He currently serves on the editorial board of the Academy of Management Journal, the Journal of Applied Psychology, Personnel Psychology, and Organizational Behavior and Human Decision Processes. Previously, he was a professor in the Department of Management at Michigan State University and the Industrial Relations Center at the Carlson School of Management, University of Minnesota.
Engaging, Focused, and Applied: Our Approach in Fundamentals of Human Resource Management
All aspects of human resource management, including the acquisition, preparation, development and compensation of employees, can help companies meet their competitive challenges and create value. For example, personnel management practices at companies such as SAS, Google, Edward Jones and W.
Organization
Job importance — The extent to which the job has an important impact on other people's lives. Feedback — The extent to which an individual receives clear information about performance effectiveness from the work itself.
Instructor’s Manual
Test Bank
EZ Test
Videos
Online Learning Center
Self-Assessments and Test Your Knowledge Quizzes
Manager’s Hot Seat
Skills of HR professionals 13 HR responsibilities of superiors 14 Ethics in human resource management 15 Employee rights 15.
Introduction
What Do I Need to Know?
We begin by discussing why human resource management is an essential element of organizational success. We then turn to the elements of human resource management: the roles and skills required for effective human resource management.
Human Resources and Company Performance
The chapter then describes how all managers, not just human resource professionals, participate in activities related to human resource management. Human resource management is critical to the success of organizations because human capital has several qualities that make it valuable.
Responsibilities of Human Resource Departments
In the next chapter we'll see some of the changes that HR managers are planning, and in Chapter 16 high-performance work systems are examined in more detail. No two HR departments perform exactly the same roles due to differences in organizational size and workforce characteristics, industry and management values.
Analyzing and Designing Jobs
Let's look at an overview of HR functions and some of the options available for implementing them.
Recruiting and Hiring Employees
Training and Developing Employees
Decisions related to training and development include whether the organization will emphasize enabling employees to perform their current jobs, preparing them for future jobs, or both. Other organizations may prefer a simpler, more flexible approach to encouraging employees to participate in external training and development programs as needs are identified.
Managing Performance
An organization may offer programs to a few employees that it wants to invest in, or it may have a philosophy of investing in training for all of its employees. Some organizations, especially large ones, may have extensive formal training programs, including classroom and online training programs.
Planning and Administering Pay and Benefits
Keeping track of this involves extensive recording and reporting to management, employees, government and others.
Maintaining Positive Employee Relations
PUTTING COMPENSATION IN PERSPECTIVE
The Human Resources Department maintains communication with union representatives to ensure that problems are resolved as they arise.
Establishing and Administering Personnel Policies
Ensuring Compliance with Labor Laws
Supporting the Organization’s Strategy
Stakeholders are the parties who have an interest in the company's success; typically this includes shareholders, the community, customers and employees. Stakeholders The parties with an interest in the company's success (typically shareholders, the community, customers and employees).
Skills of HRM Professionals
A person with this skill points out the ways in which effective human resource management can help the company seize opportunities and face threats to the business. Business allies — know how the business makes money, who its customers are, and why customers buy what the company sells.
HR Responsibilities of Supervisors
Successful HR professionals must be able to share information, build relationships and influence people inside and outside the company. Understanding the principles of communication, motivation, and other elements of human behavior can help supervisors inspire the best from the organization's human resources.
Employee Rights
Right to freedom of conscience – People have the right to refuse to do what violates their moral beliefs, as long as those beliefs reflect generally accepted norms. Freedom of speech – People have the right to criticize the ethics of an organization if they do so in good conscience and their criticism does not infringe on the rights of individuals within the organization.
Standards for Ethical Behavior
Perhaps redesigning jobs or reassigning employees would allow the technologist to meet her own ethical standards without compromising the laboratory's efficiency—perhaps even improving it or expanding the skills of some employees. Whether such goals are possible or not, ethics would require the supervisor to be clear and respectful in reviewing the job requirements with the technologist (without criticizing the technologist's personal views) so that this employee can decide whether she is in her position at the technologist must stay. laboratory.
