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)
