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26 Cards in this Set
- Front
- Back
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Labor Supply
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Availability of workes who posses the required skills that an employer might need
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Labor Demand
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Number of workers an organization needs
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Human Resource Planning
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Process an organization uses to ensure that it has the right amount and right kinds of people to deliver a particular level of output of services in the future
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Two elements of HRP
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Forecasting labor demand
Estimating Labor supply |
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Forecasting needs for HRP
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Qualitative v. Quantitative
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Three steps of the hiring process
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1. Recruitment- process of generating a pool of qualified candidates for a particular job
2. Selection- process of making a hire or no hire decision regarding each applicant of the job 3. Socialization- process of orienting new employees to the organization or the unit in which they will be working |
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What are some challenges to the hiring process?
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1. Determining the characteristc most important to performance
2. Measuring the charactersitics that determine performance. 3. Motativation Factor 4. Who should make the decision |
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How to determine the most important characteristics of job performance?
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1. Job itself varies
2. Take into account organization;s culture 3. Different people in a n organization wan different charcteristics |
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Who are the two people who can make the hiring decision and what are pros and cons.
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HR:
pros- legal compliance convenience cons-not critical in operations 3 groups: manager, coworkers, subordinates |
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What are some sources of recruiting?
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current employees, referrals from current employees, former employees, etc. also customers
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What is an example of non traditional recruiting?
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Prisoners, welfare recipients, senior citizens
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Pros and cons between external and internal candidates
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external- Pro=fresh perspective Con=seen as rookies, need time to adjust
internal-pro=less costly con= less innovation |
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What is a yield ratio?
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Relates recruiting input to recruiting output
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What is reliability?
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consistency of measurement, usually across time but also across judges
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What is a deficiency error?
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component of the domain being measuresed is not included in the measure
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What is a contamination error
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Measure includes unwanted influences
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What is validity?
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Extent to which the technique measures the intended KSA.
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Differentiate content empirical validity
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content-degree to which content of selection method is representative of job content
empirical- demonstrates relationship between selection method and job performance c |
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Differentiate concurrent and predictive empirical validitiy
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concurrent- extent to which scores on a selction measure are related to job performance levels (current)
predicitvie- the extent to which scores on a selection measure correlate with future job performance |
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What are some selection tools as predictors of job performance?
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Letters of Recommendation, Application forms, ability tests (cognitive and physical), work sample tests, personality test
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What are the big five factors of personality psychology
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extraversion, agreeableness, conscietiousness (most related to job performance, dependableness), emotional stablity, openness to experience
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What is the combining predictors strategy?
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Combines more thatn one test
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What is the multiple hurdle strategy?
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because an applicant has to clear a hurdle before movin onto the next measure?????
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What is the clinical strategy?
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decision maker values all information as it comes to overall judgment
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What is the statistical strategy?
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Various pieces of information are combined statistically??
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What are some legal issues in staffing?
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Discrimination, affirmative action, negligent hiring
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