IO Part 2 Flashcards
ensures that employees are not paid differently based on their gender or race (comparable worth – different but comparable jobs should be paid the same).
Step 1: ___
- Level of responsibility
- Physical demands
- Mental demands
- Education requirements
- Training and experience requirements
- Working conditions
Step 2:____ - Determining the level of educational requirements, for example and as well as level of responsibility.
▪ Step 3: ____
- Giving weighted points for each of the different factors as identified on the first step.
DETERMINING SEX AND RACE EQUITY
Determining Compensable Job Factors
Determining the Levels for Each Compensable Factors
Determining the Factor Weights
METHODS OF JOB EVALUATION
- A simple system that places jobs in order from highest to lowest by their value to the organization.
- Is a quantitative method in which the entire job is considered rather than individual components.
- Generally, more appropriate for a small organization that has relatively few jobs
Ranking
METHODS OF JOB EVALUATION
- Uses written descriptions of job classes in which each job is put into a category that it best matches.
- Major difficulty with this method is that subjective judgments are needed to develop class descriptions, and then you place job descriptions in.
Classification
METHODS OF JOB EVALUATION
- The most widely used job evaluation method looks at compensable factors in a group of similar jobs and assigns weights or points to them.
- A compensable factor identifies a dimension that is part of every job that can be rated for each job.
- Relatively simple to use and considers the components of the job rather than the total
Point Factor
METHODS OF JOB EVALUATION
- Uses market pay data to identify the relative value of jobs based on what other employers pay for similar work.
▪ Identifies relevant market pay data for jobs that are good matches with the employer’s jobs
Market Pricing
VUCA
captures the experience of operating in complex environments made prevalent by the rise of globalization and information technology
- means liable to change rapidly and unpredictably. change is constant, violent, and uncontrollable. Strategy needs to evolve from resisting change to working with it through agility and enabling adaptive capacity.
Volatility
- The inability to know everything fully
- Future is unpredictable, making it hard to prepare for
Comes from a large number of elements with nonlinear interactions and their capacity to adapt to local events as they co-evolution over time
Uncertainty
- refers to many parts being interconnected and interdependent
- with so much going on, things can often feel chaotic and confused
- managing it means giving up traditional conceptions of strategy and leadership
Complexity
- The quality of being open to more than one interpretation
- Results in the haziness of reality and the potential for misreading
- Lack clarity because it’s hard to know what the root cause of the problem is
- Arises due to lack of models to explain an observed phenomena caused by complex environments
- Understanding the context within which the event takes place resolves it
Requires systems thinking to see the interconnections, to gain different perspectives in order to build up the full context within which an event can be properly understood
Ambiguity
STEPS IN COPING UP WITH A VUCA ENVIRONMENT
1)____- create a compelling vision and values for your people that will give them a clear focus so that they can react quickly to change
2) ______- when you know the current trends, you’ll be able to anticipate threats and take advantage of new opportunities.
3) ______ - be crystal clear when you communicate, and promote teamwork and collaboration, thus leading to a clear direction and encouragement of solving complex problems together
4) _______ - stay adaptable even during uncertain times by learning new skills, stimulating debate, and embracing creativity
Counter volatility with vision
Meet uncertainty with understanding
React to complexity with clarity
Fight ambiguity with agility
- It refers to the process of finding, attracting, selecting, and hiring new employees to a company. This process has three key segments: Planning, Recruitment, and Selection
Hiring Process
- the process of attracting employees to an organization
Recruitment
- the action or fact of carefully choosing something as being the best or most suitable.
Selection
Factors that Affect Recruitment (External)
– the availability of manpower in a certain location or local area.
Labor Market
Factors that Affect Recruitment (External)
– the current situation of supply and demands on specific skill sets or competencies affects the recruitment process.
Supply and Demand
Factors that Affect Recruitment (External)
– if the unemployment rate is high, it is most likely to easily attract a number of people which makes the recruitment process simple.
