chapter 17 - human resources systems and practices

Question 1

what does hr do and how is hr and ob linked

Answer 1

Recruitment
Selection and training
Performance management
All influence people’s behavior in organizations and its effectiveness

most important:
Recruitment
Selection and training
Performance management.

HR and OB are inextricably linked
HR systems and practices influence managers and employee behavior and vice versa

Question 2

supreme problem

Answer 2

Researchers have suggested that recruitment and selection is the supreme problem facing hr managers

How to solve the supreme problem
Strategic recruitment: developed in alignment with long-term strategic goals

Question 3

applicant attraction

Answer 3

The primary recruitment outcome of interest in OB is applicant attraction: the degree to which an individual is drawn toward an organization, intends to apply for a job at that organization and would accept a job offer if given one

Applicant attractions is largely driven by characteristics of the position and organization

• Job seekers perceived fit with the organization, their impressions of the recruiter, the fairness of the recruitment process and whether they will be successful if they apply and get the job
• Of these characteristics, perceived fit and impressions of the recruiter appear to be most important early on in the recruitment process
• Material symbols play a role too

Question 4

referral hiring

Answer 4

61 percent for hiring their applicants through their professional networks

Referral hiring - when a hiring manager decides to hire a job seeker based on their own previous experiences with that individual or a recommendation from a efferer

Question 5

the role of recruiters

Answer 5

Companies are turning away from outside recruiting agencies and are relying on their own HR professionals
49% of organizations use external recruiters
28% of organizations use in-house recruiters
For executives: 89% use their own in house recruiter

Question 6

requisitions

Answer 6

Requisitions: open positions
Internal recruiters must use fair and just practices while recruiting employees

Question 7

realistic job previews

Answer 7

Realistic job previews are job tryouts given to demonstrate to job seekers what they would be doing on the job if they were hired

Help clarify and manage applicant expectations

Question 8

human capital resources

Answer 8

Human capital resources are the capacities available to an organization through its employees

• The resources include specialized skills, collective knowledge, abilities and other resources available through an organization’s workforce
• These resources can be activated through leaders behaviors
• They change over time as the person and environment shift

Question 9

how the selection process works

Answer 9

applicant applies for the job –>
1. initial selection
2. substantive selection
3. contingent selection
–> applicant receives job offer

Question 10

initial selection

Answer 10

Initial selection methods are used for preliminary rough cuts to decide whether the applicant meets the basic qualifications for a job

Application forms, resumes, CVs and background checks (if seen initially)

Question 11

application forms

Answer 11

Not very useful predictor of performance but good for initial screening
Good to see if candidates are lying

Question 12

resumes and cover letters

Answer 12

Often the first exposure companies have the applicants
ATS system processes these documents
Issue with resumes and CVs is that the information requested is not standardized like in the rest of the applications
They are also not immune to disparate impact

Question 13

background checks

Answer 13

96% of employers conduct at least one type of background check
More consistent safety and security

Question 14

refrence checks

Answer 14

A form of background check
Many managers refuse to participate in the process because they are afraid of being sued for saying something bad about a former employee
Lots of references are false or misleading

Question 15

letters of reccomendation

Answer 15

Common form of background checks
Can cause disparate treatment or impact concerns for marginalized people
Impossible to compare

Question 16

substantitve selection

Answer 16

Substantive selection methods are at the heart of the selection process and include written tests, performance-simulation tests and interviews
Purposes is to determine the most qualified applicants from those who meet basic qualifications

Question 17

contingent selection

Answer 17

Contingent selection methods which are usually issued to candidates who pass the substantive test but are offered employment only if they pass final checks

Question 18

selection methods

Answer 18

• written tests
• IQ or cognitive tests
• personality tests
• integrity tests
• performances-simulation tests
• work sample tests

Question 19

substantive selection methods: work sample tests

Answer 19

Work sample tests are hands-on simulations of part or all the work that applicants to the job routinely must perform.

