Human Resource Planning and Recruitment Process
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Questions and Answers

What is the practice or activity carried on by organizations identifying and attracting potential employees called?

Human Resource Recruitment

What are the two popular means of reducing a labor surplus?

Early Retirement Programs and Buyouts

Define 'Outsourcing'.

An organization's use of an outside organization for a broad set of services.

What is 'Offshoring'?

<p>A special case of outsourcing where the jobs that move actually leave one country and go to another.</p> Signup and view all the answers

What are the two main types of personnel policies?

<p>Internal and External Recruiting</p> Signup and view all the answers

What is the primary purpose of Personnel Policies?

<p>To affect the nature of the vacancies for which people are recruited.</p> Signup and view all the answers

What does 'Employment-at-Will' mean?

<p>Either an employer or an employee can terminate the employment relationship at any time, regardless of cause.</p> Signup and view all the answers

What are 'Due process policies'?

<p>Policies by which a company formally lays out the steps an employee can take to appeal a termination decision.</p> Signup and view all the answers

A job's less desirable features can be offset by image advertising.

<p>True (A)</p> Signup and view all the answers

What is the main advantage of using internal recruitment sources?

<p>Internal sources offers a company several advantages. First, it generates a sample of applicants who are well known to the firm. Second, these applicants are relatively knowledgeable about the company's vacancies, which minimizes the possibility of inflated expectations about the job.</p> Signup and view all the answers

Direct applicants are people who are prompted to apply for a job vacancy.

<p>False (B)</p> Signup and view all the answers

Most direct applicants have done some work in researching the organization before sending an application for a job.

<p>True (A)</p> Signup and view all the answers

What is self-selection regarding a job?

<p>It refers to the process where applicants decide to apply for a job because they believe they are suitable enough for the position.</p> Signup and view all the answers

Electronic recruiting is where the organization uses its website or online platform to solicit applications by using a web page.,

<p>True (A)</p> Signup and view all the answers

What is the main functional area for recruiters?

<p>Human Resources</p> Signup and view all the answers

What are the two main characteristics that recruiters typically possess?

<p>Warmth and Informativeness</p> Signup and view all the answers

What is 'Recruiter's Realism' regarding recruitment?

<p>It's the recruiter's ability to provide realistic information about the position while attracting candidates.</p> Signup and view all the answers

Which of these is NOT an example of a relevant recruitment metric?

<p>Job Satisfaction (C)</p> Signup and view all the answers

What is 'Time to fill'?

<p>The time it takes to find and hire a new candidate, often measured by the number of days between publishing a job opening and hiring the candidate.</p> Signup and view all the answers

What is 'Source of Hire'?

<p>It's the process of tracking which sources attract new hires to your organization.</p> Signup and view all the answers

What is 'First-year attrition'?

<p>It's a key recruiting metric which indicates hiring success as well as the number of candidates who leave in their first year of work, which can be costly for the company.</p> Signup and view all the answers

What is 'Quality of hire'?

<p>An indicator of first-year performance, often measured by someone's performance rating, which helps companies understand the effectiveness of their hiring decisions.</p> Signup and view all the answers

When is 'Hiring Manager satisfaction' an important recruitment metric?

<p>It's an indicator of successful recruiting metrics. When the hiring manager is satisfied with the new candidates in his team, the candidate is likely to perform well and fit well in the team, ultimately making the candidate a successful hire.</p> Signup and view all the answers

What is 'Candidate job satisfaction'?

<p>An excellent way to track whether the expectations set during the recruiting procedure match reality. A low candidate job satisfaction highlights mismanagement of expectations or incomplete job descriptions.</p> Signup and view all the answers

What is 'Applicants per opening'?

<p>It gauged the job's popularity, where a large number of applicants could indicate high demand or a job description that's too broad.</p> Signup and view all the answers

What is 'Selection ratio'?

<p>The number of hired candidates compared to the total number of candidates, also known as the Submittals to Hire Ratio.</p> Signup and view all the answers

What is 'Cost-per-hire'?

<p>The total cost invested in hiring divided by the number of hires.</p> Signup and view all the answers

What is 'Candidate experience'?

<p>It refers to how job seekers view an employer's recruitment and onboarding process, often measured by a candidate experience survey.</p> Signup and view all the answers

What is 'Offer acceptance rate'?

<p>The number of candidates who successfully accepted a job offer compared to the number of candidates who received an offer.</p> Signup and view all the answers

What is the % of open positions?

<p>The number of open positions compared to the total number of positions, which can be applied to specific departments or the entire organization.</p> Signup and view all the answers

What is 'Application completion rate'?

<p>It's a valuable metric, especially for organizations with elaborate online recruiting systems, which measures the percentage of candidates who complete the full application process by manually inputting their entire CV in the system.</p> Signup and view all the answers

What is 'Recruitment funnel effectiveness'?

