Chapter 3 Temporary Workforce Brief Heather Nester
Introduction:
I chose the article Advantages & Disadvantages of a Flexible Work Force because of the ability
of a flexible work force to benefit a company. These temporary employees have a skill set the
o
Chapter 1 W.L. Gore & Associates Brief - Heather Nester
Introduction:
For this chapter brief I chose the article WL Gore because I was interested in how the company
functioned so successfully with a flat lattice structure where commitment is voluntary. Th
Chapter 7 Measurement Notes:
IMPORTANCE AND USE OF MEASURES (314):
- Measurement Process:
o Choosing an attribute of concern
o Developing an operational definition
o Constructing a measure of the attribute
o Using the measure to actually gauge the attribu
Chapter 4 Compensation Packages Brief Heather Nester
Introduction:
For this brief I chose the article 10 Key Elements of a Total Compensation Package
because of its significance to every single employee in the world. The more lucrative or
attractive the c
Chapter 5 Employee Referrals Brief Heather Nester
Introduction:
I chose the article The Pros and Cons of Employee-Referral Programs because it is a
significant recruitment practice that is extremely popular in the business world. Understanding
how to have
Chapter 9 External Selection II Notes:
SUBSTANTIVE ASSESSMENT METHODS (425):
- Used to predict which applicants if hired will be the best performers
- PEROSNALITY TESTS
o Big Five are used to describe behavioral traits that may capture up to 75% of
an ind
Chapter 8 External Selection I Notes:
PRELIMINARY ISSUES (368):
- THE LOGIC OF PREDICTION (369)
o Works in practice of the organization accurately identifies and measures
qualifications relative to job requirements, and if those qualifications remain
stab
Chapter 6 Glass Ceiling Chapter Brief
Heather Nester
Introduction:
For this chapter brief I chose the article Breaking the Glass Ceiling: Reaching for the
Top with Everyday Tools because of the extreme relevance this topic has to the workforce
today. The
Chapter 4 Job Analysis and Rewards Notes:
THE NEED FOR JOB ANALYSIS (153):
- Foundation upon which successfully staffing systems are constructed
- TYPES OF JOB ANALYSIS
o Job Analysis: The process of studying jobs in order to gather, analyze,
synthesize,
Chapter 3 Planning Notes:
INTERNAL AND EXTERNAL INFLUENCES (92):
- ORGANIZATIONAL STRATEGY
o Strategic planning involves a thorough knowledge of the organizations
current situation as well as a sense of the strategic vision of the organization
Strengths,
Chapter 4: Job Analysis and Rewards
The Need for Job Analysis
The process of studying jobs in order to gather, analyze, synthesize, and report
information about job requirements and rewards
Three main types
o Job requirements
o Competency-based
o Job re
Chapter 5 External Recruitment
Exhibit 5.1 Planning, Communicating, and Implementing Strategic Recruiting
Defining Strategic Recruiting Goals
Goals for attraction
o Based on organizations strategic goals
o Person-job fit
o Person-organization fit
Goals
Chapter 2 Legal Compliance Notes:
THE EMPLOYMENT RELATIONSHIP (50):
- EMPLOYER-EMPLOYEE
o Culmination of the person/job matching process Formal agreement
represents an employment contract, the terms and conditions of which
represent the promises and expec
Chapter 1 Staffing Models and Strategy Notes:
THE NATURE OF STAFFING (7):
- THE BIG PICTURE
o Human capital knowledge, skill, and ability of people and their motivation to
use them successfully on the job
o Workforce Quality refers to an organizations hum
The Big Picture:
- Organizations are combinations of physical, financial, and human capital
- Human Capital
o Knowledge, skills, and abilities of people
o Their motivation to do the job
- Scope of human capital
o An average organizations employee cost (wa
Chapter 2 Legal Compliance Notes
The Employment Relationship
Employer-employee
o Most prevalent form of employment relationship
o Involves an agreement between employer and employee on terms and
conditions of employment
Results in an employment contract
Chapter 3: Planning
Ex. 3.1: Examples of External Influences on Staffing
Organizational strategy
o Current financial and human resources
o Demand for products and/or services
o Competitors and partners
o Financial and marketing goals
Organizational cult