Careers in Human Resource Management
18 The company's human resources staff should assist the supervisor in carrying out these responsibilities. The primary professional organization for HRM is the Society for Human Resource Management (SHRM).
Organization of This Book
SHRM is the world's largest association for human resource management, with more than 250,000 professional and student members worldwide. Many chapters also include an 'eHRM' framework that identifies ways in which HR professionals are applying information technology and the Internet to help their organizations excel in the rapidly changing modern world.
SUMMARY
Technical skills of HR professionals include knowledge of current techniques, applicable laws and computer systems. Careers in human resource management may involve specialized work in areas such as recruitment, training or labor relations.
KEY TERMS
Although many organizations have HR departments, non-HR managers need to know the basics of HRM and their role in human resource management. Human resource management means strengthening communication with employees and caring for their well-being, but it also involves a lot of paperwork and various non-human skills, as well as knowledge of the economy and legislation.
REVIEW AND DISCUSSION QUESTIONS
Bill Conaty, who spent four decades in human resources leadership roles at General Electric (GE), effectively synthesized this agenda. While companies must focus on becoming more attractive over the long term by developing the type of culture, environment and team that outstanding executives want to join, they must also focus immediately on winning the coming battle for executive talent one leader at a time. " And it's not just about money.
BUSINESSWEEK CASE
The TSA, part of the Department of Homeland Security (DHS), sought to become the exception, a performance-oriented government agency. Which, if any, of the human resources practices described in this case do you think can contribute to greater efficiency and effectiveness of TSA employees.
IT’S A WRAP!
NOTES
The chapter then turns to major changes in technology, particularly the role of the Internet. Finally, we examine the changing nature of the employment relationship, in which careers and jobs are becoming more flexible.
Change in the Labor Force
It begins with an examination of the modern workforce, including trends that will determine who will participate in the workforce of the future. Next is an exploration of how HRM can support a range of trends in organizational strategy, from efforts to maintain high-performance work systems to changes in organizational size and structure.
An Aging Workforce
Examples of the resilience of the American worker come from those who are coping with the economic downturn by combining part-time jobs and contract jobs paying enough to make ends meet. 2 The distribution of hours between part-time shifts reflects various trends, including a shortening of the average work week in response to lower demand, as well as the growing popularity of websites to match independent contractors with short-term work assignments.
A Diverse Workforce
As a result, organizations cannot afford to ignore or discount the potential contributions of women and minorities. Employers will need to ensure that employees and HRM systems are bias-free and value the perspectives and experiences that women and minorities can contribute to organizational goals such as product quality and customer service.
Skill Deficiencies of the Workforce
Valuing variety is part of Safeway's approach to competing with specialty grocers and big box stores like Walmart and Target. At Whirlpool, for example, production workers need algebra skills to ensure steel sizes conform to specifications; the company had to develop training programs to provide these skills.
High-Performance Work Systems
In some areas, companies and communities have established apprenticeship and training programs to address labor shortages.
Knowledge Workers
Occupations for Job Growth
18 They meet weekly to discuss issues such as quality and diversity and to suggest new ideas that can benefit the company. Reliance on knowledge workers also affects organizations' decisions about the types of people they hire and select.
Employee Empowerment
19 They are moving away from focusing on specific skills, such as operating a particular type of machine, and towards a greater emphasis on general cognitive skills (thinking and problem solving) and interpersonal skills. In addition, for successful empowerment, managers must be skilled in connecting employees with resources inside and outside the organization, such as customers, colleagues in other departments, and websites with the necessary information.
Teamwork
Managers should also encourage employees to interact with staff throughout the organization, should ensure that employees receive the information they need, and should reward cooperation. Teamwork is reinforced through HR practices such as basing compensation in part on performance reviews by other team members.
