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Human Resources > Planning for, Recruiting, and Selecting the Workforce > Flashcards

Planning for, Recruiting, and Selecting the Workforce Flashcards

1
Q

What is strategic planning?

A

making decisions about long term business objectives

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2
Q

What is HR planning?

A

anticipate and prepare to have the people necessary to meet objectives for strategic plan

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3
Q

HR planning approaches can be ___ or ____

A

qualitative

quantitative

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4
Q

What are some qualitative HR planning approaches?

A 
management forecast (opinion based on manager's knowledge)
skills inventory (info on current employees)
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5
Q

What are some quanitative HR approaches? (3)

A
  1. Trend analysis (prev year data)
  2. markov analysis (pattern of change: % remain, demoted, transferred, etc)
  3. staffing tables (graphical representation with # employees)
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6
Q

What HR approaches provide info about DEMAND?

A

trend analysis, management forecast, staffing tables (?)

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7
Q

What HR approaches provide info about SUPPLY?

A

staffing tables, markov, skills inventory

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8
Q

What are the HR planning steps?

A
  1. forecast demand for labor
  2. determine supply, external and internal
  3. identify gap between demand vs supply
  4. action plans to eliminate the gap
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9
Q

The gap between worker demand and supply could be ___ or ___. how do you deal with each?

A

oversupply (attrition, LOA without pay, job sharing, reduced hours)

Shortage (hiring, contractors, overtime, retention strategies)

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10
Q

What is recruitment?

A

locating and encouraging potential applicants to apply (from within or outside)

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11
Q

T/F: recruitment doesn’t have to be from outside the company

A

true, internal recruitment

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12
Q

outline the recruitment process: (5)

A
  1. plan for staffing needs
  2. identify current/future job openings
  3. get job info (description and specs)
  4. determine recruitment method (internal/external)
  5. create pool of potential qualified applicants
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13
Q

What are advantages of internal recruitment? (3)

A

rewards employees for good performance

already familiar with org

motivates other employees

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14
Q

What are disadvantages of internal recruitment? (3)

A

lack required training/experience
limited new ideas/perspectives
possible discrimination

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15
Q

Methods for recruiting within:

A

HR management systems (database to track potential candidates)

succession planning (identify, develop, track key employees - plan for future promotions)

internal job posting (boards, intranet, newsletter)

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16
Q

What are the pros of external recruitment? (3)

A

brings unique skills needed now
more variety of experiences and perspectives
innovation and creativity

17
Q

what are the cons of external recruitment? (3)

A

no first-hand info about past performance
new employee unfamiliar with org. and industry
larger applicant pool -> higher cost

18
Q

What is the labour market?

A

geographical area from which the organization recruits

19
Q

What affects the size of the labour market?

A

type of job
requirements
salary
supply of labour

20
Q

what are methods of recruiting from outside? (9)

A 
advertisements (websites, newspaper, TV)
internet
employment agencies & headhunters
educational institutions
open house/job fairs
employee referrals
unsolicited applications
professional organizations
union lists
21
Q

What is ‘selection?’ What are the parts of selection?

A

process of choosing individuals with relevant qualifications who will perform best on the job

  1. assess qualifications
  2. choose the most suitable
22
Q

What is the major challenge in selection?

A

getting info that is reliable and valid

23
Q

What is ‘reliability?’

A

how well the selection procedures (tests, interviews) yield comparable data over time

24
Q

What is ‘validity?’

A

how well the selection procedure (tests, interviews) measure attributes and ability to do the job
(how applicable it is)

25
Q

What is the general process for selection?

A
  1. complete application + resume
  2. pre-screening
  3. employment tests
  4. interview (one-on-one, panel, phone, internet)
  5. reference checks
  6. hiring decision
26
Q

What factors affect the selection decision?

A
  1. job requirements (KSAs)
  2. Org. culture
  3. org. restraints (policies, finances, recruitment sources)
27
Q

What are sources of info for the selection process?

A
  1. application forms and resumes
  2. interviews
  3. tests
  4. reference checks
28
Q

What is an application form and what is the purpose of it?

A

quick systematic form that asks for basic specific info

provide info on min. requirements
basis for interview questions
sources for ref. checks

29
Q

What do resumes provide?

A

basic info

info on creativity, personality, interests

30
Q

T/F: interviews are very widely used for selection

A

true

31
Q

What are some interview methods?

A

one on one
panel/group
phone
internet

32
Q

What are some types of interview questions?

A

Structured questions

  • behavioural (past experience)
  • situational (hypothetical)

Unstructured questions

33
Q

Guideline for conducting an interview: (10)

A 
plan the course of the interview
establish rapport
be active listener
pay attention to nonverbal cues
provide info honestly
no 'leading' questions
separate facts from inferences
recognize biases/stereotypes
control course of interview
standardize questions
34
Q

What are the 2 main categories of tests?

A

aptitude tests (measure capacity to learn skills)

achievement tests (measure what they already know)

35
Q

What are some test types?

A 
cognitive
personality/interests
emotional intelligence
physical ability
job sample (relevant task)
substance abuse
36
Q

Why are reference checks used? What is the issue?

A

provide a subjective ‘picture’ of the applicant

not highly predictive of good performance, concerns with liability

37
Q

T/F: reference checks are very reliable and well correlated with performance

A

False

38
Q

What is a BDI?

A

behavioural description interview

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