HR Management and Staffing Flashcards
Job description
Written objective statements defining duties and functions.
Includes responsibilities, experience, organizational relationships, working conditions, and other essential factors of the position.
What is the main tool for staffing and recruitment?
Job description
What is helpful about a job description
Advertising
HR Department Screening
Inform Applicants
Guidance during Orientation
Legal standards of job description
Grievance handling
Establish pay grades
Exempt/Non-exempt status, Union status
Evaluation of a job description can be used for
Performance appraisal
Coaching, counseling, and disciplining
What is exempt vs non/exempt salary status?
exempt - is salary - no overtime
non/exempt - subject to overtime regulations and entitled to overtime pay beyond 40 hr work week.
job analysis
collect data about content and requirements of job
Gives a deeper understanding of what the job actually entails.
Interview the people who actually do that job and keep daily logs.
What tactics are used in job analysis?
observation
interview
questionaires
checklist
daily log
Job Classifications
Jobs grouped together according
to common variables:
Complexities of duties
Error impact
Contact with patients, families & others
Degree of supervision received
Skill level
Mental & physical demands
Working conditions
Job description needs
Job title
immediate supervisor
job summary
job duties
job specifications
Job Title:Words are Important - need to specify the role in the search words like
Manager
Supervisor
Assistant
Specialist
Director
Professional
Staff
Aide
Coordinator
Line worker
Certified
Senior
Chief
Job summary
Short paragraph that describes the job
Generally used by HR for job posting
Job duties are
A bulleted list of the job tasks
Used to create the annual job evaluation tool
Needs to include all task expected
What words are most important for job duties
Performs
Organizes
Oversees
Implements
Provides
Assists
Follows
Develops
Monitors
Encourages
Attends
Modifies
Instructs
Completes
Counsels
Initiates
Job Specifications Are? Can include? and used by?
A list of minimal physical and mental requirements
Can include educational level, certificates, licensures required
Used by HR to eliminate applicants who don’t meet minimum requirements of the job
Considering Liability on a job description
Is applicant required to maintain their own liability insurance
Does employer provide liability coverage
Are client’s skills and credentials an appropriate match for the job description?
Recruitment and different ways of marketing
Anticipate turnover
Direct Marketing
Indirect Marketing
Screening Resumes
Direct Marketing
Internet (LinkedIn)
Newspaper / professional journal
Postings: bulletin boards
Direct Mailing
Head-Hunter
Current Employee: finder’s fee
Indirect Marketing
Marketing of your business just by being out there in the community like:
Student Fieldwork
Conference
Reputation
Screening Resumes
Rank most suitably based on job description
Clarity, grammar, spelling:
Sign of meticulous worker
Watch for:
Frequent job change
change to lower paying job
Best Choice: Broad background
Inform immediately if don’t fit criteria
When screening resume’s what is the best choice?
Best Choice: Broad background
Purpose of an Interview
Manager gains impression of candidate
Candidate forms impression of job, manager, and organization
Preparing for the interview
Setting up the Interview
Preparing self for the interview
The interview style
& persons at the interview
Stages of the Interview
Ice breaker
chronological review
questions for the applicant
candidate questions
marketing your organization
paperwork - surveys or a way to continue to communicate
closing the interview - when do they plan on getting back to interviewee
Questions for the Applicant: Don’ts
No hypothetical questions
- What would you do if…
- Provides answer they think is correct
No leading questions
- I have a problem with lateness. Will you be late?
- Indicates the correct response the interviewer wants to hear based on the way the question is asked
Questions for the Applicant: Do’s
Must be fair and the same for all applicants
Behavioral Interviewing:
- Focused job-related questions
- Open-ended
- Past behavior has been shown to predict future behavior and job performance
Competency-based questions
Questions for applicant or things to really pay attention to
- Professionalism
- Motivation
- Teamwork
- Supervisor/Employee Relations
- Stress Resistance
- Retention Potential
- Customer Orientation
Unlawful Questions based on these acts
Civil Rights Act 1964:
Equal Opportunity Employer
Age Discrimination in Employment Act of 1967
Rehabilitation Act of 1973
American with Disabilities Act of 1992
What questions can’t you aks because it’s illegal?
Age
Nationality
Religion
Marital Status
Spouse occupation or information
Pregnancy plans
Babysitting or childcare
Sick absences or history of illness
Worker’s compensation history
Follow Up to the Interview
If you love the person you need to tell them that they are being Offering the job FIRST!
Reference Checks happen after you know you want to hire them.
Medical Evaluation:
ADA: Reasonable Accommodation
ADA resonable accomodation
you can’t not hire someone who can’t physically complete the job if it can be accommodated.
