HRM 200 Test #1 PDF

# HRM 200 Test #1 ## What is an organization? Answer: A group consisting of people with formally assigned roles who work together to achieve the organization's goals. ## What do managers do? Answer: Managers accomplish the organization's goals by managing the efforts of the organization's people a...

# HRM 200 Test #1 ## What is an organization? Answer: A group consisting of people with formally assigned roles who work together to achieve the organization's goals. ## What do managers do? Answer: Managers accomplish the organization's goals by managing the efforts of the organization's people and performing the management process, which includes planning, organizing, staffing, leading, and controlling. ## What is Human Resources Management (HRM)? Answer: HRM is the management of people/employees in organizations to drive successful organizational performance and achieve the organization's strategic goals. It involves finding and hiring the best individuals, developing their talent, and creating a productive work environment. ## Why is HR management important to all managers? Answer: Mistakes that managers want to avoid include hiring the wrong person, experiencing high turnover, having employees underperform, and facing legal issues like discrimination lawsuits. ## What is Human Capital? Answer: Human capital refers to the knowledge, education, training, skills, and expertise of an organization's workforce. HR practices help in embedding knowledge related to a firm's culture, history, and processes. ## Strategic Plan Answer: It outlines how a company will match its internal strengths and weaknesses with external opportunities and threats to maintain a competitive position. ## What is Evidence-based HRM? Answer: Evidence-based HRM involves making HR decisions based on data, facts, analytics, and critically evaluated research or case studies. ## Strategic HRM Tools Answer: Some strategic tools include the strategy map, balanced scorecard, and digital dashboard, which help organizations align their HR practices with strategic goals and measure performance. ## What are the characteristics of a profession in HR? Answer: A profession includes a common body of knowledge, performance standards, a code of ethics, required credentials for entry and career mobility, and ongoing skill development. ## Internal Environmental Influences on HRM Answer: These include organizational culture, organizational climate, and management practices, which impact employee motivation, job performance, and empowerment. ## External Environmental Influences on HRM Answer: External influences include labor market issues, economic conditions, technology, government, globalization, and environmental concerns. ## Responsibilities of HRM Answer: HRM is responsible for finding and hiring the best individuals, developing their talent, creating a productive work environment, and continually building and monitoring human assets. ## What is a strategic plan? Answer: A strategic plan is how a company matches its internal strengths and weaknesses with external opportunities and threats to maintain a competitive position. ## What is a strategy? Answer: Strategy refers to the course of action the company pursues to achieve its strategic aims. ## What is strategic management? Answer: Strategic management is the process of identifying and executing the strategic plan by matching the company's capabilities with the demands of its environment. ## What is human capital? Answer: Human capital is the knowledge, education, training, skills, and expertise of an organization's workforce. HR practices contribute to the development of embedded knowledge. ## Why is HR management important to all managers? Answer: Managers need to avoid mistakes like hiring the wrong person, high turnover, low employee performance, wasting time in useless interviews, and facing legal issues like discrimination lawsuits. ## Additional mistakes to avoid in HR management Answer: Other mistakes include violating occupational safety laws, unequal salary structures, lack of training, and committing unfair labor practices. ## What is shared responsibility for talent management? Answer: Talent management is increasingly becoming part of everyday business, where HR skills are needed across all managerial roles, not just the HR department. ## Past of HRM Answer: Historically, HRM involved attracting, selecting, and training workers. Its role expanded with union laws, equity laws in the 1970s-1980s, and globalization in the 1980s. ## How has HRM evolved? Answer: HRM has evolved from personnel management to a strategic role in helping organizations achieve their objectives. Technological advances also led to outsourcing HR functions in the 1980s-1990s. ## Present role of HR managers Answer: Today's HR managers defend HR plans in measurable terms, understand strategic planning, drive employee engagement, and redesign work processes. ## What are HR teams? Answer: Organizations may use various HR configurations, including transactional HR teams, corporate HR teams, embedded HR teams, HR business partners (HRBPs), and Centers of Excellence (COES). ## Future of HRM Answer: Best practices focus on workforce growth, using technology in hiring, adapting to post-COVID work arrangements, and managing diversity, equity, and inclusion (DEI). ## What is evidence-based HRM? Answer: Evidence-based HRM involves making HR decisions based on data, facts, analytics, and research, using metrics to measure HR activities and link them to organizational outcomes. ## Strategic HRM tools: Strategy map Answer: A strategy map is a tool that shows how each department's performance contributes to the company's overall strategic goals. ## Strategic HRM tools: Balanced scorecard Answer: The balanced scorecard translates an organization's strategy into a set of performance measures, balancing long-term and short-term actions. ## Strategic HRM tools: Digital dashboard Answer: A digital dashboard presents managers with charts and graphs to create a computerized picture of how the company is doing on HR metrics. ## What are the characteristics of a profession? Answer: A profession includes a common body of knowledge, performance standards, professional associations, external recognition, a code of ethics, required credentials, and ongoing skill development. ## What is HR certification in Canada? Answer: In most jurisdictions, HR professionals are certified as Chartered Professionals in Human Resources (CPHR), with some specialized designations in areas like recruitment and payroll. ## Ethics in HRM Answer: HR professionals must adhere to a code of ethics, which provides guidelines for conduct. Ethical issues include privacy, security of information, environmental concerns, and conflict of interest. ## Failures and successes in ethics programs Answer: Failures include lack of leadership and inadequate training. Successful programs lead to increased stakeholder confidence, loyalty, public trust, and reduced vulnerability to crime. ## Social responsibility in HRM Answer: Social responsibility balances organizational commitments to investors, employees, customers, and communities, aiming for satisfaction of both employees and customers. ## External environmental influences on HRM Answer: These include labor market issues, economic conditions, technology, government regulations, globalization, and environmental concerns. ## Labor market issues: Workforce composition Answer: Canada's workforce is highly diverse, including protected groups like women , ethnic minorities, Indigenous peoples, and persons with disabilities. These groups often face inequities like lower pay and limited career growth. ## Labor market issues: Generational differences Answer: There are five generations in the workplace, each with its own values and beliefs, which influence their approach to work. ## Labor market issues: Contingent workers Answer: Non-standard or contingent workers (e.g., part-time or gig workers) provide flexible labor but may not receive the same benefits or guarantees of continued employment. ## Economic conditions' impact on HRM Answer: Economic conditions affect the supply and demand for employees, with fluctuating employment levels. Improving productivity is crucial for long-term success. ## Technology's impact on HRM Answer: Digital technology, including mobile apps, cloud computing, and data analytics, is transforming HR processes and allowing for flexible work arrangements. ## Government's role in HRM Answer: Employers must comply with various laws affecting employment relationships, which can be complex due to federal and provincial regulations. ## Globalization's impact on HRM Answer: Globalization increases competition and makes human resources a source of competitive advantage. HR professionals must be familiar with international employment legislation. ## Environmental concerns' impact on HRM Answer: Environmental issues like sustainability, climate change, and carbon footprints influence how organizations operate and manage their workforce. ## Internal environmental influences on HRM Answer: These include organizational culture, which conveys the values and norms of the organization, and organizational climate, which affects employee motivation and productivity. ## Management practices' impact on HRM Answer: Modern management practices include flat structures, cross-functional teams, and empowerment of employees. This gives workers the authority to make decisions. ## Hierarchy of Employment Legislation in Canada Answer: Government sets legislation. Jurisdiction-specific interpretations influence the workplace, and previous interpretations set precedents for future cases. ## What is precedent? Answer: A court's decision or interpretation in a similar case can influence how legislation is interpreted and applied in other jurisdictions or cases. ## Multiple Layers of Canadian Legislation Affecting Workplace Practices Answer: 1. Canadian Charter of Rights and Freedoms: Guarantees basic rights to all persons residing in Canada. 2. Human Rights Legislation: Protects from discrimination in employment relationships and services. 3. Employment Standards Legislation: Establishes minimum employment terms and conditions. 4. Ordinary Laws: Context-specific laws such as Occupational Health and Safety. 5. Collective Bargaining Agreement: Legally binding agreements for unionized positions. 