HR Management and Staffing

Question 1

Job description

Answer 1

Written objective statements defining duties and functions.

Includes responsibilities, experience, organizational relationships, working conditions, and other essential factors of the position.

Question 2

What is the main tool for staffing and recruitment?

Answer 2

Job description

Question 3

What is helpful about a job description

Answer 3

Advertising

HR Department Screening

Inform Applicants

Guidance during Orientation

Question 4

Legal standards of job description

Answer 4

Grievance handling
Establish pay grades
Exempt/Non-exempt status, Union status

Question 5

Evaluation of a job description can be used for

Answer 5

Performance appraisal
Coaching, counseling, and disciplining

Question 6

What is exempt vs non/exempt salary status?

Answer 6

exempt - is salary - no overtime
non/exempt - subject to overtime regulations and entitled to overtime pay beyond 40 hr work week.

Question 7

job analysis

Answer 7

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.

Question 8

What tactics are used in job analysis?

Answer 8

observation
interview
questionaires
checklist
daily log

Question 9

Job Classifications

Answer 9

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

Question 10

Job description needs

Answer 10

Job title
immediate supervisor
job summary
job duties
job specifications

Question 11

Job Title:Words are Important - need to specify the role in the search words like

Answer 11

Manager
Supervisor
Assistant
Specialist
Director
Professional
Staff
Aide
Coordinator
Line worker
Certified
Senior
Chief

Question 12

Job summary

Answer 12

Short paragraph that describes the job

Generally used by HR for job posting

Question 13

Job duties are

Answer 13

A bulleted list of the job tasks

Used to create the annual job evaluation tool

Needs to include all task expected

Question 14

What words are most important for job duties

Answer 14

Performs
Organizes
Oversees
Implements
Provides
Assists
Follows
Develops
Monitors
Encourages
Attends
Modifies
Instructs
Completes
Counsels
Initiates

Question 15

Job Specifications Are? Can include? and used by?

Answer 15

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

Question 16

Considering Liability on a job description

Answer 16

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?

Question 17

Recruitment and different ways of marketing

Answer 17

Anticipate turnover

Direct Marketing

Indirect Marketing

Screening Resumes

Question 18

Direct Marketing

Answer 18

Internet (LinkedIn)

Newspaper / professional journal

Postings: bulletin boards

Direct Mailing

Head-Hunter

Current Employee: finder’s fee

Question 19

Indirect Marketing

Answer 19

Marketing of your business just by being out there in the community like:

Student Fieldwork

Conference

Reputation

Question 20

Screening Resumes

Answer 20

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

Question 21

When screening resume’s what is the best choice?

Answer 21

Best Choice: Broad background

Question 22

Purpose of an Interview

Answer 22

Manager gains impression of candidate

Candidate forms impression of job, manager, and organization

Question 23

Preparing for the interview

Answer 23

Setting up the Interview

Preparing self for the interview

The interview style
& persons at the interview

Question 24

Stages of the Interview

Answer 24

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

Question 25

Questions for the Applicant: Don’ts

Answer 25

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

Question 26

Questions for the Applicant: Do’s

Answer 26

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

Question 27

Questions for applicant or things to really pay attention to

Answer 27

1. Professionalism
2. Motivation
3. Teamwork
4. Supervisor/Employee Relations
5. Stress Resistance
6. Retention Potential
7. Customer Orientation

Question 28

Unlawful Questions based on these acts

Answer 28

Civil Rights Act 1964:
Equal Opportunity Employer

Age Discrimination in Employment Act of 1967

Rehabilitation Act of 1973

American with Disabilities Act of 1992

Question 29

What questions can’t you aks because it’s illegal?

Answer 29

Age
Nationality
Religion
Marital Status
Spouse occupation or information
Pregnancy plans
Babysitting or childcare
Sick absences or history of illness
Worker’s compensation history

Question 30

Follow Up to the Interview

Answer 30

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

Question 31

ADA resonable accomodation

Answer 31

you can’t not hire someone who can’t physically complete the job if it can be accommodated.