Week 12: Managing HR (Ch. 11)

Question 1

People-centered practices (Pfeffer)

Answer 1

• Protection of job security
• Rigorous hiring process
• Employee empowerment
• Compensation linked to performance
• Comprehensive training
• Reduction of status differences
• Sharing of key information

Question 2

General model of HR

Answer 2

Question 3

Recruiting technique success rates

Answer 3

Top 5 Search:
* Corporate web sites 70%
* General job-listing sites 67%
* Classified Ads 53%
* Referrrals 52%
* Headhunter/Agencies 35%

Question 4

Tips for recruiting

Answer 4

• Use social networks of existing employee and friends
• Use personal contact
• Target (online better than broad)
• Proofread all ads

Question 5

Characteristics of good training

Answer 5

• Determine specific training needs,
• Select appropriate training methods
• Evaluate training.

Question 6

Development options

4 ways

Answer 6

• Education
• Assessment and feedback
• Work Experiences
• Relationships

Question 7

Managers as Teachers

Answer 7

• Explain basic concepts (TELL)
• Demonstrate performance (SHOW)
• Solicit practice (WATCH)
• Provide constructive feedback (ENCOURAGE)
• Repeat as necessary

Question 8

Job analysis, description, specification

Answer 8

1. A job Analysis is a purposeful, systematic process for collecting information on the important work-related aspects of a job.
2. A job description is a written description of the basic tasks, duties, and responsibilities required of an employee holding a particular job
3. Job specifications, which are often included as a separate section of a job description, are a summary of the qualifications needed to successfully perform the job.

Question 9

Structured and unstructured interviews

Answer 9

1. Unstructured interviews
Interviewers ask applicants anything they want. Every applicants gets a different question
2. Structured interviews,
Standardized interview questions
All applicants are asked the same job-related questions. (only job related)

Question 10

Appraisal options

Answer 10

• Objective measures (best)
• Subjective rankings
  
  • Graphic Rating Scale (worst)
  • BOS. BARS (better)

Question 11

Bona fide occupational qualification (BFOQ)

Answer 11

An exception in employment law that permits sex, age, religion, and the like to be used when making employment decisions, but only if they are “reasonably necessary to the normal operation of that particular business.”

Question 12

Equal Employment Opportunity Commission (EEOC)

Answer 12

The general effect of this body of law is that employers may not discriminate in employment decisions on the basis of sex, sexual orientation, gender identity, age, religion, color, national origin, race, disability, or genetic history.

Question 13

Guidelines for effective interviews (Ex 11.7)

3 stages and definitions

Answer 13

Question 14

Training objectives and methods (Ex 11.8)

3 objectives

Answer 14

Training Objectives
1. Impart information and Knowledge
2. Develop Analytical and Problem solving skills
3. Practice, Learn, or change job behaviors
4. Impart Information and Knowledge; Develop Analytical and Problem-Solving Skills; and Practice, Learn, or Change Job Behaviors

The methods are very long, but simple. so look in the book :(

Question 15

Terminating employees (sec. 11-6b)

2 things to consider and wrongful discharge def

Answer 15

• First, in most situations, firing should not be the first option. Instead, employees should be given a chance to change their behavior.
• Second, employees should only be fired for a good reason.
  Wrongful discharge: a legal doctrine that requires employers to have a job-related reason to terminate employees

Question 16

Functional and dysfunctional turnover (sec. 11-6e)

Answer 16

Functional turnover is the loss of poor-performing employees who choose to leave the organization
Dysfunctional turnover is the loss of high performers who choose to leave, is a costly loss to the organization.