6. Employment Contract: Specifies conditions between an employee and employer. ## Tort Law Answer: Judge-based law that compensates victims for losses or damages in civil court. Torts can be intentional (e.g., assault) or unintentional (e.g., negligence). ## Who is an Employee? Answer: Determining factors include control, tools and equipment, subcontracting, financial risk, investment, management, and opportunity for profit. ## Canadian Charter of Rights and Freedoms – Fundamental Rights Answer: 1. Freedom of conscience and religion 2. Freedom of thought, belief, opinion, and expression 3. Freedom of peaceful assembly 4. Freedom of association ## Canadian Charter of Rights and Freedoms – Additional Provisions Answer: 1. Multicultural heritage rights 2. First Nations' rights 3. Minority language education rights 4. Equality rights 5. Right to live and work anywhere in Canada 6. Right to due process in criminal proceedings 7. Right to democracy ## Human Rights Legislation Answer: Prohibits both intentional and unintentional discrimination in employment and service delivery. It supersedes employment contracts or collective agreements. ## Discrimination Defined Answer: Discrimination involves a distinction, exclusion, or preference based on prohibited grounds that nullifies or impairs a person's equal recognition and exercise of their rights. ## Examples of Systemic Discrimination Answer: 1. Minimum height/weight requirements 2. Internal hiring policies without diversity 3. Limited accessibility for mobility-limited individuals 4. Culturally biased employment tests 5. Gender-biased job evaluation systems 6. Promotions based on seniority in historically male-dominated firms 7. Lack of harassment policies ## Permissible Discrimination via Bona Fide Occupational Requirement (BFOR) Answer: A justifiable reason for discrimination based on business necessity, if the requirement is necessary for the role or causes undue hardship to the employer. ## Duty to Accommodate Answer: Employers must remove physical, attitudinal, and systemic barriers and demonstrate accommodation efforts to the point of undue hardship. This will provide equal opportunity and benefits. ## Reasonable Accommodation Answer: Adjusting employment policies and practices to ensure no individual is disadvantaged in employment due to grounds prohibited by human rights legislation. ## Accommodate to the Point of Undue Hardship Answer: Accommodation becomes impossible due to financial costs or health and safety risks to employees, making further efforts unreasonable. ## Human Rights Case Examples – Grounds for Claims Answer: 1. Disability: Almost half of all claims 2. Race and Colour: Illegal in all Canadian jurisdictions 3. Religion: Includes accommodations like time to pray or religious attire 4. Sexual Orientation: Prohibited in all jurisdictions, with equal treatment for same-sex and opposite-sex couples 5. Age: Age is not an accurate predictor of job performance 6. Association: Discrimination due to relationships with protected group members ## Human Rights Enforcement Answer: Human rights tribunals provide accessible processes for resolving discrimination complaints. Employers must investigate claims, have policies in place, and demonstrate resolution efforts. ## What is harassment? Answer: Unwelcome behavior that demeans, humiliates, or embarrasses a person. It includes physical, verbal, or written attempts to humiliate, intimidate, or offend. ## Employer Responsibility Regarding Harassment Answer: Employers must provide a safe environment, free from harassment, and can be held accountable for harassment by employees or customers. ## Sexual Harassment Answer: Includes offensive behavior related to sex or sexual conduct that creates a hostile environment. It can also include sexual coercion or harassment without direct job benefit links (sexual annoyance). ## Harassment Policies Should Include Answer: 1. Commitment to a respectful workplace 2. Statement that harassment is illegal 3. Information on identifying harassment 4. Employees' and employers' responsibilities 5. Procedures and penalties for harassment 6. Appeals and monitoring guidelines ## Employment Equity Program Answer: A plan designed to identify and correct discrimination, redress past inequities, and balance representation of designated groups. Federally regulated industries must comply. ## The Status of the Four Designated Groups – Women Answer: 1. Women account for 47% of the workforce 2. Underrepresented in male-dominated jobs (occupational segregation) 3. Face the "glass ceiling" limiting advancement ## Equal Pay for Equal Work Answer: Employers cannot pay male and female employees differently if they perform the same work. Differences based on merit, productivity, or seniority are allowed. ## The Status of Indigenous People Answer: Indigenous people are mostly in low-skill, low-paid jobs, with significant underemployment. ## The Status of People with Disabilities Answer: Both mental and physical disabilities are considered. People with disabilities face lower employment rates. ## The Status of Visible Minorities Answer: Visible minorities are persons who are non-Caucasian or non-white, other than Indigenous people. Their knowledge and skills are often underutilized. ## Employment/Labour Standards Legislation Answer: Establishes minimum employee entitlements like work hours and wages. Employment contracts may exceed minimum standards, and the principle of greater benefit applies. ## Enforcement of Employment Standards Answer: Complaints are filed with the Ministry of Labour, which