Focus on Strategy
High Quality Standards
Based on these values, the TQM approach provides guidelines for all the organization's activities, including human resource management. Under the slogan "Enable, Empower, Engage" the emphasis is on inviting and responding to ideas from employees.
Mergers and Acquisitions
The pace of change may seem exhausting, but employees more often feel energized because they feel heard and because they have a sense that what they do matters.
HR A COMPONENT OF QUALITY AT MESA PRODUCTS
Also, HR professionals should sort out the differences between the two companies' practices in compensation, performance appraisal, and other HR systems.
Downsizing
Early retirement programs are humane, but they essentially reduce the workforce with a "grenade" approach - they don't differentiate between good and bad workers, but eliminate an entire pool of employees. Another HRM challenge is raising the morale of employees who remain after downsizing; this is discussed in more detail in Chapter 5 and in "HR How To".
Reengineering
In fact, research shows that when companies downsize by offering early retirement programs, they typically rehire within a year to replace essential talent. 29 All employees should be informed why the downsizing is necessary, what costs need to be cut, how long the downsizing will last, and what strategies the organization plans to pursue.
Outsourcing
One study suggests that 8 out of 10 companies outsource at least one HR activity, and a more recent study found that 91 percent of the 31 US HR professionals remaining at Cardinal work in strategic areas such as talent management, organizational effectiveness and total rewards. while ExcellerateHRO provides routine services.
Expanding into Global Markets
LEADING AFTER LAYOFFS
Organizations with international operations hire at least some of their employees in foreign countries where they operate. Recruiting in developing countries such as India, Mexico and Brazil gives employers access to people with potential who are eager to work but will accept lower wages than elsewhere in the world.
Technological Change in HRM
In addition to hiring an international workforce, organizations must be prepared to send employees to other countries. For an organization with 17,000 employees, automation makes it practical to maintain focus on how staffing, training and compensation decisions contribute to the group's mission.
The Internet Economy
Electronic Human Resource Management (e-HRM)
One solution is to set up e-HRM on an intranet, a network that uses Internet tools but limits access to authorized users in the organization. 41 Whether a company uses an intranet or a web portal, it must ensure that it has adequate security measures in place to protect employee privacy.
Sharing of Human Resource Information
For example, managers can schedule job interviews or performance reviews, guided by the system to provide the necessary information and follow each step required by company procedures. 43 To further support management decisions, a company can create an HR dashboard, or a display of how the company is performing on certain HR metrics, such as productivity and absenteeism.
Change in the Employment Relationship
More sophisticated systems extend management applications to decision making in areas such as compensation and performance management. For example, Cisco Systems helps with talent management by showing on its HR dashboard how many of its people move and why.
A New Psychological Contract
HIGH-TECH SCHEDULING AT BANK OF THE WEST
In the traditional version of this psychological contract, organizations expected their employees to contribute time, effort, skills, abilities, and loyalty. 48 But if four years in a company is typical, it corresponds to many employers during one's career.
Flexibility
LO1 Describe trends in the composition of the workforce and how they affect personnel management. In the traditional version, organizations expected their employees to contribute time, effort, skills, abilities and loyalty in exchange for job security and opportunities for promotion.
REVIEW AND DISCUSSION QUESTIONS KEY TERMS
When an organization decides to operate facilities in other countries, how can HRM practices support this change? Would you be more attracted to the role of HR professional in an organization that outsources?
BUSINESSWEEK CASE
The Hershey Company's mission statement brings to mind its signature chocolate bars and kisses: "Bringing sweet moments of Hershey happiness to the world every day." Living out that mission is about more than candy, though. When Hershey offered training on the characteristics of the different generations of workers, manager Mary Parsons became interested in how this could apply to building a workforce that better embraces this type of diversity and fulfills the value of "unleashing human potential." One application of this idea was the creation of a mentoring program for the research and development group.