Unemployment Rate
Factors that Affect Recruitment (External)
– policies and laws developed by the state may also affect the recruitment processes
Political-legal Factors
Factors that Affect Recruitment (External)
– preference to local people may affect the recruitment process. This doctrine allows a person to be a part (like an employee) of a company which is established in the area in which he belongs. This person would be called ___
Sons of Soil
Factors that Affect Recruitment (External)
– the perception of the job seekers about the company may also affect the recruitment process.
Image
Factors that Affect Recruitment (External)
is any measure, beyond simple termination of discriminatory practice, adopted to correct for past or present discrimination or to prevent discrimination from recurring in the future. (unless, it is BFOQ (Bona Fide Occupational Qualification)
Affirmative Action
prohibits specific types of job discrimination in certain workplaces. Favors marginalized sectors to secure jobs.
EQUAL EMPLOYMENT OPPORTUNITY PROGRAM (EEOP)
Factors that Affect Recruitment (Internal)
– sets of different policies developed in order to monitor and avoid unethical or mischievous recruitment practice.
Recruitment Policy
▪ It is a legally allowed restriction of hiring and employing a person based on their sex, religion, or national origin.
▪ Religious institutions hiring only members of their own religion to be clergy members.
▪ Only hiring female employees to facilitate female restrooms.
BONA FIDE OCCUPATIONAL QUALIFICATION (BFOQ)
Factors that Affect Recruitment (Internal)
– manpower and organization considerations.
Human Resource Planning
Factors that Affect Recruitment (Internal)
– the bigger the size, the larger the number of applicants needed to acquire
Size of the firm
DIFFERENT RECRIUTMENT METHODS
concern on recruiting applicants within the organization or is currently working for the company.
▪ Job Postings
▪ Career ladders utilization
▪ In house magazine/news letters
▪ Supervisor Recommendations
▪ Computerized career progression system
▪ Career development systems
Internal Method/Sources
Factors that Affect Recruitment (Internal)
– recruitment processes must stay within budget and minimize costs as much as possible
Costs
WRITING A RECRUITMENT ADVERTISEMENT
▪ 1____ – An emblem of the recruiting company is visible on the advertisement.
▪ 2_____ – Information about the job were accurate, feasible, and genuine.
▪ 3____– information about the job must be sufficient.
▪ 4______ – the proper selection process were displayed.
Company Emblem
Realistic Job Information
Detailed Job Information
Possible Selection Process
Factors that Affect Recruitment (Internal)
– usually simplifies and increases the recruitment processes for the company will need to have more employees.
Growth and Expansion
DIFFERENT RECRIUTMENT METHODS
Media/Internet Advertisement
1____ - applicants are instructed to call rather than to apply in person or send résumés.
2_____ - applicants to apply in person rather than to call or send résumés.
▪ 3____ - Applicants are instructed to send their résumé to the company rather than call or apply in person
▪ 4___ - Applicants to send their résumé to a box at the newspaper; neither the name nor the address of the company is provided.
- Referrals
- Campus recruitment
- Professional or trade associations
- Open House/Walk-in applicants
- Competitors
- Private employment and executive search firms
- Head hunters
- Direct Mail
- Job fairs
- Point of Purchase Methods
▪ 5____ – also called as jobs-wanted or position-wanted ads that are placed by the applicant rather than the different organizations.
▪ ___ – the process of choosing among the collected pool of applicants who applied for a certain position. It is the process in which the human resources or hiring department follows a structured series of steps that would help them decide on which among the recruits should be hired.
EXTERNAL RECRUITMENT METHODS
Respond by calling
Apply-in-person
Send-resume ads
Blind Box
Situational Wanted Advertisement
Selection
AN OVERVIEW OF THE SELECTION PROCESS
Step 1: Establishing the selection procedure – the establishment of the selection procedure in order to develop a clear understanding on the different job components to be assessed.
Step 2: Selection criteria, predictors and instruments identification – consulting the job analysis results in order to develop a clear and precise job description and job specification.
Step 3: Collate and evaluate applicant information – where the different evaluation takes place.
