Operative HRM: Planning and Recruiting Flashcards
Planning: two types
Qualitative and Quantitative
Planning: Job Analysis
Job Description + Job Specifications
Process to determine skills, duties and knowledge needed to perform certain job
Planning: Job Description
Essential Content (Tasks, Duties, …)
Planning: Job Specification
Minimal acceptable qualifications required for certain job (Knowledge, Skills, …)
Competences - 2 types
Technical <=> Social
Operationalise
Being able to measure skills
Active Sourcing - definition & advantages
Actively looking for new employees eg via linked in or head hunter
• Find exact right match
• Candidate feels valued / flattered
• shorter recruitment process
Recruitment Process (marketing wise)
- Segmentation - Determine Target Group
- Choice Message - to reach right target group
- Choice Channel - to reach right target group
Recruitment: Employer Branding
=> part of HR Marketing – Differences unimportant
Brand makes promises to its employees that the experience should proof right
Internal and external audience
Recruitment: Employer Branding - Integrated Concept
- Corporate Brand: Influencers and Investors
- Consumer Brand: Partners and Customers
- Talent Brand: Employees and Candidates=> Core: brand Essence
All need to fit together
Recruitment: Employer Branding - Targets
• Internal:
Enhance employee retainment
• External:
Attract potential new employees
Recruitment: Employer Branding - Continuous Improvement Process
EB needs measurable success
• HR Controlling
• Find KPI that fit the exact Company
Selection: Process
- Preliminary Screening
- Selection Test
- Employment Interview
- Preemployment Screening
Selection: Types of interviews
• One on One Interview <=> Group Interview
• Structured
1) Icebreaker
2) Info Collection
• Stress Interview
• Assessment CenterSelection: Tests must include…
- 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)
Halo Effect
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
Contrast Error
Bias error that occurs when the rater compares an employee to other employees instead of explicit performance standards
Recruiting/Selection - KPI
- Quality of hire (leadership ability, cultural fit)
- Time to Hire Requirements
- Hiring Manager Satisfaction
- Turnover Rate
Similarity Effect
Judge people favourable that rater thinks are similar to him