Case: Hershey’s Sweet Mission
Not Many Jobs Know the Answer,” HR Focus, May 2008, Business & Company Resource Center, http://galenet.galegroup.com. Selects Halogen as Standard for Talent Management,” Internet Wire, February 11, 2009, Business & Company Resource Center, http://galenet.galegroup.com.
Regulation of Human Resource Management
The judicial branch, the federal court system, affects employment law by interpreting the law and holding hearings regarding violations of the law. The Supreme Court, at the head of the judicial branch, is the court of final appeal.
Equal Employment Opportunity
Some executive orders regulate the activities of organizations that contract with the federal government. Supreme Court decisions are binding; they can only be undone by laws passed by Congress.
Constitutional Amendments
For example, President Lyndon Johnson signed Executive Order 11246, which requires all federal contractors and subcontractors to engage in affirmative action programs designed to hire and promote women and minorities. The Equal Pay Act of 1963 requires men and women doing equal work to receive equal pay.
Legislation
Thus, a person may bring a claim under the Fourteenth Amendment if he or she was fired from a state university (a government organization), but not if the person was fired from a private employer.
Civil Rights Acts of 1866 and 1871
Equal Pay Act of 1963
Age discrimination complaints make up a large percentage of complaints filed with the Equal Employment Opportunity Commission, and whenever the economy is slow, the number of complaints increases. For example, as shown in Figure 3.1, the number of age discrimination cases increased in 2008 and 2009, when many firms were.
VERIZON CONNECTS WITH DISABLED WORKERS
As shown in Table 3.2, the amount of damages depends on the size of the organization accused of discrimination. When members of the armed services were called up after the September 2001 terrorist attacks, a 1994 employment law—the Uniformed Services Employment and Reemployment Rights Act (USERRA)—took on new meaning.
Executive Orders
The Government’s Role in Providing for Equal Employment Opportunity
Equal Employment Opportunity Commission (EEOC)
The EEOC's other option, which it uses less often, is to help the alleged victim file a lawsuit in federal court. EEO-1 Report The EEOC's employer information report, which counts employees by job category, gender, ethnicity, and race.
Office of Federal Contract Compliance Procedures (OFCCP)
In addition to handling complaints and lawsuits from alleged violators, the EEOC issues guidelines to help employers determine when their decisions violate laws enforced by the EEOC. For example, the Uniform Guidelines on Employee Selection Procedures are a set of guidelines issued by the EEOC and other government agencies.
Businesses’ Role in Providing for Equal Employment Opportunity
Courts often refer to the Uniform Guidelines to determine whether a company has engaged in discriminatory conduct. Similarly, in the Federal Register, the EEOC has published guidelines that provide details about what the agency will consider illegal and legal in its treatment of individuals with disabilities under the Americans with Disabilities Act.
Avoiding Discrimination
VIDEO RÉSUMÉS—PERILOUS POLICY?
Disproportionate Impact A condition in which employment practices are ostensibly neutral but disproportionately exclude a protected group from employment opportunities. 12 A commonly used disparate impact test is the four-fifths rule, which finds evidence of discrimination if the employment rate for a minority group is less than four-fifths of the employment rate for the majority group.
Providing Reasonable Accommodation
In some situations, a disabled person can provide their own accommodation, which the employer allows, as in the case of a blind worker who has a guide dog for work. If accommodating a disability would require significant expense or difficulty, the employer may be exempt from the reasonable accommodation requirement (although the employer may have to defend this position in court).
Preventing Sexual Harassment
First, an organization can develop a policy statement that makes it very clear that sexual harassment in the workplace will not be tolerated. Finally, management can prepare to take immediate action to discipline those who engage in sexual harassment and to protect victims of sexual harassment.
Valuing Diversity
Construction company after investigating a male ironworker's complaint that he was the victim of male-on-male sexual harassment by the company's site superintendent. In addition, the organization can develop a mechanism to report sexual harassment in a way that encourages people to speak out.
