chapter 17 - human resources systems and practices Flashcards
what does hr do and how is hr and ob linked
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
supreme problem
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
applicant attraction
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
referral hiring
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
the role of recruiters
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
requisitions
Requisitions: open positions
Internal recruiters must use fair and just practices while recruiting employees
realistic job previews
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
human capital resources
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
how the selection process works
applicant applies for the job –>
1. initial selection
2. substantive selection
3. contingent selection
–> applicant receives job offer
initial selection
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)
application forms
Not very useful predictor of performance but good for initial screening
Good to see if candidates are lying
resumes and cover letters
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
background checks
96% of employers conduct at least one type of background check
More consistent safety and security
refrence checks
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
letters of reccomendation
Common form of background checks
Can cause disparate treatment or impact concerns for marginalized people
Impossible to compare
substantitve selection
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
contingent selection
Contingent selection methods which are usually issued to candidates who pass the substantive test but are offered employment only if they pass final checks
selection methods
- written tests
- IQ or cognitive tests
- personality tests
- integrity tests
- performances-simulation tests
- work sample tests
substantive selection methods: work sample tests
Work sample tests are hands-on simulations of part or all the work that applicants to the job routinely must perform.
substantive selection methods: assessment centers
A more elaborate set of performance-simulation tests, typically designed to evaluate a candidate’s managerial potential is administered in assessment centers
substantive selection methods: situational judgement tests
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
substantive selection methods: interviews (unstructured vs. structured)
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
more substantive selection methods
contingent selection tests
drug testing
medical examinations
goal of training
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