Popular in Course
verified elite notetaker
Popular in Department
This 4 page Study Guide was uploaded by Experthelper Notetaker on Monday November 9, 2015. The Study Guide belongs to a course at a university taught by a professor in Fall. Since its upload, it has received 24 views.
Reviews for hrm531_r7_study_guide_week5-1
Report this Material
What is Karma?
Karma is the currency of StudySoup.
You can buy or earn more Karma at anytime and redeem it for class notes, study guides, flashcards, and more!
Date Created: 11/09/15
Study Guide 1 HRM/531 Version 7 Week Five Study Guide: Recruitment and Selection Strategies Readings and Key Terms Ch. 6 of Managing Human Resources o Recruitment and selection o Recruitment postures o Diversity recruitment o Labor markets o Internal and external recruitment Ch. 7 o Strategy o Culture o Measurement o Screening methods o Privacy rights Content Overview The employee recruitment and selection process o Initial screening A rough selection of candidates after initial recruitment Management focuses screening efforts based on application forms, references, and interviews o Selection More rigorous process of selection or narrowing down of candidates after initial screening has been completed Final selection is typically done after more identifying information is learned through indepth interviews and checking on references o Orientation First step for new employees to learn about company policy, history, benefits, expectations, and so forth Also referred to as onboarding, orientation can take hours, days, and sometimes weeks to complete, which depends on the amount of information to be received Copyright © 2012, 2011, 2010, 2009, 2008, 2007 by University of Phoenix. All rights reserved. Study Guide 2 HRM/531 Version 7 o Placement Typically, employees are hired for a certain position or department; however, some organizations will hire multiple new individuals for the same job position and place them where they will fit the best once the orientation is complete. New employees can begin the official training process once they have been placed into their new position. o Performance management Management uses this stage to provide feedback based on past and current job performance. This is the first step to a continuous feedback system that will occur for the entire time an employee is with an organization. Four types of company postures for recruitment o Passive nondiscrimination Commitment to treat all races and sexes equally No attempt made to recruit among minority applicants in an active way o Pure diversitybased recruitment An effort is made to actively expand the applicant pool so that no one is excluded based on past or present discrimination. All decisions to hire or promote is based on the bestqualified, which is regardless of race or sex. o Diversitybased recruitment with preferential hiring Practice favors women and minorities in recruitment Softquota system o Hard quotas Requirement to hire or promote a specific number of women or individuals from minority groups Considered discriminatory Internal and external recruitment methods o Internal recruitment Initial consideration given to inhouse employees Could cut advertising and marketing costs Adverse impact if management decides not to hire from within Some managers may find it hard to give subordinates permission to hire for other positions, which may lead to that person jumping over the current manager Internal recruitment channels: job posting, temporary workers, employee referrals Copyright © 2012, 2011, 2010, 2009, 2008, 2007 by University of Phoenix. All rights reserved. Study Guide 3 HRM/531 Version 7 o External recruitment Company may be looking for new ideas that are fresh and innovative Higher cost of recruitment Risk of not finding what a company is looking for from an outside job market Large and small organizations may compromise separate external labor markets External recruitment channels: executive search firms, employment agencies, recruitment advertising, university relations services Organizational considerations in staffing decisions o Business strategy Organizational strategy intended to outline the path or direction that an organization is moving or wants to go Four organizational development stages to consider: embryonic, highgrowth, mature, and aging Management selection strategy that best fits each stage o Organizational culture The internal environment by which an organization operates Organizational culture is an embedded environment that is transmitted through different mechanisms: o Formal statements of organizational philosophy used to recruit new employees o Promotion criteria o Organizational stories or myths about people or events o What measures and controls leaders pay attention to o Criteria used by management to determine who fits into positions within the organization o Logic of personnel selection Individual strengths and qualities that differentiate people in an organization Selection requires choices to be made, which also leads to the exclusion of others o Reliability of measurement Measurement is reliable only if it is consistent or it remains stable. Consistency and stability are measured by three factors: over time, across different samples of items, and across different raters or independently working judges. o Validity of measurement Measures cannot be valid unless they are found to be reliable. Validity is measured by the degree of evidence supported interferences from ratings and scores during the selection process. Screening and selection methods Copyright © 2012, 2011, 2010, 2009, 2008, 2007 by University of Phoenix. All rights reserved. Study Guide 4 HRM/531 Version 7 o Employment application forms One of the older and more common ways for people to apply for a potential job position, which is often accompanied by some form of résumé or personal experience document. Application forms focus on asking specific and general questions designed to give the reviewer information that makes the screening process more fluid and efficient. Applications will quickly help rule out unqualified applicants. o Recommendations, references, and background checks Used by 98% of employers to help screen potential qualified job applicants Four types of personal information can be given and used for the screening process that include: education and employment history, character and interpersonal competence, ability to perform the job, and willingness of the past or current employer to want to rehire the applicant Privacy: Family Education Rights Privacy Act of 1974 Fair Credit Reporting Act Negligent hiring Copyright © 2012, 2011, 2010, 2009, 2008, 2007 by University of Phoenix. All rights reserved.
Are you sure you want to buy this material for
You're already Subscribed!
Looks like you've already subscribed to StudySoup, you won't need to purchase another subscription to get this material. To access this material simply click 'View Full Document'