settles them. There are limitation periods and maximum claims for unpaid wages. ## Automation Answer: Reduces the need for manual labor by improving productivity, reducing costs, and managing labor shortages. It leads to job transformation and varies by industry. ## Impact of Automation on the Economy Answer: Manufacturing is moving to low-wage countries, and automation leads to higher productivity, allowing businesses to produce more with fewer employees. Internet-based ordering has also reduced the need for inventory. ## Information and Communication Technology (ICT) – Positive Aspects Answer: ICT is present in almost all sectors, transforming businesses by improving productivity, increasing worker flexibility, reducing centralization, and providing up-to-date information for decision-making. ## Information and Communication Technology (ICT) - Negative Aspects Answer: Issues include lack of interaction with coworkers, the need for additional work, technology access problems, inadequate workspace, reduced productivity due to interruptions, and increased job stress. ## Knowledge Work and Human Capital Answer: Jobs now require more education and skills, with a greater reliance on knowledge workers. Human capital refers to the knowledge, education, training, and skills of an organization's workforce. ## Most Important Skills for Knowledge Workers Answer: Critical thinking, problem-solving, and IT application skills are increasingly crucial for modern knowledge workers. ## Human Resources Audit Answer: An HR audit measures where an organization stands and what it needs to improve. It reviews HR functions and ensures compliance with laws and policies, often benchmarking results to similar companies. ## Areas Typically Reviewed in an HR Audit Answer: Job descriptions, recruitment, selection, orientation, compensation, benefits, training, compliance with legislation, record-keeping, and termination policies. ## Talent Management Analytics Answer: Converts workforce data into actionable information. It helps improve performance, identify workforce trends, and forecast headcounts, employee satisfaction, and reasons why employees stay or leave. ## Strategic Importance of HR Technology Answer: HR technology is used to attract, hire, retain, and maintain talent. It supports workforce administration and optimization and resides in various human resource information systems (HRIS). ## Seven Factors That Determine HR System Strength Answer: Visibility, clarity, acceptability, administrative consistency, effectiveness, internal consistency, and intensity. ## Key Objectives of HR Technology Answer: 1. Strategic alignment with business objectives 2. Business intelligence through relevant data 3. Effectiveness and efficiency by reducing lead times and costs ## Impact of Technology on the Role of HRM Answer: HR technology decreases transactional activities, lowers costs, improves client focus, and enhances the delivery of strategic services by supporting the firm's strategy. ## Respecting Employee Privacy Answer: Employers have the right to prevent time-wasting and abuse of company resources, while employees have the right to control their personal information and freedom from interference in their personal life. ## Personal Information Protection and Electronic Documents Act (PIPEDA) Answer: Governs the collection, use, and disclosure of personal information, including that of employees. Employers must obtain consent from employees when collecting personal information. ## Video Surveillance in the Workplace Answer: Video surveillance can be used to monitor productivity and prevent theft or vandalism, but employees must be made aware, and reasonable alternatives should be considered if available. ## What is an HRIS (Human Resources Information System)? Answer: An integrated system used to gather, store, and analyze information regarding human resources. It helps consolidate systems and increase efficiency. ## Relationship Between HRM and HRIS Answer: An HRIS acts as a transaction processor, editor, and record-keeper, enhancing decision-making through decision support systems and metrics like workforce analytics. ## Major Components of an HRIS Answer: 1. HR administration 2. Recruitment and applicant tracking 3. Time and attendance 4. Training and development 5. Pension administration 6. Performance evaluation 7. Compensation and benefits 8. Organizational management 9. Health and safety 10. Labour relations 11. Payroll interface ## Types of HRIS Answer: 1. Enterprise-wide system (ERP): Supports cross-functional requirements. 2. Stand-alone system: Self-contained and doesn't rely on other systems. ## Phases in Selecting and Implementing an HRIS 1. Adoption: Determine the organization's needs based on technical, management, HR, and cost considerations. 2. Implementation: Establish a project team, conduct testing, ensure privacy and security, and set up security profiles. 3. Integration: Train users to adopt the system, using e-HR portals, employee self-service (ESS), and management self-service (MSS). ## Employee Self-Service (ESS) and Management Self-Service (MSS) Answer: 1. ESS: Allows employees to manage personal information. This will reduce HR operational costs. 