chapter 5 and 6

Question 1

discuss how to plan for human resources needed to carry out the organization’s strategy.

Answer 1

• 1st step in HR planning is personnel forecasting. Through trend analysis and good judgement, the planner tries to determine supply of and demand for various human resources.
• Based on if there is a surplus or shortage, the planner creates a strategy and sets goals.
• It then implements its HR strategy and evaluates the results.

Question 2

determine the labor demand for workers in various job categories.

Answer 2

• planner can look at leading indicators, assuming trends will continue.
• analysis of a transitional matrix can help planner identify which job categories can be filled internally and where high turnover is likely.

Question 3

summarize the advantages and disadvantages of ways to eliminate a labor surplus and avoid a labor shortage.

Answer 3

• to reduce a surplus, downsizing, pay reductions and demotions deliver fast results but as a high cost in human suffering.
• can transfer employees, require them to share work, implement a hiring freeze, offer early retirement. typically less painful than normal downsizing, and doesnt effect employee motivation as bed.
• to avoid labor shortages, requiring overtime is the easiest and fastest strategy, which can easily change if conditions change. however, overtime may exhaust workers and can hurt morale.
• can use temporary workers, hire new employees, and use technology as a substitute for labor.

Question 4

describe recruitment policies organizations use to make job vacancies more attractive.

Answer 4

• internal recruiting generally makes job vacancies more attractive because opportunities for growth and advancement.
• lead-the-market pay strategies make jobs economically desirable..
• due-process policies signal employers are concerned about employees rights.

Question 5

give a few examples of sources of job applicants

Answer 5

• internal sources-typically for people familiar with source. not very efficient
• referrals- inexpensive, quick.
• electronic recruiting- access to global market, inexpensive, convenient
• newspaper and magazine- wide audience but many tend to be unsuitable.

Question 6

describe the recruiter’s role in the recruitment process, including limits and opportunities.

Answer 6

• recruiters influence the nature of the job vacancy and the kinds of applicants generated.
• can improve their impact by providing timely feedback, avoiding behavior that contributes to a negative impression of the organization.

Question 7

identify the elements of the selection process.

Answer 7

• selection typically begins with a review of candidates employment applications and resumes
• they then test candidates who meet basic requirements.
• qualified candidates then undergo more interviews
• they then check references
• candidate is selected to fill position

Question 8

define ways to measure the success of a selection method.

Answer 8

• selection method should be valid, meaning that the performance of the job is related to the job it is supposed to measure.
• method should be generalizable, or applicable to more than one specific situation.
• should have utility, meaning it provides economic value greater than its cost.
• should be legal
• content, criterion, and construct validity or ways to test.

Question 9

summarize the government’s requirements for employee selection.

Answer 9

• must be constructed in a way that avoids discrimination and provides access to persons with disabilities.
• selection must be valid for job performance
• questions may not gather information relating to race, sex, religion, etc.
• must respect privacy rights.
• obtain consent before performing background check.

Question 10

compare the common methods used for selecting human resources.

Answer 10

• gather information through resumes, and interviews
• references and background checks help verify accuracy of applications.
• employment tests can be performed and work samples gathered.

Question 11

describe major types of employment tests.

Answer 11

• physical ability tests-strength, endurance, etc.
• cognitive ability tests-intelligence.
• job performance tests
• personality tests
• drug tests
• passing medical examination

Question 12

discuss how to conduct effective interviews

Answer 12

• should be narrow, structured, and standardized
• should identify job requirements and create questions related to requirements.
• interviewers should be trained and conduct objective interviews
• location should be free of distractions.
• interviews should be prepared to answer questions about job and organization

Question 13

explain how employers carry out the process of making a selection decision

Answer 13

• organization should focus on the objective of finding a person who best fits the job description.
• use multiple-hurdle model in which there are different stages of selection process that eliminates applicants.
• a compensatory model can also be used. it judges applicants on all measures and can be hired even if they do poorly in one area but are very high in others.