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Questions and Answers
What does 'float and transfer' refer to in HR terms?
Which of the following best describes a skills inventory?
What is the primary purpose of replacement charts in human resources?
Which factor does NOT typically constrain recruitment efforts?
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What type of information does a labour market analysis provide?
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What is one benefit of focusing on employee development within recruitment?
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Demographic trends primarily affect which aspect of external supply estimates?
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What is NOT a human resource plan consideration for recruitment?
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Which economic force focuses on the ability of a country to interact and trade with others globally?
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Which technological force is primarily concerned with the accessibility of information and its impact on work design?
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What is the primary authority role of the HR department regarding operational departments?
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What is a key factor influencing job design focused on maximizing output while minimizing input?
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Which method of job data collection involves direct observation of employee activities?
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Which type of authority allows HR to implement policies but does not grant decision-making power in operational departments?
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In the analysis of organizational character, what is essential before formulating any strategic plans?
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Why is it important to periodically review HR strategies?
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What is the main focus of ergonomic considerations in the workplace?
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Which of the following are employee considerations in job design?
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What does job rotation primarily involve?
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Which of the following methods is NOT a technique for estimating HR demand?
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What do job specifications typically explain?
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Which of the following is an aspect of job enlargement?
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What is implied by task significance in job design?
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What is the purpose of using the Delphi Technique in forecasting HR demand?
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What is the halo effect in the context of an interview?
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Which behavior might indicate a candidate is unprepared during an interview?
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What is the main goal of applicant screenings?
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What is one advantage of using weighted application blanks?
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What is the purpose of conducting a needs assessment in training?
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What does effective onboarding aim to achieve for new employees?
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Which of the following behavioral statements is a training objective?
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What error occurs when interviewers excessively discuss their own achievements?
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What is the cost per hire?
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What does the offers-applicants ratio measure?
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What is a disadvantage of hiring employees from abroad?
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Which of the following is a key step during the interview preparation phase?
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What should be avoided during the information exchange phase of an interview?
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What is one of the first tasks when terminating the interview?
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Which of the following is an advantage of recruiting abroad?
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What should be established at the beginning of the interview process?
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Study Notes
Strategic Management of HR
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Steps in the Strategic Management of HR:
- Organizational Mission, Goals, and Strategy Analysis: Analyze the organization's mission statement and goals.
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Environmental Scan: Understand the major forces impacting the business:
- Economic Forces: Economic cycles, global trade, knowledge workers, and improvements in productivity and innovation.
- Technological Forces: Connectivity and work design, automation, data and analytics.
- Demographic Forces: Gender balance, aging population, educational attainment of workers, and generational shifts.
- Cultural Forces: Diversity and social justice, and ethics.
- Legal Forces: Understand relevant laws.
- Analysis of Organizational Character and Culture: Analyze the organization’s structure to inform strategy formulation.
- Choice and Implementation of Human Resource Strategies: Ensure HR strategies closely align with corporate strategy.
- Review, Education and Audit of Human Resource Strategy: Regularly review HR strategies, conduct HR audits, and consider changing factors.
Service Role of HR
- Staff Authority: HR advises but does not directly manage.
- Line Authority: Managers of operational departments possess the authority to make decisions.
- Functional Authority: HR may be granted the authority to make decisions in specific areas.
Job Data Collection Methods
- Interviews: Gather detailed information from individuals.
- Focus Groups: Facilitate discussions among groups of employees.
- Questionnaires: Collect standardized data from a wider audience.
- Employee Logs: Track employee activities and time spent on tasks.
- Observation: Directly observe employees performing their jobs.
- Combinations: Combine different methods for a comprehensive understanding.
Key Considerations of Job Design
- Organizational Considerations: Focus on efficiency (maximizing outputs with minimal inputs) and workflow (balancing tasks for efficiency).
- Ergonomic Considerations: Align physical relationships between the worker and the work: adapt tasks to the worker's capabilities instead of forcing adaptations.
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Employee Considerations:
- Autonomy: Provide employees with control over their work.
- Variety: Offer opportunities to use different skills and perform diverse activities.
- Task Identity: Foster a sense of responsibility for completed work.
- Feedback: Regularly provide information on performance and progress.
- Task Significance: Communicate the importance of the work to the overall organization.
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Job Specialization Considerations:
- Job Rotation: Assigning employees to different tasks or roles.
- Job Enlargement: Expanding the range of skills or tasks within a job.
- Job Enrichment: Adding more responsibility and autonomy to a job.
- Employee Involvement and Work Teams: Encourage employee participation in decision-making and collaboration.
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Environmental Considerations:
- Workforce Availability: Consider the local talent pool.
- Social Expectations: Be aware of societal norms and expectations regarding work.
- Work Practices: Align with common industry practices.
Job Description and Job Specification
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Job Description Contents:
- Job Identity: Title, location, skill level, and industry.
- Job Summary: Purpose, objectives, and how the job is performed.
- Duties and Responsibilities: Detailed tasks and expectations.
- Working Conditions: Hours, safety, and health regulations.
- Approvals: Reviewed by jobholders and supervisors to ensure accuracy.
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Job Specification: A written statement outlining the knowledge, skills, abilities, and other characteristics (KSAOs) required for the job.
Methods for Estimating Organizational HR Demand
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Forecasting Techniques:
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Expert:
- Informal and Instant Decisions: Experts provide quick estimates of future HR needs.
- Nominal Group Technique: Groups of managers generate forecasts, and the group ranks the ideas.
- Delphi Technique: Experts are surveyed, and results are shared and re-evaluated until consensus is reached.
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Trend:
- Extrapolation: Projecting past trends into the future.
- Indexation: Matching employment growth to a specific index.
- Statistical Analysis: More sophisticated statistical methods that consider underlying causes of demand.