2. MSS: Enables managers to access information about themselves and their employees, streamlining HR paperwork. ## Cautions Regarding e-HR Answer: The usefulness of e-HR depends on its relevance, ease of navigation, and fit with the organization's culture. Redistributing administrative HR work allows HR to focus on strategic activities that add value. ## Traditional Talent Management Process - Step 1 Answer: Decide what positions to fill through job analysis, workforce planning, and forecasting. ## Traditional Talent Management Process - Step 2 Answer: Build a pool of job applicants by recruiting internal or external candidates. ## Traditional Talent Management Process - Step 3 Answer: Obtain application forms and perhaps have initial screening interviews. ## Traditional Talent Management Process - Step 4 Answer: Use selection tools like tests, interviews, background checks, and physical exams to identify viable candidates. ## Traditional Talent Management Process - Step 5 Answer: Decide to whom to make an offer. ## Traditional Talent Management Process - Step 6 Answer: Orient, train, and develop employees so they have the competencies to do their jobs. ## Traditional Talent Management Process – Step 7 Answer: Appraise employees to assess their performance. ## Traditional Talent Management Process – Step 8 Answer: Compensate employees to maintain their motivation. ## Talent Management (Holistic Process) Answer: Talent management is the integrated process of planning, recruiting, selecting, developing, managing, and compensating employees with a goal-oriented approach. ## Key Steps in Talent Management (Holistic Process) 1. Results-based actions: Begin with asking what actions (recruiting, training, pay) are needed to achieve company goals. 2. Interrelated functions: Activities like recruiting and training are treated as interconnected. 3. Competency profiles: Use the same competency profile for recruitment, selection, training, appraisal, and compensation. 4. Coordination: Talent management activities, such as recruiting and training, are coordinated using software. ## Talent Management Software Answer: Helps coordinate talent management activities like applicant tracking, onboarding, performance management, and compensation to achieve HR goals. ## What is Job Analysis? Answer: Job analysis is the process of determining the tasks, duties, and responsibilities of each job and the human attributes required (knowledge, skills, abilities) to perform it. ## Uses of Job Analysis Information 1. Work activities 2. Human behaviors (e.g., communication) 3. Machines, tools, equipment used 4. Performance standards 5. Job context (e.g., physical conditions) 6. Human requirements (knowledge, skills, education, training) ## Uses of Job Analysis for HR Answer: Job analysis informs HR planning, recruitment, selection, compensation, performance management, labor relations, training, and job design. ## Steps in Job Analysis 1. Review relevant background information 2. Select jobs to be analyzed 3. Collect job analysis data using techniques like interviews, questionnaires, or observation 4. Verify and modify the collected information 5. Write job descriptions and job specifications 6. Communicate and update information regularly ## Step 1: Review Background Information Answer: Organizational structure and process charts are used to understand job relationships and workflows. ## Step 2: Select Jobs for Analysis Answer: Job selection is necessary when there are many similar jobs. This involves systematically organizing tasks into specific jobs. ## Step 3: Collecting Job Analysis Information – Interviews Answer: Conduct interviews with individuals or groups of employees or supervisors to gather job details. ## Step 3: Collecting Job Analysis Information - Questionnaires Answer: Use tools like the Position Analysis Questionnaire (PAQ) to collect quantifiable job data, or the Functional Job Analysis (FJA) to classify jobs based on responsibility for data, people, and things. ## Step 3: Collecting Job Analysis Information - Observation Answer: Observe employees performing their tasks and record the frequency of behaviors, useful for physical activities. ## Step 3: Collecting Job Analysis Information - Participant Diary/Log Answer: Employees maintain daily logs of activities and time taken for each task. ## Step 4: Verifying Job Analysis Information Answer: Verify information with the employees performing the job and their supervisors to ensure accuracy and reliability. ## Step 5: Writing Job Descriptions Answer: A job description includes job title, summary, relationships, duties, responsibilities, authority, performance standards, and working conditions. ## Step 5: Writing Job Specifications Answer: A list of the human requirements (knowledge, skills, abilities) needed to perform a job. It helps clarify who to recruit and the physical or mental demands of the role. ## Step 6: Communicate and Update Information Answer: Ensure job analysis data is communicated and updated as needed, either proactively or in response to changes in the organization. ## Work Simplification Answer: An approach to job design where lower-level employees perform narrowly defined tasks while supervisors manage planning and organizing. ## Industrial Engineering Answer: Focuses on analyzing work methods and making cycles more efficient by modifying or eliminating tasks. ## Business Process Reengineering Answer: Redesigning