RESPONDING TO COMPLAINTS OF HARASSMENT
According to the ironworker, the supervisor subjected him to ridicule, verbal abuse and sexual harassment. Valuing diversity, especially in support of an organization's mission and strategy, is not necessarily limited to categories protected by law.
Occupational Safety and Health Act (OSH Act)
The caricatures hang on the walls of Root's lobby, where customers and coworkers alike can see the employees as more than stereotypes and learn what makes each employee special. Other ways Root expresses appreciation for individual differences include employee assessments of coworkers' strengths, a budget for employee-selected training goals, and monthly meetings where employees are encouraged to describe each other's performance.
General and Specific Duties
For example, NIOSH is currently investigating the exposure of nail salon workers to fumes from solvents contained in nail products. NIOSH is measuring how effective these tables are at reducing fume exposure and will use the information from the survey to develop educational guidelines to protect nail salon workers.
Enforcement of the OSH Act
The officer - usually accompanied by a representative of the employer (and possibly an employee representative) - then conducts a "round the clock" tour of the employer's premises. After an inspection, OSHA gives the employer a reasonable time frame within which to correct the identified violations.
Employee Rights and Responsibilities
After presenting proof of identity, the compliance officer informs the employer of the reasons for the inspection and describes in general the procedures necessary to carry out the investigation. In addition, if an OSHA violation results in citations, the employer must post each citation in a prominent place near the location of the violation.
Impact of the OSH Act
Employer-Sponsored Safety and Health Programs
Identifying and Communicating Job Hazards
Causes of Workplace Injuries
3 Struck by object – Damage caused by being struck by an object, such as a tool falling on a worker from above. 5 Struck against object – Injuries sustained by workers striking themselves against an object, such as a worker walking into a door frame.
Reinforcing Safe Practices
Employees new to the workforce may not be aware of the health and safety laws that are supposed to protect them. Similar practices for preventing other types of injuries are available in trade publications, through the National Safety Council, and on the Occupational Safety and Health Administration website (www.osha.gov.
Promoting Safety Internationally
Stefan Stern, “Kids are OK, but need help”, Financial Times, 23 February 2010, Business &. Equal Employment Opportunity Commission, “Vail Corporation Pays $80,000 to Settle EEOC Religious and Sexual Harassment Lawsuit,” news release, June 22, 2009, http://www.eeoc.gov.
Work Flow in Organizations
This chapter discusses the analysis and design of work and in doing so lays out some considerations that go into making informed decisions about how to create and connect work.
Work Flow Analysis
In some companies, so much effort has gone into analyzing and refining work processes to improve efficiency that when demand plummeted in the last recession, the cuts—as great as they were—. The final stage in the work flow analysis is the identification of the inputs used in the development of the work unit's product.
Work Flow Design and an Organization’s Structure
Job Analysis
Job Descriptions
This helps the employee understand what is expected, but it should not be presented as a limitation of the employee's commitment to quality and customer satisfaction. Many job descriptions include the phrase and other duties as requested as a way to remind employees not to tell their supervisor, "But that's not part of my job."
Job Specifications
Title of the position: The title should be descriptive and, if applicable, indicate the level of the position in the organization. Additional Responsibilities — The job description may state that the position requires additional responsibilities as requested by the supervisor.
WRITING A JOB DESCRIPTION
They can only be seen when individuals are doing TDR work - and then if they can show the product. Based on the information gathered, the next step is to determine which activities are essential tasks in the workplace.
Sources of Job Information
However, you can draw conclusions later about the person's skills by looking at examples of his or her photos. A manager trying to fill a position needs information about the required characteristics and the characteristics of each applicant.
Position Analysis Questionnaire
Other Characteristics - The activities, conditions, and characteristics other than those previously described that are relevant to the job. The PAQ headquarters uses a computer to score the questionnaire and generate a report describing the scores on the job dimensions.
Fleishman Job Analysis System
PAQ also has the advantage of considering the entire work process, from inputs to outputs. However, the person completing the questionnaire must have college-level reading skills, and the PAQ should only be completed by employment analysts trained in this method.