- Preliminary Screening – it includes the initial interviews and preliminary screening techniques for it only assesses obvious and observable factors such as communication skills, physical appearance and grooming, educational background, training and experience. It provides a general impression of a certain individual or applicant.
-
Application Form – it is done by assessing an applicant’s employment application forms which were filled by those applicants who passed the preliminary screening. It includes details such as: Schools Attended, Skills and Talents, Trainings and Seminars Attended, Employment Data, and Professional Memberships.
In-depth Interview - a procedure designed to obtain in-depth information through personal and oral inquiries.
AN OVERVIEW OF THE SELECTION PROCESS
Step 1: Establishing the selection procedure – the establishment of the selection procedure in order to develop a clear understanding on the different job components to be assessed.
Step 2: Selection criteria, predictors and instruments identification – consulting the job analysis results in order to develop a clear and precise job description and job specification.
Step 3: Collate and evaluate applicant information – where the different evaluation takes place.
- Preliminary Screening – it includes the initial interviews and preliminary screening techniques for it only assesses obvious and observable factors such as communication skills, physical appearance and grooming, educational background, training and experience. It provides a general impression of a certain individual or applicant.
-
Application Form – it is done by assessing an applicant’s employment application forms which were filled by those applicants who passed the preliminary screening. It includes details such as: Schools Attended, Skills and Talents, Trainings and Seminars Attended, Employment Data, and Professional Memberships.
In-depth Interview - a procedure designed to obtain in-depth information through personal and oral inquiries.
DIFFERENT SYTYLES OF INTERVIEW
– involves a single interviewer and an interviewee.
One on One Interview
DIFFERENT SYTYLES OF INTERVIEW
– involves a number of interviewers usually with three or four members, and an interviewee.
Panel Interview
DIFFERENT SYTYLES OF INTERVIEW
– involves a series of interviews from the hiring officer up to the department head.
Serial Interview
DIFFERENT SYTYLES OF INTERVIEW
– involves an interviewer and a number of interviewees that can be accommodated by the interviewer
Mass Interview
DIFFERENT SYTYLES OF INTERVIEW (Classified into medium)
– interviews conducted through cellular or long-distance phones.
Telephone Interview
DIFFERENT SYTYLES OF INTERVIEW (Classified into medium)
– interviews conducted at remote sites using technology imitating a face-to-face interview having a lower voice, image, and interaction capacity.
Video Conference Interview
DIFFERENT SYTYLES OF INTERVIEW (Classified into medium)
– Interviews conducted by answering a series of interview questions and sending it through a regular mail or email
Written Interview
DIFFERENT STRUCTURES OF INTERVIEW
– an interview following an identified procedure and sequencing of questions. Questions are based on the results of the job analysis, with a standardized scoring key area provided to evaluate each answer and are all job-related questions.
Structured or Directive Interview
DIFFERENT STRUCTURES OF INTERVIEW
– an unstructured conversational pattern in which an interviewer may pursue points of interests which are unrelated to his/her job application. Unstructured interviews have some problems which includes:
1___ – hiring decisions were based on gut feelings and subjective evaluations.
2____ – also known as first impression effect or halo effect which early information influences the overall perception of the interviewer all throughout the interview procedure.
3____– the performance of one applicant affects the perception of an interviewer towards the following applicants
4____– applicants with similar characteristics or cultural background with the interviewer may receive high scores than other applicants.
5____ – when attractiveness bias influences an interviewer’s decision in the hiring process.
6.____– appropriate and inappropriate nonverbal cues may influence interview results.
Unstructured or Non-Directive Interview
- Poor Intuitive Ability
- Primacy Effect
- Contrast Effect
- Interviewer - Applicant Similarities
- Interviewee Appearance
- Non-verbal Communication
- an interview in which the applicant is made uncomfortable by a series of often rude questions. This technique helps identify hypersensitive applicants and those with low or high stress tolerance.
Stress Interview
– considered being the best predictor of future performance. It focuses on what the applicant has done rather than what they can do.