Question 20

substantive selection methods: assessment centers

Answer 20

A more elaborate set of performance-simulation tests, typically designed to evaluate a candidate’s managerial potential is administered in assessment centers

Question 21

substantive selection methods: situational judgement tests

Answer 21

To reduce the cost of job simulations, many organizations have started to use situational judgment tests which ask applicants how they would perform in a variety of job situations and then compare their answers to the answers of high performing employees

Question 22

substantive selection methods: interviews (unstructured vs. structured)

Answer 22

Interviews are either structured or unstructured

The popular unstructured interview – short, casual and made up of improvised questions is simply not a very effective selection method
Data it gathers is typically biased and often only modestly related to future job performances

Structured interviews – planned interviews designed to gather job-related information– in place of their questions
Limit subjectivity so you have reliable responses

Question 23

more substantive selection methods

Answer 23

contingent selection tests
drug testing
medical examinations

Question 24

goal of training

Answer 24

The number one goal of training is for it to transfer

This transfer of training refers to utilizing the knowledge, skills and abilities learned from training on the job

Question 25

instructional system design

Answer 25

The instructional system design (ISD) approach views training very formally and primarily centers on the role of the training developer and trainer in facilitating employee learning. The ISD approach generally follows the following procedure, also known as the ADDIE model Analyze: Establish what skills, abilities, or other characteristics needs to be trained. Establish what goals should be accomplished by the training. Define who the trainees would be and what they would need to be successful. Design: Establish what training success and failure would look like. Select instructional strategies to meet learning objectives and decide how trainees receive feedback on their performance. Develop: Establish where training will occur and what will be needed (e.g., media, applications, other resources) to ensure its success. Implement: Engage trainees in the training session or program. Provide opportunities for transfer and encourage transfer following training. Evaluation: Determine whether the system is successful in the context of the organization (e.g., how much money saved or gained, accidents avoided; how many people trained). Use the information to inform revisions of the training session or program."

Question 26

active learning

Answer 26

three basic tenets; 1. encouraging exploration and reflection 2. normalizing errors and mistakes 3. controlling emotions

Question 27

Identify the most useful substantive selection methods

Answer 27

- active learning - interactive learning - e-learning

Question 28

performance management

Answer 28

"Performance management should be a continuous process where HR managers identify, measure, and develop both individual and team performance that is aligned with the strategic goals of the organization."

Question 29

what do we evaluate with performance management

Answer 29

- individual task outcomes - behaviors - traits

Question 30

Methods of performance evaluation!!!!

Answer 30

- written comments - critical incident! - graphic rating scales - behaviorally anchoring rating scales! - electronic performance monitoring! - force comparisons!

Question 31

methods of performance evaluation: critical incident

Answer 31

focus the evaluator's attention on the difference between executing a job effectively and executing it ineffectively

Question 32

methods of performance evaluation: graphic rating scales

Answer 32

the evaluator goes through a set of performance factors and rate each on incremental scales

Question 33

methods of performance evaluation: behaviorally anchored rating scales

Answer 33

combine major elements from the critical incident and graphic rating scale approaches participants first contribute specific illustrations of effective and ineffective behavior, which are translated into a set of performance dimensions with varying levels of quality

Question 34

methods of performance evaluation: electronic performance monitoring (epm)

Answer 34

this captures attentional metics like how long an employee has logged into collaboration programs or how many reports they file etc.

Question 35

methods of performance evaluation: force comparisons

Answer 35

forced comparisons evaluate one individual's performance against the performance of another or others group order ranking and individual ranking group: requires the evaluators to place employees into classifications individual: rank-orders employees from best to worst

Question 36

how to improve performance evaluations

Answer 36

- use multiple evaluators - evaluate selectively - train evaluators - provide employees with due process

Question 37

group order ranking vs individual ranking

Answer 37

The group order ranking requires the evaluator to place employees into a particular classification, such as top one-fifth or second one-fifth. (a) This method is often used in recommending students to graduate schools. ii. The individual ranking approach rank orders employees from best to worst. (a) This approach assumes that the difference between the first and second employee is the same as that between the twenty-first and twenty-second.