Importance of Job Analysis
Job Valuation —The job valuation process involves evaluating the relative dollar value of each job to the organization to establish a fair pay structure. Frito-Lay's 17,000 sales representatives (RSRs) play an unglamorous but essential role for the company.
FRITO-LAY TAKES A FRESH LOOK AT JOB DESIGN
RSRs on high-volume routes spend more of their day with store managers and are supported by Frito-Lay employees who deal with customers at store headquarters. The "Best Practices" box describes how Frito-Lay used job analysis to help achieve the company's productivity goals.
Trends in Job Analysis
Job analysis information also supports managers in making hiring decisions, assessing performance and recommending compensation.
Job Design
Designing Efficient Jobs
Designing Jobs That Motivate
Skill Variety: The extent to which a job requires a variety of skills to perform the tasks involved. Autonomy: The extent to which the job allows an individual to make decisions about how the work will be performed.
Designing Ergonomic Jobs
The arrangement is also a money saver for employees, who generally can't afford to live in the credit union's expensive Silicon Valley location. To make the arrangement work, Stanford Credit Union requires the representatives to be experienced and to set up a quiet, dedicated space for work in their homes.
Designing Jobs That Meet Mental Capabilities and Limitations
The problem can be exacerbated by employees downplaying what Working on the road used to be. But that hasn't stopped some companies from designing jobs that encourage multitasking on the go.
OFFICE” WORK ON THE ROAD
An International Paper employee who was driving while talking on the phone struck another driver, causing injuries that required the person's arm to be amputated. Reading and responding to these messages takes up about a quarter of the average employee's day, more than the time spent in meetings or on the phone.
IS TELECOMMUTING FAIR TO THOSE AT THE OFFICE?
Gore, what knowledge, skills, abilities or other characteristics (KSAOs) would you include in company job descriptions. When the labor market changes—say, when more people go to college or when a significant portion of the population retires—the supply of qualified workers can grow, shrink, or change in nature.
The Process of Human Resource Planning
In addition to looking at the labor supply within the organization, the planner must also look at trends in the external labor market. The planner must stay abreast of labor market forecasts, including the size of the labor market, the unemployment rate, and the types of people who will be in the labor market.
Goal Setting and Strategic Planning
And if the deficit becomes a surplus, the organization will have to consider laying off some of the employees. Downsizing The planned elimination of large numbers of employees with the aim of increasing the competitiveness of the organization.
USING TEMPORARY EMPLOYEES AND CONTRACTORS
If demand continues, the organization will be more certain that the upswing will last and future layoffs will be unnecessary. The preference is particularly strong if the organization doubts whether the current higher level of demand for its products will last for long.
Implementing and Evaluating the HR Plan
A major disadvantage of overtime is that the employer must pay non-executive employees one and a half times their regular wages for work performed overtime.
Applying HR Planning to Affirmative Action
The organization must assess current usage patterns and then predict how they are likely to change in the near future. If these analyzes indicate that the organization is underutilizing certain groups, and if forecasts indicate that this pattern is likely to continue, the organization may need to set goals and timetables for change.
Recruiting Human Resources
If the labor utilization review shows that one group—for example, African Americans—makes up 35 percent of the relevant labor market for a job category, but that same group makes up only 5 percent of the actual employees in the job category in the organization, this is evidence of underutilization. The steps in a workforce utilization review are identical to the steps in the HR planning process shown in Figure 5.1.
TALENT MANAGEMENT AT NORTH SHORE–LONG ISLAND JEWISH HEALTH SYSTEM
As shown in Figure 5.2, these aspects of recruitment have different effects on who the organization ultimately hires. Ultimately, an applicant's decision to accept a job offer—and the organization's decision to make the offer—depends on the match between vacancy characteristics and applicant characteristics.
Personnel Policies
28 In general, however, all companies must make decisions in three areas of recruitment: personnel policies, sources of recruitment and the characteristics and behavior of the recruiter. And the character and behavior of the recruiter affects both the characteristics of the vacancies and the applicants.
