Operative HRM: Planning and Recruiting

Question 1

Planning: two types

Answer 1

Qualitative and Quantitative

Question 2

Planning: Job Analysis

Answer 2

Job Description + Job Specifications

Process to determine skills, duties and knowledge needed to perform certain job

Question 3

Planning: Job Description

Answer 3

Essential Content (Tasks, Duties, …)

Question 4

Planning: Job Specification

Answer 4

Minimal acceptable qualifications required for certain job (Knowledge, Skills, …)

Question 5

Competences - 2 types

Answer 5

Technical <=> Social

Question 6

Operationalise

Answer 6

Being able to measure skills

Question 7

Active Sourcing - definition & advantages

Answer 7

Actively looking for new employees eg via linked in or head hunter
• Find exact right match
• Candidate feels valued / flattered
• shorter recruitment process

Question 8

Recruitment Process (marketing wise)

Answer 8

• Segmentation - Determine Target Group
• Choice Message - to reach right target group
• Choice Channel - to reach right target group

Question 9

Recruitment: Employer Branding

Answer 9

=> part of HR Marketing – Differences unimportant

Brand makes promises to its employees that the experience should proof right

Internal and external audience

Question 10

Recruitment: Employer Branding - Integrated Concept

Answer 10

• Corporate Brand: Influencers and Investors
• Consumer Brand: Partners and Customers
• Talent Brand: Employees and Candidates=> Core: brand Essence

All need to fit together

Question 11

Recruitment: Employer Branding - Targets

Answer 11

• Internal:
Enhance employee retainment

• External:
Attract potential new employees

Question 12

Recruitment: Employer Branding - Continuous Improvement Process

Answer 12

EB needs measurable success
• HR Controlling
• Find KPI that fit the exact Company

Question 13

Selection: Process

Answer 13

• Preliminary Screening
• Selection Test
• Employment Interview
• Preemployment Screening

Question 14

Selection: Types of interviews

Answer 14

• One on One Interview <=> Group Interview
• Structured 
    1) Icebreaker
    2) Info Collection
• Stress Interview
• Assessment Center

Question 15

Selection: Tests must include…

Answer 15

• Standardisation - same conditions for everyone (time)
• Objectivity - unambiguous results (right/wrong)
• Norms - performances must be comparable to each other
• Reliability - repeat -> same outcome
• Validity - relationship between in the job performance and test performance (-1 to 1)

Question 16

Halo Effect

Answer 16

Bias error that ocurr when a rater generalizes an employee’s good or bad behavior on one aspect of the job to all aspects of the job

Question 17

Contrast Error

Answer 17

Bias error that occurs when the rater compares an employee to other employees instead of explicit performance standards

Question 18

Recruiting/Selection - KPI

Answer 18

• Quality of hire (leadership ability, cultural fit)
• Time to Hire Requirements
• Hiring Manager Satisfaction
• Turnover Rate

Question 19

Similarity Effect

Answer 19

Judge people favourable that rater thinks are similar to him