Occurs when people are hired or promoted or denied

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Strategic Human Resource Management
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Chapter 9 / Exercise 4
Strategic Human Resource Management
Mello
Expert Verified
occurs when people are hired or promoted-or denied hiring or promotion- for reasons not relevant to the job b. affirmative action: focuses on achieving equality of opportunity within an organization including establishment of minority hiring goals c. sexual harassment: consists of unwanted sexual attention that creates an adverse work environment -Quid pro quo (tangible economic injury): the person to whom the unwanted sexual attention is directed is put in the position of jeopardizing being hired (poner en peligro de ser contratado) for a job or obtaining job benefits or opportunities unless he or she acquisesces (lo consienta) -Hostile environment (offensive work environment): the person being sexually harassed doesn’t risk economic harm but experiences an offensive or intimidating work environment. - Guidelines for preventing sexual harassment: 1. Don’t request or suggest sexual favors for rewards related to work or promotion 2. Don’t do uninvited touching, patting, or hugging of someone’s body 3. Don’t make suggestive jokes of a sexual nature, demeaning remarks, slurs, or obscene gesture or sounds 4. Don’t display sexual pictures on the wall or on your pc scream 5. Don’t laugh at others’ sexually harassing words or behaviors
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Strategic Human Resource Management
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Chapter 9 / Exercise 4
Strategic Human Resource Management
Mello
Expert Verified
- Recruiting: It’s the process of locating and attracting qualified applicants for jobs open in the organization 1. Internal recruiting (hiring from the inside of the organization) 2. External recruiting (hiring from the outside of the organization) The most effective sources are employee referrals, because they want to protect their own reputations. - Realistic job previews: Gives a candidate a picture of both positive and negative features of the job and the organization before he or she is hired. People with realistic expectations tend to quit less frequently and be more satisfied than those with unrealistic expectations. - Selection process: 1. Background information: (application forms, resumes, and reference checks) 2. Interviewing: (unstructured, situational, and behavioral-description) a. Unstructured interview: No fixed set of questions and not systematic scoring procedure. Involves asking probing(sondeo) questions to find out what the applicant is like b. Structured interview type 1: (situational interview) Involves asking each applicant the same questions and comparing their responses to a standardized set of answers The interviewer focuses on hypothetical situations c.

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