<p>It's a process that begins with sourcing and ends with a signed contract, measuring the effectiveness of each step in the funnel.</p> Signup and view all the answers

What is 'Sourcing channel effectiveness'?

<p>It measures conversions per channel by comparing the percentage of applications to the percentage of impressions for job postings, assessing each channel's overall performance.</p> Signup and view all the answers

What is 'Sourcing channel cost'?

<p>It analyzes the cost efficiency of different sourcing channels by considering factors like advertising spend, or amount of money spent on each source.</p> Signup and view all the answers

What is 'Cost of getting to Optimum Productivity Level (OPL)'?

<p>The total cost involved in getting someone up to speed, including factors like onboarding cost, training cost, and the cost of supervisors and co-workers involved in on-the-job training.</p> Signup and view all the answers

What is 'Time to productivity' or 'Time to Optimum Productivity Level'?

<p>It measures how long it takes for an employee to reach their full productivity level, starting from their first day of hiring.</p> Signup and view all the answers

What is 'Reliability' in a performance measure?

<p>It refers to the consistency of a performance measure, ensuring it's free from random error - the extent to which repeated measurements yield similar results.</p> Signup and view all the answers

What is 'Validity' in a performance measure?

<p>The extent to which performance on the measure is related to performance on the job, meaning the measure actually reflects the skills and knowledge required for the job.</p> Signup and view all the answers

What is 'Content Validation'?

<p>An alternative test validation strategy used for small sample sizes, where the items, questions, or problems in a test represent the actual tasks encountered on the job.</p> Signup and view all the answers

What is 'Generalizability' in a selection method?

<p>The degree to which the validity of a selection method established in one context extends to other contexts.</p> Signup and view all the answers

What is 'Utility' in a selection method?

<p>The degree to which the information provided by selection methods enhances the effectiveness of the organization.</p> Signup and view all the answers

What is the main legal standard that selection methods should adhere to?

<p>Legality, ensuring that selection methods comply with existing laws and legal precedents.</p> Signup and view all the answers

What are the 'Interivews'?

<p>A dialogue initiated by one or more persons to gather information and evaluate the qualifications of an applicant for a job.</p> Signup and view all the answers

Reference checks are not used by any employer when hiring someone.

<p>False (B)</p> Signup and view all the answers

What is 'Cognitive ability test'?

<p>An aptitude test that measures a person's capacity to understand and use written and spoken language, as well as their ability to solve arithmetic problems.</p> Signup and view all the answers

What is 'Organizational analysis'?

<p>It involves evaluating the business appropriateness of training, considering the company's strategic plans, available resources for training, and support from managers and peers.</p> Signup and view all the answers

Why is 'Task analysis' important?

<p>It identifies the conditions under which tasks are performed, including required equipment, environment, time constraints, deadlines, and safety considerations.</p> Signup and view all the answers

What is 'Performance Management'?

<p>A process used by managers to ensure that employees' activities and outputs are aligned with the organization's goals.</p> Signup and view all the answers

What are the three parts of a performance management system?

<p>Defining performance, measuring performance, and feeding back performance information.</p> Signup and view all the answers

What is 'Performance Appraisal'?

<p>One method for managing employee performance, but not the only one.</p> Signup and view all the answers

What is 'Employee Development'?

<p>The process of helping employees learn and grow professionally, including training, career development, and job experiences.</p> Signup and view all the answers

What is a 'Protean Career'?

<p>A career based on self-direction with the goal of psychological success in one's work, where employees take major responsibility for managing their careers.</p> Signup and view all the answers

What is 'Career Management System'?

<p>A system to retain and motivate employees by identifying and meeting their development needs, including using self-assessment, reality checks, goal setting, and action plans.</p> Signup and view all the answers

What is 'Reality Check' in employee development?

<p>Provides employees with information about how their skills and knowledge align with the company's plans and potential opportunities.</p> Signup and view all the answers

What are 'Personality Tests & Inventories'?

<p>Tests designed to determine if employees have the personality characteristics necessary to be successful in specific managerial jobs or jobs involving international assignments.</p> Signup and view all the answers

What is 'Employee Assistance Program (EAP)'?

<p>A referral service that supervisors or employees can use to seek professional treatment for various problems.</p> Signup and view all the answers

What is 'Job Satisfaction'?

<p>An employee's overall level of contentment and fulfillment associated with their job.</p> Signup and view all the answers

What is 'Job Withdrawal'?

<p>An employee's attempt to distance themselves from their job due to dissatisfaction, which can manifest in various ways like absenteeism, lateness, or even leaving the company.</p> Signup and view all the answers

Unsafe working conditions can influence job satisfaction and employee retention.

<p>True (A)</p> Signup and view all the answers

What does 'Negative affectivity' refer to?