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Expert:
- Flexible Retirement: Extend the contributions of experienced employees close to retirement.
- Float and Transfer: Move employees to comparable positions based on their skills and experience.
Internal and External Supply Estimates
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Internal Supply Estimates:
- Skills Inventory: A database of employee skills and abilities.
- Management and Leadership Inventories: Reports on the capabilities of managers.
- Replacement Charts: Visual representations of potential replacements for each position.
- Replacement Summaries: Lists of potential replacements, including their strengths and weaknesses.
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External Supply Estimates:
- Labour Market Analysis: Examine the local labor market to assess current and future availability of talent.
- Community Attitudes: Understand the local sentiment toward businesses and growth.
- Demographic Trends: Analyze demographic factors influencing labor supply.
Strategic Importance of Recruitment
- Competitive Advantage: Attract top talent and differentiate from competitors.
- Benefits of a Diverse Workforce: Promote inclusivity and leverage diverse perspectives.
- Employee Development Focus: Invest in recruiting individuals with potential for growth.
- Recruitment Investment: Allocate resources to effective recruitment strategies.
Constraints on Recruitment
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Organizational Policies:
- Promote-from-Within Policies: Prioritize internal candidates.
- Compensation Policies: Adhere to established salary ranges.
- Employment Status Policies: Set hiring limits for part-time employees.
- International Hiring Policies: Compliance with policies for hiring foreign workers.
- HR Plans: Determine which positions are filled through internal vs. external recruitment.
- Diversity and Inclusion Programs: Consider employment equity initiatives.
- Recruiter Habits: Prior experience can influence recruitment choices.
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Environmental Conditions:
- Leading Economic Indicators: Monitor key economic indicators.
- Predicted Versus Actual Sales: Align recruitment with anticipated sales.
- Employment Statistics: Track overall employment trends.
- Job Requirements: Leverage job analysis information for effective recruitment.
- Costs: Consider the expense of attracting talent.
- Inducements: Offers incentives to attract high-potential candidates.
Evaluating the Recruitment Function
- Cost Per Hire: Calculate the dollar amount spent to recruit each new employee.
- Quality of Hires and Cost: Evaluate the effectiveness of different recruitment sources in terms of quality and cost.
- Offers – Applicants Ratio: Analyze the ratio of job offers to applicants for each recruitment method.
- Time Lapsed Per Hire: Track the time to fill positions.
Recruitment Abroad
- Advantages: Potential for lower initial costs and access to skilled workers.
- Disadvantages: Training may be needed for adapting to local and organizational cultures, and securing employment visas can be time-consuming.
Steps in Conducting an Employment Interview
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Interviewer Preparation:
- Develop Interview Questions and Scoring Guides: Prepare questions and a scoring system for evaluating answers.
- Anticipate Candidate Questions: Be prepared to address their inquiries.
- Explain Job Details: Provide information about the duties, standards, compensation, benefits, and other relevant aspects of the job.
- Establish Interview Protocol: Define guidelines for a panel interview, if applicable.
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Creation of Rapport:
- Greet the Candidate: Welcome them warmly.
- Make Small Talk: Engage in brief conversation to ease tension.
- Establish Trust: Create a comfortable and open environment.
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Information Exchange:
- Avoid Asking Questions at the Beginning: Allow the interview to flow naturally before initiating questions.
- Use Open-Ended Questions: Encourage detailed responses.
- Avoid Yes/No Questions: Ask questions that elicit more than just a simple "yes" or "no."
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Termination of the Interview:
- Set Expectations: Inform candidates about the interview duration and the number of questions to be asked.
- Use a Closure Question: Ask a closing question to conclude the interview.
- Outline Next Steps: Communicate the process for follow-up.
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Evaluate the Candidate:
- Use Scoring Guide: Record candidate answers on the scoring guide.
- Note General Observations: Document any additional insights about the candidate.
Interviewer and Interviewee Errors
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Interviewer Errors:
- Halo Effect: Using limited information about a candidate to influence the evaluation of their other characteristics.
- Leading Discussion: Framing questions to elicit desired responses.
- Stereotypes: Holding prejudices about specific groups.
- Interviewer Domination: Turning the interview into a personal showcase rather than a collaborative conversation.
- Contrast Errors: Comparing candidates to those who came before, rather than evaluating them objectively.
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Interviewee Errors:
- Covering Weaknesses: Attempting to mask weaknesses or nervousness.
- Playing Games: Acting unconcerned or disengaged.
- Talking Too Much: Rambling or going off-topic.
- Boasting: Exaggerating abilities or accomplishments.
- Not Listening: Failing to listen to the interviewer's questions and instructions.
- Being Unprepared: Lacking knowledge about the company or the job.
Applicant Screenings (Tools)
- Goal: Eliminate unqualified candidates.
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Weighted Application Blanks: Identify characteristics that distinguish between satisfactory and unsatisfactory employees.
- Pros: Cost-effective and useful for predicting performance for positions with many applicants.
- Biographical Information Blanks: Questionnaires about personal history and life experiences.
Strategic Human Resource Development
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Purpose of Onboarding, Training, and Development:
- Socialization: Integrate new hires into the organization's culture.
- Skills Alignment: Ensure employee skills match job requirements.
- Potential Development: Identify and nurture future leadership potential.
- Career Objectives: Support individual career goals.
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Steps in Preparing a Training Program:
- Needs Assessment: Identify training requirements based on existing needs and future challenges.
- Establish Training Objectives: Define clear and measurable behavioral outcomes.
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Description
Test your understanding of the strategic management of human resources. This quiz covers key concepts including organizational analysis, environmental scanning, and the implementation of HR strategies. Expand your knowledge on how various forces impact HR management.
