The Human Resource & Recruitment and Selection Flashcards
Core HR sections (6)
Recruitment
Compensation & Benefits
Employee Relations
Training & Development
Workforce Safety
Legal Relations/Compliance
Aims to teach employees new skills to optimise their performance
Upskill
Also known as professional recycling — sets out to train employees to adapt to a different post within the company.
Reskill
HR Sections (extra functions) (4)
Administration
Facilities/Security
Organizational Development
Others
Hierarchy of HR titles
Senior Level Job
Middle Level Job
Lower Level Job
Strategic approach to managing an organization, human resources with a focus on attracting, developing, retaining, and maximizing the potential of talented individuals to achieve the organization’s goals and objectives
Talent management
Main activities of HR (4)
Acquisition
Development
Motivation
Maintenance of HR
Main activities of HRM which includes recruitment, strategies, candidate evaluation, and making informed hiring decisions to bring in the right talent
Acquisition
Main activities of HRM which includes training programs, career development initiatives, mentoring, and continuous learning opportunities
Development
Main activity of HRM about creating positive work environment recognizing employee contributions and implementing strategies to increase employee engagement and job satisfaction
Motivation
Main activities of HRM which includes managing employee relations, ensuring fair compensation and benefits, addressing workplace concerns, and creating a safe and inclusive workplace culture
Maintenance of HR
2 major functions of HRM
Basic
Operative
Major function of HRM about planning, organizing, directing, and controlling
Basic
Major function of HRM about procurement of employees, placement and utilization of employees, T&D, motivating employees, compensating, maintaining good industrial relations, and record keeping
Operative
Refers to the process of developing the knowledge, skills, abilities, and attitude of employees within an organization to enhance their performance
Human Resource Development
Difference of HRD & HRM
HRD
Scope: specifically focuses on the development and growth of employees
Function: emphasizes creating a learning culture and supporting employees’ professional development.
HRM
Scope: covers a wide range of functions that span the entire employee lifecycle.
Function: Has a more strategic focus
Process an organization uses to analyze its workforce and determine the steps it must take to prepare for future staffing needs; process of ESTIMATING AND PROJECTING THE SUPPLY AND DEMAND for different categories of personnel in the organization for the years to come; most important managerial function of an organization
HR Planning/Workforce Planning
Main objective of WFP
IDENTIFY THE HUMAN CAPITAL (KSA) requirement of the organization and how to acquire them; can be used to “optimize” current workforce in the organization
HRP process (4)
Supply analysis
Demand analysis
Gap analysis
Solution analysis
HRP process about supply forecasting; also referred to as staffing assessment
Supply analysis
HRP process about demand forecasting; includes a review of business plans and objectives
Demand analysis
HRP process about estimating workforce gap; identifies human capital availability and deficiencies
Gap analysis
HRP process about formulating HR plans;
focuses on how to address gaps in current and future staffing needs
Solution analysis
Factors affecting workforce planning (3)
External challenges
Organizational decisions
Workforce factors
Factors affecting workforce planning
Economic developments, political,
legal, social, technological changes, and competition
External challenges
Factors affecting workforce planning
Divesting, investing, downsizing,
and merger
Organizational decisions
Factors affecting workforce planning
Quality and quantity, and diversity of
workforce
Workforce factors
Most important managerial function of an
organization.
Human Resource Planning
HRP ensures 3 main things:
Adequate supply of human resources
Proper quality of human resources
Effective utilization of human resources
3 segments of hiring process
Planning
Recruitment
Selection
Segment of hiring process which involves establishing the foundation for the hiring process by defining the job role, responsibilities, and required qualifications.
Planning
Segment of hiring process which is a process of attracting potential applicants to a vacant position
Recruitment
Segment of hiring process which is a process of selecting the most qualified candidates among the applicants.
Selection
4Bs of talent acquisition
Buy
Build
Borrow
Bind
(Bridge)
(Bounce)
Developing internal talent (usually a longer-term plan)
Build
Acquiring the necessary external talent; go to the external market to find the best talent that cannot be built in-house in the timeframe required
Buy
Contracting, outsourcing or bringing in other units; cultivate communities of talent, including part-time, freelance, contract and temporary workers to complement existing skills
Borrow
Retaining key employees and capabilities.
Bind
Removing employees and using performance management or redundancy.
Bounce
Help people move on and move up to new roles inside or outside the organization
Bridge
2 basic concepts of selection
Employee Selection
Selection Process
Basic concept of selection that is done to hire people who are likely to be successful on the job, as organizational performance is dependent on having employees who perform their jobs well
Employee Selection
Basic concept of selection which is a process of selecting best suitable person out of all applicants using various valid and reliable methodologies
Selection Process
3 common assessment methods
Resume or Curriculum Vitae
Assessment centers
Interview
4 characteristics of effective selection techniques
Reliable
Valid
Cost efficient
Far and Legally Defensible
6 characteristics of a psychological test
Standardization
Objectivity
Norms
Reliability
Validity
Generalizability
7 types of psychological test
Projective test
Personality test
Cognitive Ability tests
Interest test
Achievement test
Aptitude test
Work Sampling Technique/Activity Sampling
2 categories of personality test
Measurement of Psychopathology
Measurement of Normal Personality
3 limitations of psychological tests
Unfair rejection/acceptance
Faking test responses
Attitudes toward testing
2 types of unfair rejection/acceptance
Type I | False Positive
Type II | False Negative
Acceptance of unqualified support
Type I| False Positive
Rejection of qualified applicant
Type II | False Negative
Decisions to select or reject (3)
Adjusted Top-Down Selection
Rule of Three
Passive Score
2 types of passive score
Multiple Cut-Off Approach
Multiple Hurdle Approach
5 organizational attributes
-Organization’s success and reputation
-Rewards and compensation
-Development and advancement opportunities
-Work/Life balance
-Quality of people
Sum of everything the people in the organization experience and receive while they are part of the organization; about how well the company fulfills people’s needs expectations, and dreams
Employee Value Proposition (EVP)
3 key areas of EVP
Infrastructure
Compensation
Relationships
Personality of company to attract current and future talents; highlights EVP in reaching out to target talent markets; focused on the persuading factors for competitive edge
Brand/Branding
2 most important things that HR does
Talent acquisition
Talent retention
What the community says about the company
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