ROOM TO BLOOM AND GROW AT FOUR SEASONS
Employment-at-Will Policies—Within the laws of the state where they operate, employers have latitude to set policies regarding their rights in an employment relationship. After six years as a catering manager, Knox was promoted to assistant director of the.
Recruitment Sources
Image advertising is especially important for organizations in highly competitive labor markets that consider themselves to have a poor image. 32 This attraction is especially the case if the person's own characteristics seem to match those of the organization.
Internal Sources
In addition, these applicants are relatively knowledgeable about the organization's vacancies, which minimizes the possibility that they will have unrealistic expectations for the job. Along the way, she had jobs in almost every department (only pushed accounting) and got to know the organization's members (credit union customers) first hand.
External Sources
Referrals are people who apply because someone in the organization encouraged them to do so. People who apply for a job vacancy because someone in the organization encouraged them to do so.
Advertisements in Newspapers and Magazines
Some employers offer current employees financial incentives to refer applicants who are hired and perform acceptably on the job (for example, if they stay 180 days). Ads placed in the classified section of local newspapers are relatively inexpensive, yet reach many people in a specific geographic area who are currently looking for work (or at least interested enough to read the classified ads).
Electronic Recruiting
One of the best ways for a company to establish a stronger presence on campus is through a college internship program. One of the best ways to establish a stronger presence on campus is through a college internship program.
Evaluating the Quality of a Source
Another way to increase employer presence on campus is to participate in university job fairs. Although job fairs can be held anywhere (for example, in a hotel or conference center), campuses are ideal locations because of the many well-educated, yet unemployed people who attend.
Recruiter Traits and Behaviors
Characteristics of the Recruiter
Warm” means that the recruiter seems to care about the applicant and is enthusiastic about the applicant's potential to contribute to the organization. Evidence of the influence of other characteristics of recruiters—including their age, gender, and race—is complex and inconsistent.
Behavior of the Recruiter
However, it does indicate that these specialists need to take extra steps to ensure that applicants perceive them as knowledgeable and trustworthy.
Enhancing the Recruiter’s Impact
They should avoid behaving in ways that could give the wrong impression about the organization. Through such positive behaviors, recruiters can give organizations a better chance to compete for talented human resources.
Citizens First?
Industry Week, September 2009, Business & Company Resource Center, http://galenet.galegroup.com; and Josh Hyatt, “The New Calculus of Offshoring.” Jones, “Applicant Attraction to Organizations and Job Choice: A Meta-analytic Review of the Correlates of Recruitment Outcomes,” Journal of Applied Psychology pp.
Selection Process
Why does Mike go to such lengths to hire employees for jobs that are often part-time and seemingly simple. For example, parents driving into the automated car wash with nervous children in the back seat are likely to be treated to a smiley face drawn with soap on a window and a clever display of stuffed animals behind a window in the tunnel.
Strategy-Driven Selection for Mike’s Carwash
The selection process should be designed in such a way that it allows the organization to identify individuals who have the necessary KSAOs. We just happen to wash cars.” For that, the company needs to find the best people, train them and hang on to them for the long term.
Reliability
Validity
Another way to show validity is to establish content validity—that is, correspondence between the test items or problems and the kinds of situations or problems that occur on the job. Content validity Match of the test items or problems with the kinds of situations or problems that occur on the job.
Ability to Generalize
Experts can judge the test items according to the fact that they reflect essential functions of the job. Because the determination of validity is based on the experts' subjective judgment, content validity is most suitable for measuring behavior that is concrete and observable.
Practical Value
5 Today, employers are increasingly using computer role-playing games, in which software is created that includes situations that occur in the workplace. This includes establishing that tests do measure intelligence, leadership ability, or other similar "constructs," as well as demonstrating that mastery of that construct is associated with successful job performance.
Legal Standards for Selection
