Questions and Answers
What is the primary goal of a structural or patterned interview?
What is being evaluated in a personality evaluation test?
What is the purpose of an unstructured interview?
What is the main advantage of a structural or patterned interview?
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What is NOT a type of employment interview?
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What is the general goal of an employment interview?
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What benefit is often provided by organizations to their employees?
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What is the primary goal of internal analysis in wage determination?
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What is a common source of information for external comparison of wages?
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Which of the following aspects of the management process is NOT affected by government regulations?
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What is the primary objective of the recruitment process?
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What is the main purpose of job evaluation?
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What type of discrimination occurs when a protected class of individuals receive unequal treatment?
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Which method of job evaluation involves classifying jobs according to a predetermined scale?
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What type of insurance is often provided by organizations to their employees?
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Why is it important for employers to be careful with the wording of application forms?
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What is a potential source of data for external comparison of wages?
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What is a major factor that influences the recruitment strategy?
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What is the main objective of incentive programs in wage determination?
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What are the two sources of recruits?
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What type of discrimination occurs when an employer's actions affect a protected class differently from other groups?
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Why is it important for the recruitment strategy to be highly creative and aggressive?
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Which method of job evaluation considers all components of a job in comparing one job to another?
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What type of incentive program ties pay directly to the amount of work performed or units produced?
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Which component of the personnel process represents the everyday relationships and interactions between the organization and its members?
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What is the main focus of factor comparison in job evaluation?
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What is the primary purpose of incentive programs in an organization?
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What type of incentive program provides simple and inexpensive recognition awards?
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What is labor relations in the context of human resource management?
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What is the foundation of the laboratory's culture and mentality?
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What type of incentive program bases salary increases on the results of performance appraisal?
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What is a source of ideas for additional training and documentation?
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What type of training program is designed to provide laboratory personnel with intensive training?
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What is the final step in the corrective actions and discipline step program?
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What is the purpose of an exit interview?
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What is a characteristic of the laboratory's culture and mentality?
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What is a type of continuing education resource for laboratory personnel?
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What is the main reason for conducting an exit interview?
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Study Notes
Recruitment and Selection
- Government regulations influence the design of the application form, recruitment strategy, and conduct of the employment interview.
- Employers must be careful not to force candidates to reveal discriminatory information, including:
- Height and weight
- Marital status, number of children, and children arrangements
- English language proficiency
- Arrest record
- Military service
- Citizenship
- Credit history
- Availability to work on specific religious holidays or weekdays
- Property ownership
- Date of birth or age
- Organizational membership
Types of Discrimination
- Disparate treatment: unequal treatment of protected class individuals
- Disparate impact: employer's actions affecting protected class differently than other groups
Recruitment
- Recruitment is the process of locating and attracting qualified job applicants
- Recruitment objective is dependent on the conditions of the labor market
- There are two sources of recruits: internal (known to manager or human resources department) and external (solicited through internal or external recruitment campaign)
- Commercial testing services offer tests in areas such as:
- General mental abilities
- Mathematical and verbal skills
- Dexterity
- Polygraph or lie detection
- Drug abuse
- Clerical skills
- Mechanical aptitude
- Personality evaluation
- Attitudes, perceptions, and decision-making skills
- Personal interest inventories
Employment Interviews
- Employment interview is a formal conversation to:
- Meet and begin a relationship
- Exchange information
- Verify credentials
- Compare with other candidates
- Evaluate suitability
- Predict performance and probability of success
- Three basic types of employment interviews:
- Structured or patterned interviews (standardized questions and checklist)
- Unstructured interviews (broad agenda, free discussion)
- Stress interviews (specifically designed to test candidate's skills)
Employment Benefits
- Organizations frequently provide benefits such as:
- Medical, disability, and life insurance
- Retirement plans
- Paid time off for sickness, vacations, holidays, and continuing education
- Tuition reimbursement
- Social security, unemployment, and worker's compensation insurance
Wage Determination
- Methods used in wage determination:
- Extended comparison (recruiting and keeping personnel)
- Internal analysis (equity between jobs, relative worth of the position)
- Incentive programs (motivating performance and rewarding desired behavior)
- Job evaluation is used to determine the relative worth of jobs
- Four common methods for conducting a job evaluation:
- Job ranking
- Job grading or job classification
- Point system
- Factor comparison
Incentive Programs
- Purpose of incentive programs: reward and encourage desirable behavior
- Examples of incentive programs:
- Piecework (pay tied to work performed or units produced)
- Commissions (basic salary plus additional pay based on volume or sales)
- Bonuses (all employees may participate in stock purchase plans, profit sharing programs, and cost reduction suggestions)
- Merit raises (salary increase based on performance appraisal)
- Maturity curves (pay scales with different top rate ranges or salary caps based on performance and experience)
- Perks and perquisites (simple and inexpensive recognition programs)
Staffing, Scheduling, and Performance Monitoring
- Staffing and scheduling are major parts of the directing function of management
- Labor relations refer to the company's dealings with labor unions
- Fair, equitable, and consistent treatment of employees is essential
Training
- Lifelong learning is essential in the laboratory environment
- Ideas for additional training and documentation can be derived from:
- Staff member suggestions and requests
- Results of internal and external proficiency testing programs
- Orientation and competency assessment reviews
- Performance appraisal systems
- Inspection, accreditation, and licensure surveys
- Quality management monitoring activities
- Continuing education resources for laboratory personnel include:
- In-service training programs
- Intensive training
- Conferences and seminars
- Formal college courses
Employee Discipline
- Corrective actions and discipline step program:
- Awareness
- Troubleshooting
- Verbal warning
- Written warning
- Suspension
- Dismissal
Separation and Employment Termination
- Final aspect of the personnel process and employment cycle: conclusion of the formal relationship between the employee and the organization
- Exit interview may be conducted during the final week of employment to identify reasons for leaving the organization
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Description
Learn about the government regulations that influence the recruitment process, including what information employers cannot ask job candidates to reveal. Understand how to design an application form, develop a recruitment strategy, and conduct an employment interview without discriminatory practices.