Behavioral, Past Focus, or Patterned Behavior Description Interview
– can tap an applicant’s problem-solving ability, experience, and common sense. A problematic situation will be given and the interviewee would suggest things that can solve the problem presented.
Examples: When you are dealing with customers, it is inevitable that you are going to get someone angry. Tell us about a time when a customer was angry with you. What did you do to fix the situation?
Situational or Future Focus Interview
– questions that focus on the knowledge of the interviewee about his/her chosen discipline or career. Example: Several months after installing a computer network, the client calls and says that nothing will print on the printer. What could be going wrong
Skills, Skill-Level Determiner, or Knowledge Focus Interview
– designed to assess how an applicant could fit in the organization. Example: What type of work pace is best for you? Describe your experience working with a culturally diverse group of people.
Organizational Fit Focus
An interviewer uses different types of interview questions in order to obtain factual and accurate information about a certain candidate or applicant:
– includes clarifying questions about the information provided in the resume and application forms.
- Examples: I noticed a three-year gap between two of your jobs. Could you tell me about that?
Clarifier
Creating a Scoring Key for Interview Answers – after creating a set of interview questions a way to determine the quality of the answers obtained is to create a scoring key through the following:
▪1____ – scored based on correct and incorrect answers.
▪ 2_____mark answers and then rated with a five-point scale. Benchmark Answers is determined by Subject Matter Experts for a number of possible answers favorable.
▪ 3_____ – scored based on the key issues or word the applicant was able to tackle or provided.
▪ 4_____– where psychological and standardized tests were administered to serve as a measuring tool for a sample behavior and cognition.
5_____ – are structured written, visual or verbal evaluations administered in a standardized condition to asses cognitive, emotional and other functions of an individual
- Right-Wrong Approach
- scored based on bench
- Key-Issues Approach
- Testing and Assessment
- Psychological Tests
CHARACTERISTICS OF PSYCHOLOGICAL TESTS
– administered following a strict and systematic procedures and conditions.
Standardization
An interviewer uses different types of interview questions in order to obtain factual and accurate information about a certain candidate or applicant:
– includes questions that may disqualify an applicant from a wrong answer.
▪ Examples: Can you work overtime without notice?
Disqualifiers
CHARACTERISTICS OF PSYCHOLOGICAL TESTS
– a frame of reference is established where the obtained score is to be compared.
Norms
CHARACTERISTICS OF PSYCHOLOGICAL TESTS
– test results are assessed based on numerical representations and eliminates subjective prejudice and biases.
Objectivity
CHARACTERISTICS OF PSYCHOLOGICAL TESTS
– the overall consistency of the tests, where similar results will occur under consistent conditions
Reliability
CHARACTERISTICS OF PSYCHOLOGICAL TESTS
– the degree to which a test measures what it purports to measure
Validity
CHARACTERISTICS OF PSYCHOLOGICAL TESTS
– the degree to which the measure retains its validity and reliability across various contexts.
Generalizability
TEST ADMINISTRATION
– tests that are supposed to be administered with a single applicant or respondent.
Individual Testing
TEST ADMINISTRATION
– tests that are allowed to be administered with a certain number of applicants or respondents.
▪ Group Testing
TEST ADMINISTRATION
– tests +that are administered with the help of electronic and technological processing unit.
Computerized Testing
TEST ADMINISTRATION
– tests where questions are written and printed in a questionnaire and answers are recorded on an answer sheet.
Paper-and-Pencil Tests
TEST ADMINISTRATION
a ____ has a fixed time limit which all test takers must conform to, it usually contains easy to moderate level questions. A ____ may not have a time limit for it contains a much difficult set of questions.
Speed and Power Tests
TEST ADMINISTRATION
– usually take longer than a paper and pencil test for it assesses an actual performance of an individual for a certain job or task. Tests
Performance Tests
TEST ADMINISTRATION
– ___ tests are that are guided by psychometric standardization, while ___ tests allow subjective evaluation that may include biases and prejudice.
Objective and Subjective Tests
