Exam 1 Flashcards
Seeks to align characteristics of individuals with jobs in ways that will result in desired HR outcomes.
Person-job match
Four points to consider in a person-job match?
Jobs are characterized by their requirements and embedded rewards
Individuals are characterized by their level of qualifications and motivations (KSAOs)
Degree of fit between the characteristic of the job and the person
There are implied consequences for each match
- staffing strategy that would have an organization concentrated on acquiring new employees who can “hit the ground running” and be at peak performance the moment they arrive
- bring their talents with them to the job, little or no need for training/development
Pure acquisition staffing strategy
- would lead to acquisition of anyone who is willing and able to learn the KSAOs required by the job
- make your talent
Pure development staffing strategy
organizations use outside organizations to recruit and select employees
Outsourcing
What are the advantages of outsourcing?
may believe that the vendor has a better ability to identify candidates
or in a labor shortage, companies may not be able to recruit enough employees on their own
legal compliance - some vendors maintain their own procedures for tracking compliance with equal opportunity laws
law guarantees that no person can be compelled, as a condition of employment, to join or not to join, nor to pay dues to a labor union.
Right to work
States that are right to work?
ID, NV, UT, AZ, WY, ND, SD, NE, IA, KS, OK, TX, MI, IN, AR, LA, MS, AL, GA, TN, SC, NC, VA, FL (24/50 states)
Either party can terminate relationship at any time for any reason with or without notice.
Unless contractual employment
At-will employment
Lawful use of independent contractors
Why do companies use independent contractors
Difficult to Meet Criteria
Company does not provide the tools or equipment for the IC
Company does not focus on coaching/developing the IC
Focus is on task completion, not methodology
Compensation is for task completion, not time spent (generally)
Sources are a notable exception
A civil wrong that occurs when the employer violates a duty owed to its employees or customers that leads to harm or damages suffered by them
Tort
Prohibit Discrimination: Race; Color; National origin; Sex (including pregnancy); Religious beliefs; Citizenship status; Military status; Genetic information; Sexual orientation
Civil Rights Act
Unlawful employement practices
“to fail or refuse to hire or to discharge any individual, or otherwise discriminate against any individual with respect to its compensation, terms, conditionals, or privileges of employment because of such individual’s race, color, religion, sex, or national origin”; or
‘to limit, segregate, or classify his employees or applicants for employment in any way which would deprive or tend to deprive any individual of employment opportunities or otherwise adversely affect his status as an employees because of such individual’s race, color, religion, sex, or national origin”
The disproportionate limitation or denial of employment opportunity for some protected class group that results from the use of a neutral requirement or practice that cannot be adequately justified.
Disparate Impact
The unequal treatment based on one or more protected class characteristics that result in the limitation or denial of employment opportunity.
Disparate Treatment
An employer that attempts to justify use of a protected characteristic, such as national origin, as being a _____. The law only permits such claims, but only for sex, religion, and national origin - not race or color.
Bona Fide Occupational Qualification (BFOQ
Prohibits Harassment and Discrimination Based on Age
Protects employees and applicants age 40 and older
Age Discrimination in Employment (ADEA
Americans with Disabilities Act as Amended (ADAAA)
For an Employee/Candidate to Be Protected
A physical or mental impairment (1. have an impairment
; 2. have a record of an impairment;
- regarded as having an impairment): Sleeping, walking, talking, learning, reading, normal cell growth, etc.
No significant effort can be made to determine if the impairment qualifies
Adjustment to application method or type of assessment used
Employer does not need to change the essential functions of the job, but may need to adjust the application and interview process
Reasonable Accommodation
Too costly or burdensome for the employer
Difficult standard to meet
Undue Hardship
Examples of Accommodation Request
Alternative form of application (i.e. paper)
Extension on a timed assignment
To forgo an assessment
To interview on the ground floor of the building
employer may refuse to hire an individual who poses a direct threat to himself or herself or to the health and safety of others.”
Direct Threats Concerns
Reasons for a labor shortage in staffing
Generally have less qualified applicants
KSAOs sought vs. Those available
Effect of technology on employment demand:
Elimination and Creation of Jobs
Changes in Skill requirements
process and set of activities undertaken to forecast an organization’s labor demand requirements and internal labor supply availabilities
Plan-based HRP
To determine employment gaps and to develop action plans for these gaps:
- Determine future HR requirements
- Determine future HR availabilities
- Reconcile requirements and availabilities that is determine gaps (shortages and surpluses) between the 2
- Develop action plans to close the projected gaps.
used to predict availabilities on basis of historical patterns of job stability and movement among employees.
Markov analysis
How to conduct a Trend analysis
- Gather data on staffing levels over time and arrange in a spreadsheet with one column for employment levels and another column for time
- Predict trend in employee demand by fitting a line to trends in historical staffing levels over time
- Calculate period demand index by dividing each period’s demand by the average annual demand
Example: January demand index= Avg. January FTE/avg. annual FTE - Multiply the previous year’s FTEs by the trend figure, then multiply this figure by the period’s demand index
How to conduct a Ratio analysis
- Examine historical ratios involving workforce size
Example: $ sales/1.0 FTE=? No. of new customers/1.0 FTE=? - Assume ratio will be true in future
- Use ratio to predict future requirements
Example: 40,000$ sales/1.0 FTE= is past ratio
Sales forecast is 4,000,000
HR requirements = 100 FTEs
Staffing smaller organizations
Individual managers may use judgment to make availability forecasts in work units
Create an availability forecast
Managers must be very knowledgeable about organizational business plans and individual employee plans
Improving succession planning effectiveness
Require managers time and expertise to conduct, both of which the organization must be willing to provide to those managers
Must be effective performance appraisal and training development systems in place