<p>A personality characteristic where individuals tend to experience more negative emotions and feelings than positive ones, often displaying pessimism and dissatisfaction.</p> Signup and view all the answers

What is the relationship between job satisfaction and 'Tasks and Roles' in the workplace?

<p>It refers to the complexity of the task, flexibility in working arrangements, and how meaningful the work is to the employee.</p> Signup and view all the answers

Why are 'Supervisors and Co-workers' important regarding job satisfaction?

<p>They significantly influence an employee's satisfaction with their job by creating positive or negative work environments.</p> Signup and view all the answers

Why is 'Pay and Benefits' a crucial factor in employee retention?

<p>It's often a primary driver for employees, particularly in competitive job markets. If employees feel underpaid or undervalued, it can quickly lead to them searching for more lucrative opportunities.</p> Signup and view all the answers

An 'Employee Assistance Program (EAP)' can be used to seek treatment for various problems.

<p>True (A)</p> Signup and view all the answers

What is 'Involuntary Turnover'?

<p>Employee turnover initiated by the organization, often involving employees who would prefer to stay but are let go due to factors outside of their control.</p> Signup and view all the answers

What is 'Progressive Discipline'?

<p>A structured approach to addressing employee misconduct, starting with warnings and escalating to more serious consequences if the behavior continues.</p> Signup and view all the answers

What is 'Alternative Dispute Resolution'?

<p>A method for resolving conflicts between employees or between an employee and the organization that avoids formal legal proceedings.</p> Signup and view all the answers

What is 'Behavior change' in relation to job satisfaction?

<p>An employee's attempt to improve their job satisfaction by directly addressing the source of dissatisfaction.</p> Signup and view all the answers

What is 'Physical Job Withdrawal'?

<p>An employee's attempt to leave the job either internally by transferring to a different position or externally by quitting the job.</p> Signup and view all the answers

What is 'Psychological Withdrawal'?

<p>An employee's attempt to detach themselves mentally from their job while still physically present, often characterized by disengagement and reduced productivity.</p> Signup and view all the answers

Flashcards

Forecasting (Human Resource Planning)

The process of determining the supply of and demand for various types of human resources to predict areas within the organization where there will be future labor shortages or surpluses.

Leading Indicator

An objective measure that accurately predicts future labor demand.

Determining Labor Supply

A detailed analysis of how many people are currently in various job categories.

Downsizing

A planned elimination of large numbers of personnel designed to enhance organizational effectiveness.

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Downsizing

A planned elimination of large numbers of personnel designed to enhance organizational effectiveness.

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Early Retirement Programs and Buyouts

Popular means of reducing a labor surplus by offering an early retirement program.

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Employing Temporary Workers

Offering flexible staffing options to handle fluctuations in demand by using temporary workers.

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Outsourcing

An organization's use of an outside organization for a broad set of services.

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Offshoring

A special case of outsourcing where jobs that move actually leave one country and go to another.

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Personnel Policies

Organizational decisions that affect the nature of the vacancies for which people are recruited.

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Human Resource Recruitment

An organization's efforts to identify and attract potential employees.

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Employment-at-Will Policies

Policies where either an employer or an employee can terminate the employment relationship at any time, regardless of cause.

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Internal Recruitment

The process of filling vacancies by using people already within the organization.

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External Recruitment

The process of filling vacancies by searching outside the organization.

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Direct Applicants

People who apply for a job vacancy without prompting from the organization.

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Referrals

People who are prompted to apply for a job by someone within the organization.

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Electronic Recruiting

Using the organization's own webpage to solicit applications.

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Public Employment Agencies

Employment agencies that serve primarily the blue-collar labor market.

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Private Employment Agencies

Agencies that serve primarily the white-collar labor market.

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Reliability (Selection Methods)

The degree to which a performance measure is free from random error.

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Validity (Selection Methods)

The extent to which performance on the measure is related to performance on the job.

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Predictive Validation

Establishing an empirical relationship between test scores taken prior to being hired and eventual performance on the job.

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Concurrent Validation

Assessing the validity of a test by administering it to people already on the job and then correlating test scores with existing measures of each person's performance.

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Generalizability (Selection Methods)

The degree to which the validity of a selection method established in one context extends to other contexts.

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Utility (Selection Methods)

The degree to which the information provided by selection methods enhances the bottom-line effectiveness of the organization.

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Interview (Selection Method)

A dialogue initiated by one or more persons to gather information and evaluate the qualifications of an applicant for a position.

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Situational Interview

A selection interview where candidates are presented with a situation and asked how they would handle it.

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Training Design Process

A systematic approach for developing training programs.

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Needs Assessment

The first step in the training design process, determining if training is necessary.

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Readiness for Training

Employee characteristics that provide them with the desire, energy, and focus necessary to learn from training.

