study guide final exam

study guide final exam - 00:59 Planning and recruiting:...

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00:59 Planning and recruiting: reduction in force, first thing that goes is people and how you are going to lay off people, different strategies to not dong that recruiting and different ways to recruit o one reading on internet about new innovative ways in social networking labor surplus: freeze hiring, reduce/eliminate temp workforce, offer a voluntary early retirement incentive, voluntary furlough in a last resort initiate downsizing, outsourcing and facility closing reduction in force: planned elimination for a large number of employees, if a union facility, always follow steps outlined in the collective bargaining agreement (CBA) , work with your union officials cross training matrix (KSO’s) and forced training (job description) always include both HR rep and manager firms that announce a RIF campaign show worse, rather than better financial performance due to being improperly managed and letting go of irreplaceable assets recruitment colleges and universities internal source factors – faster, cheaper, and more certainty external sources – new ideas and approaches newspaper advertising – large volume, low quality recruits electronic recruiting recruiters should be warm informative, and sell to the job seeker as well as the company
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Selection and Planning: How to recruit (see above) and how to select selecting collecting and evaluating job-related information (KSAO’s) about the individual to ensure they are right for employment need to hire ppl who will increase productivity, cost of a lost employee can cost from 25% to 150% of that employee’s annual salary selection method standards reliability: the degree to which a measure of physical or cognitive abilities, or traits is free from random error validity: how much a performance measures and assesses the relevant aspects of job performance generalizability: the degree to which the validity of a selection method established in one context extends to other contexts different situations different samples of people different time periods utility: how much information provided by selection methods enhances the effectiveness of selecting personnel impacted by reliability, validity, and generalizability legality: all selection methods must conform to existing laws and legal precedents 3 acts have formed the basis for a majority Civil Rights Acts of 1964 and 1991 Age discrimination in employment act 1967 Americans with disabilities 1990 Selection methods: Applications: personalized form of a resume for that job and gathers background information
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References: previous employment, can also have character ones, but don’t use for selection Cognitive ability tests: verbal comprehension, quantitative ability, and reasoning ability Job knowledge test: very specific to job at hand, ppl have worked in this area before Physical ability tests: tests for muscular tension, flexibility, and balance
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study guide final exam - 00:59 Planning and recruiting:...

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