Hrm Revision (5)

Question 1

R+S

Answer 1

Good recurrent essential to effective HRM: effectiveness of other HR practices dependant on ability to bring good quality labour in

Starting point : not used in isolation but as a system of practices

Question 2

Recruitment or selection

Answer 2

Market with High unemployment :
-Lots of applications and selection must be handled carefully
Selection more important

Market with low unemployment :
Recruitment more important (offer rewards)

Or create a positive image

Question 3

Goals of recruitment and selection

Answer 3

Goals of recruitment :

• increased pool of applicant for min cost
• increase success rate of selection process
• increasing the probability of retention
• encourage self selection by realistic job review
• meet responsibilities, and legal , and social obligations
• increase organisational and individual effectiveness

Goals of selection :

• obtain appropriate info about jobs,individuals and organisations to enable high quality decisions
• transform info into a prediction about future behaviour
• contribute to bottom line through most efficient way to produce service/ production
• ensure cost benefit for the financial investment made in an employee
• evaluate, hire and place job applicants in the best interests of the organisation and individual

Question 4

Systems of interconnectedness

Answer 4

What Human Resources we need? -HR panning, job analysis

How to get them interested?- recruitment, attraction, and branding processes

How do we choose the best person ? - selection process

How do we retain them once we get them ? - rewards, performance management, TD,

How do we know to make the right decision ? - performance management

Question 5

Challenges for recruitment (globalisation)

Answer 5

-challenges for recruitment in establishing international operations :
Establishment of legal entities, deciding on best mix of local recruitment, legal frameworks, implications of employment law

• some sectors labour markets becoming more global (creating new resourcing strategies and creating a need to become skilled in overseas employment )
• must have awareness of cultural differences and use of media techniques

Question 6

Examining how processes differ across national context (comparative hrm)

Answer 6

Differences across countries in R&S

National Cultures and institutions are the key

Each country may have challenges and issues with regards to recruitment and selection firms must be aware of these when making r&s policies

Notions of good practice differ across countries

Why would a firm choose internal recruitment
Adv- people know the org culture, org knows the person
Disad- may limit creativity of org, group think

Question 7

Validity of predictors

Answer 7

• Structured interviews
• Ability test
• Work sample
• Assessment centres
• Biodata
• Personality assessment
• Unstructured interview (low validity (May ask wrong questions)(no consistency cannot compare participants)
• references
• graphology
• astrology

Question 8

Linking RS to current development in business environment

Answer 8

War for talent , unemployment v tight labour markets , diversity

Referrals - recruit someone through org by asking employee to suggest someone

Internal recruitment may decrease diversity and encourage groupthink

Question 9

Attraction selection attrition framework

Answer 9

Attraction : characteristics of organisation attract certain employees

Selection : organisations select employees with the characteristics that they look for

Attrition: employees that do not fit the org will leave

More homogenous workforce in the long run but positive effects on employee outcomes