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Opportunity to Use Learned Capabilities

The extent to which the trainee is provided with or actively seeks experience with newly learned knowledge, skill, and behaviors from the training program.

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Transfer of Training

Refers to on-the-job use of knowledge, skills, and behaviors learned in training.

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Simulations (Training Method)

A training method that represents a real-life situation, with trainees' decisions resulting in outcomes that mirror what would happen if the trainee were on the job.

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Avatars (Training Method)

Computer depictions of humans used as imaginary coaches, co-workers, and customers in simulations.

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Virtual Reality (Training Method)

Computer-based technology that provides trainees with a three-dimensional learning experience.

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In Action Learning

Teams or work groups get an actual business problem, work on solving it and commit to an action plan, and are accountable for carrying out the plan.

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Kaizen

Practices participated in by employees from all levels of the company that focus on continuous improvement of business processes.

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Study Notes

Human Resource Planning Process

  • Forecasting attempts to predict labor supply and demand, anticipating future shortages or surpluses.
  • Determining labor demand uses leading indicators to predict future needs.
  • Determining labor supply analyzes current workforce distribution across job categories.
  • Goal setting and strategic planning defines specific goals based on labor supply and demand analysis.
  • Downsizing involves planned personnel reductions to improve efficiency.
  • Early retirement programs and buyouts reduce labor surplus.
  • Employing temporary workers offers flexibility in response to fluctuating demand.
  • Outsourcing involves using external organizations for specific tasks or services.
  • Offshoring is a form of outsourcing where work is moved to another country.
  • Organizations alter pay and hours to manage labor surplus or shortage.

Human Resource Recruitment Process

  • Human resource recruitment is the process of identifying and attracting potential employees.
  • Personnel policies are organizational decisions impacting recruitment.
  • Internal versus external recruiting decisions depend on job type and organizational needs.
  • Job security and employment-at-will policies influence employee retention.
  • Companies' policies outline procedures for employee termination disputes.
  • Extrinsic and intrinsic rewards motivate potential employees.

Recruitment Metrics

  • Time to fill measures the time between a job opening and hiring a new employee.
  • Time to hire measures the time from when a candidate is approached to accepting the job role.
  • Source of hire tracks the success rate of various recruiting channels.
  • First-year attrition is a key metric to understand retention.
  • Quality of hire assesses the performance and success of hired candidates.
  • Hiring manager satisfaction is a measure of the effectiveness of the recruitment process.
  • Candidate job satisfaction reflects the match between expectations and the job reality.
  • Number of applicants per opening shows demand and popularity of the job.
  • Selection ratio is the ratio of hired candidates to total applicants.
  • Cost per hire is the total cost of hiring divided by the total number of hires.
  • Candidate experience is how job seekers view the employer's process.
  • Offer acceptance rate reflects potential compensation problems.
  • % of open positions indicates demand or supply issues.

Selection and Placement

  • Reliability measures the consistency of a performance measure.
  • Validity measures the relationship between performance on a measure and actual job performance.
  • Criterion-related validity uses test scores to predict job performance.
  • Content validation ensures test questions represent job situations.
  • Generalizability assesses the validity of selection methods in different contexts.
  • Utility measures the effectiveness of a selection method.
  • Legality requires all selection methods to comply with existing laws and precedents.
  • Interviews, references, application blanks, background checks and physical or cognitive assessments are various selection methods.

Training

  • Training design is a systematic approach to developing training programs.
  • Needs assessment identifies the need for training.
  • Analysis of the organization clarifies business needs, existing resources, and support.
  • Determining if employees have the motivation and skills for training.
  • Ensuring the training environment is conducive to learning.
  • On-the-job training utilizes supervision and observation.
  • Methods include performance support systems, virtual reality, and simulations.
  • Ensuring transfer of training involves strategies that encourage the use of newly learned abilities.

Performance Management

  • Performance management defines, measures, and provides feedback, aligning employee activities with organizational goals.
  • Performance management includes defining performance, measuring performance, and feeding back performance information.
  • It also includes identifying critical performance outcomes or results, identifying the process for achieving those goals, supporting employee success through training and resources and evaluating the effectiveness of the entire process.

Employee Development

  • Protean careers demand self-direction towards career success.
  • Career development involves managing careers proactively.
  • Systems to retain employees and support their development.

Employee Separation & Retention

  • Involuntary turnover is initiated by the organization.
  • Voluntary turnover is initiated by the employee.
  • There are various reasons for termination, including a violation of company policy.
  • Disciplinary action may be necessary for violations of company policy.
  • Progressive discipline is necessary for enforcing policies.

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Description

Explore the essential elements of human resource planning and recruitment in this quiz. From forecasting labor supply and demand to strategic goal setting and alternative employment strategies, this quiz covers key processes involved in effectively managing human resources. Test your understanding of these critical topics in today's organizational environment.

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