that the employee was unfit o Interviewing the most frequently used selection method Occurs when applicants respond to questions posed by a manager or some other organizational representative interviewer HR should typically try to use more than one interviewer Relying on one interviewer is