Decisions and practices that affect the number or

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Intermediate Algebra
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Chapter 8 / Exercise 64
Intermediate Algebra
Mckeague
Expert Verified
Decisions and practices that affect the number or types of individuals willing to apply for and accept job offers b.Employer branding is important c.Goal – most people that meet the minimum job requirements 16.Selecting Talent: a.Assessing job candidates b.Decide who to hire c.Operates within a legal context Relationship Type Long-Term Short-Term Short-Term Generalists Little need for fit Potential and dependability Bargain Laborer External/Cost HR strategy Short- Term Specialists Need for job fit Achievement Free Agent External/Differentiation HR strategy Long-Term GeneralistsNeed for organizational fit Potential and motivation Loyal Soldier Internal/Cost HR strategy Long-Term Specialists Need for organization fit and job fit Potential for specific expertise Committed Expert Internal/Differentiation HR strategy Generalist Specialist Talent Type
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Intermediate Algebra
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Chapter 8 / Exercise 64
Intermediate Algebra
Mckeague
Expert Verified
©2019 NITTANY NOTES ALL RIGHTS RESERVED ANY ATTEMPT TO REPRODUCE THESE NOTES IS PUNISHABLE BY LAWNittany NotesCheck outnittanynotes.com for Online notes!| 814-238-0623 Tutoring by Tutor Doctor,now available for selected courses! LER 100.1Exam Pack #2 13 OF 27 GOUGH 17.Acquiring Talent: a.Putting together appealing job offers b.Persuading job offer recipients to accept c.Negotiations usually result in employment contracts 18.Deploying Talent: a.Assigning people to appropriate jobs and roles to best utilize their talents b.Socialization necessary: process of familiarizing newly hired and promoted employees with their job, workgroup, and organization as a whole 19.Retaining Talent: b.Keeping successful employees engaged and committed i.Succession planning and career development enhance job c.Turnover of high performers expensive; turnover of low performers can be good d.Retention saves money in recruiting and hiring replacements V.Staffing Goals11.Should be aligned with improving the strategic performance of the staffing system a.Primary staffing goal = match the competencies, styles, values, and traits of job candidates with the requirements of the organization and its jobs 12.Process Goals – during the hiring process a.Attracting sufficient numbers of appropriately qualified applicants b.Complying with the law and organizational policies c.Fulfilling any affirmative action obligations d.Meeting hiring timeline goals e.Staffing efficiently 13.Outcome Goals – after hire a.Hiring successful employees who will be eventually promoted b.Reducing turnover rates among high performers c.Hiring individuals for whom the other HR functions will have the desired impact d.Meeting stakeholder needs e.Maximizing the financial return on the firm’s staffing investment f.Enhancing employee diversity g.Enabling organization flexibility h.Enhancing business strategy execution
©2019 NITTANY NOTES ALL RIGHTS RESERVED ANY ATTEMPT TO REPRODUCE THESE NOTES IS PUNISHABLE BY LAWNittany NotesCheck outnittanynotes.com for Online notes!| 814-238-0623 Tutoring by Tutor Doctor,now available for selected courses! LER 100.1Exam Pack #2 14 OF 27 GOUGH ANNOUNCEMENTS:None ERRATA:None NOTES BEGIN: 3-21-19 –V.

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