Quiz 2 Flashcards
labor demand
number of people an organization needs
HR planning
process used to ensure organizations have the right number of people with the right skills
recruitment
the process of creating a pool of qualified candidates for any particular job
reliability
consistency of measurement
validity
achieves the results you need
socialization
learning the culture & background of an organization through orientations, etc.
major turnover costs
separation, recruitment, selection, hiring, productivity
applicant-centered approach to recruiting
treating applicants like customers to demonstrate the company’s culture towards its customers
methods of recruiting
Current Referrals Former employees Former military Customers Advertisements Employment agencies College recruiting Social media
non-traditional recruiting
often occurs when there is a shortage of workers in the necessary field and employers take untrained applicants and train them
you cannot have _____ without _____
validity, reliability
selection tools
letters of recommendation applications ability tests --- cognitive, work sample personality tests honesty tests interviews
big 5 personality traits
openness to experience conscientiousness extraversion agreeableness narcissism/emotional stability
types of questions in a structured interview
situational (scenarios) job knowledge (specific procedures) worker requirements (working overtime, weekends, etc)
employee separation
termination of an employee’s membership in an organization
turnover rate
rate of employee separations in an organization
exit interview
last interview before voluntary separation so the organization can find out why the person is leaving
voluntary separation
the employee ends the relationship with the employer (quitting, retiring)
involuntary separation
the employer terminates the separation
downsizing vs. rightsizing
downsizing - reducing the number of employees
rightsizing - reorganization of employees
potential challenges of early retirement
too many people might accept the offer
could be perceived as age discrimination
alternatives to layoffs
hiring freeze
attrition - not filling spots when people leave
changing job design
retraining employees to do other jobs
WARN act
employers with 100 or more employees must give 60 days’ notice to employees who will be laid off as a result of a plant closing or a mass separation of 50 or more workers
layoff criteria
seniority (last in, first out)
performance evaluations
both have advantages/disadvantages
communicating the news of layoffs
coordinate media relations (control rumors) maintain security (escorts) reassure survivors (minimize anxiety, explain financial reasons, and listen to concerns)
goals of outplacement
reduce morale problems
minimize litigation initiated by separated employees
assist separated employees with finding a comparable job as soon as possible
types of outplacement
emotional support
job search assistance
labor supply
the availability of workers who have the right skills
