Академический Документы
Профессиональный Документы
Культура Документы
Strategic Analysis
What human resources are needed and what are available? What is required and necessary in support of human resources?
Strategic Formulation
Strategic Implementation
Strategic Planning
Procedures for making decisions about the organizations long-term goals and strategies Process of anticipating and making provision for the movement (flow) of people into, within, and out of an organization.
Staffing
Filling a firms open positions; also, the personnel process that includes six steps: job analysis, personnel planning; recruiting, interviewing, testing and selection.
Forecasting involves:
a. b. c.
forecasting the demand for labor forecasting the supply of labor balancing supply and demand considerations.
Mission
The basic purpose of the organization as well as its scope of operations A statement about where the company is going and what it can become in the future; clarifies the longterm direction of the company and its strategic intent The strong and enduring beliefs and principles that the company uses as a foundation for its decisions
Strategic Vision
Core Values
Environmental Scanning
The systematic monitoring of the major external forces influencing the organization. 1. Economic factors: general and regional conditions
Internal Analysis
Composition
Job Analysis
Job Analysis
The procedure used to determine the duties of particular jobs and the kinds of people (in terms of skills and experience) who should be hired for them. The human qualifications in terms of traits, skills, and experiences required to accomplish a job.
Job Specification
Job Description
A document that identifies a particular job, provides a brief job summary, and lists specific responsibilities and duties of the job.
Job Requirements
Job Specification
Statement of the needed knowledge, skills, and abilities (KSAs) of the person who is to perform the job
Job Description
2.
3.
4.
5.
6.
What is the job being performed? What are the major duties of your position? What exactly do you do? What are the education, experience, skill, and [where applicable] certification and licensing requirements? In what activities do you participate now? What are the jobs responsibilities and duties? What are the basic accountabilities or performance standards of your work?
What are your responsibilities? What are the environmental and working conditions involved? What are the jobs physical demands? Its emotional and mental demands? What are the health and safety conditions? Does the job expose you to any hazards or unusual working conditions?
Job Analysis
Job Description
Statement containing item such as
Job Specification A statement of human qualifications necessary to do a job Education Experience Training Judgment Initiative Physical Efforts Responsibilities Communication Skills Emotional Characteristics Sensory Demand
Job Title Location Duties Machines, tools Materials and Forms used Supervision given or received Working Conditions Hazards
Job Design
Job Design
An outgrowth of job analysis that improves jobs through technological and human considerations in order to enhance organization efficiency and employee job satisfaction.
Enhancing a job by adding more meaningful tasks and duties (vertical expansion) to make the work more rewarding or satisfying. Providing opportunities for achievement, recognition, growth, responsibility, and performance. Job Enlargement:
Job Enlargement is the horizontal expansion of a job. It involves the addition of tasks at the same level of skill and responsibility
Job Characteristics
Job design theory that purports that three psychological states (experiencing meaningfulness of the work performed, responsibility for work outcomes, and knowledge of the results of the work performed) of a jobholder result in improved work performance, internal motivation, and lower absenteeism and turnover.
Skill variety: The degree to which a job entails a variety of different activities, which demand the use of a number of different skills and talents by the jobholder
2.
Task identity: The degree to which the job requires completion of a whole and identifiable piece of work, that is, doing a job from beginning to end with a visible outcome
Task significance: The degree to which the job has a substantial impact on the lives or work of other people, whether in the immediate organization or in the external environment Autonomy: The degree to which the job provides substantial freedom, independence, and discretion to the individual in scheduling the work and in determining the procedures to be used in carrying it out Feedback: The degree to which carrying out the work activities required by the job results in the individual being given direct and clear information about the effectiveness of his or her
3.
4.
5.
Job Characteristi cs
Psychological States
Job Outcomes
Meaningfulne ss of the work performed Responsibilit y for work outcomes Knowledge of the results of the work performed.
Improved work performance Increased Internal motivation Lower absenteeism and turnover
Employee Empowerment
Employee Empowerment
Granting employees power to initiate change, thereby encouraging them to take charge of what they do Organizational conditions favoring empowerment:
Recruitment
It is the process of finding and attracting capable applicants for the employment. The process begins when new recruits are sought and ends when their applicants are submitted. The result is a pool of applicants from which new employees are selected.
Advertisements
Labor unions
Employee referrals
Executive search firms Educational institutions Professional associations
Internal Source
IJP
Job posting publicizes an open job to employees (often by literally posting it on bulletin boards and intranets) and listing its attributes, like qualifications, supervisor, working schedule, and pay rate.
Yield Ratio
Percentage of applicants from a recruitment source that make it to the next stage of the selection process. 100 resumes received, 50 found acceptable = 50% yield.
Selection The process of choosing individuals who have relevant qualifications to fill existing or projected job openings. Selection Considerations Person-job fit: job analysis identifies required individual competencies (KSAOs) for job success. Person-organization fit: the degree to which individuals are matched to the culture and values of the organization.
Steps may vary. An applicant may be rejected after any step in the process.
Reliability
The degree to which interviews, tests, and other selection procedures yield comparable data over time and alternative measures. Degree to which a test or selection procedure measures a persons attributes.
Validity
Employment Test
An objective and standardized measure of a sample of behavior that is used to gauge a persons knowledge, skills, abilities, and other characteristics (KSAOs) in relation to other individuals.
Uses of Tests
Types of Tests
Plan the interview Structure the interview Establish rapport Ask effective questions Close the interview
Prepare Make a good first impression Uncover the interviewers needs Relate your answers to the interviewers needs Think before answering Watch your nonverbal behavior
Interviewing Methods
Nondirective Interview The applicant determines the course of the discussion, while the interviewer refrains from influencing the applicants remarks. Structured Interview An interview in which a set of standardized questions having an established set of answers is used.
Situational Interview An interview in which an applicant is given a hypothetical incident and asked how he or she would respond to it. Behavioral Description Interview (BDI) An interview in which an applicant is asked questions about what he or she actually did in a given situation. Panel Interview An interview in which a board of interviewers questions and observes a single candidate.
Computer Interview Using a computer program that requires candidates to answer a series of questions tailored to the job. Answers are compared either with an ideal profile or with profiles developed on the basis of other candidates responses. Video interviews Using video conference technologies to evaluate job candidates technical abilities, energy level, appearance, and the like before incurring the costs of a face-to-face meeting.