business processes by combining steps to allow small, multifunctional teams to perform tasks that were previously done by separate departments. ## Job Enlargement Answer: Increasing the number of tasks at the same level of responsibility to relieve monotony, also known as horizontal loading. ## Job Rotation Answer: Moving employees between different jobs to reduce boredom and monotony ## Job Enrichment Answer: Adding more meaningful tasks and responsibilities to a job to increase employee satisfaction and feelings of responsibility, also known as vertical loading. ## Competency-Based Job Analysis Answer: Describes jobs in terms of measurable, observable competencies required to perform the job, focusing on what employees need to be able to do rather than just duties. ## Three Reasons for Using Competency-Based Analysis 1. Self-motivated work: Encourages team-based, overlapping job roles. 2. Strategic focus: Describes jobs based on skills and competencies that enhance expertise. 3. Performance management: Competencies provide clear criteria for training, appraisals, and rewards. ## Team-Based Job Designs Answer: Focuses on giving teams meaningful work with joint responsibility and accountability. Often involves cross-training and virtual teams. ## What is Human Resources Planning (HRP)? Answer: HRP is the process of forecasting future human resources needs to ensure the organization has the right number of employees with the necessary skills to meet its strategic objectives. ## Key Steps in HRP 1. Analyze forecasted labor supply 2. Forecast labor demands 3. Plan and implement HR programs to balance supply and demand ## Proactive Process Answer: HRP is proactive, anticipating and influencing an organization's future by planning its workforce needs. ## Relationship Between HRP and Strategic Planning Answer: HRP must align with the firm's strategic goals and objectives, supporting overall business plans and ensuring HR needs are met to fulfill organizational strategies. ## Importance of Environmental Scanning Answer: Environmental scanning assesses external factors (economic, competitive, legislative, social, technological, and demographic) that influence the organization's ability to find and secure talent. ## Factors to Monitor in Environmental Scanning 1. Economic conditions 2. Market and competitive trends 3. New or revised laws 4. Social concerns (e.g., healthcare, childcare) 5. Technological changes 6. Demographic trends ## Forecasting HR Supply Answer: HRP involves forecasting the internal and external supply of candidates to determine who can fill future roles, either from within or outside the organization. ## Internal Sources of HR Supply 1. Current employees (who can be trained, transferred, or promoted) 2. Skills inventories: Summarize employees' education, experience, skills 3. Management inventories: Record managerial qualifications and experience 4. Replacement charts and summaries: Visual tools to track likely replacements for key roles 5. Succession planning: Focuses on developing people for important positions ## External Sources of HR Supply 1. General economic conditions (interest rates, wage rates, inflation) 2. Labor market conditions (education levels, age, gender, demographics) 3. Occupational market conditions (e.g., for engineers, skilled labor ) ## Forecasting HR Demand Answer: Forecasting demand involves determining the number and type of employees needed based on projected turnover, current employee quality, new markets, and technology changes. ## Quantitative Approaches to Forecasting HR Demand 1. Trend analysis: Predict future needs based on past employment levels 2. Ratio analysis: Relationship between business activity and employees (e.g., sales revenue per employee) 3. Scatterplot: Identifies the relationship between factors (e.g., sales and staffing levels) 4. Regression analysis: Statistical relationship between business activity and employees ## Qualitative Approaches to Forecasting HR Demand 1. Nominal group technique: Decision-making method where experts meet face to face to generate ideas and discuss. 2. Delphi technique: A judgmental forecasting method where experts provide feedback and exchange ideas without face-to-face interaction, achieving consensus over time. ## Gap Analysis in HRP Answer: Compares forecasted labor supply to forecasted labor demand to determine if there will be a labor surplus, shortage, or equilibrium. ## Labor Equilibrium Answer: When the forecasted supply matches forecasted demand, and no changes in HR plans are needed. ## Labor Surplus Answer: Occurs when the internal supply of employees exceeds forecasted demand. Solutions include hiring freezes, attrition, job sharing, work-sharing, and early retirement programs. ## Labor Shortage Answer: When the internal supply of employees cannot meet forecasted demand. Solutions include recruiting new hires, hiring temporary employees, and outsourcing. ## Responding to Labor Surplus 1. Hiring freeze/attrition: Allow normal separations to reduce labor 2. Early retirement buyouts: Encourage employees to retire early 3. Job sharing/work sharing: Multiple employees share one position or work fewer hours 4. Layoffs: Temporary or permanent withdrawal of employment 5. Termination: Usually for performance-related reasons ## Survivor Syndrome Answer: Negative emotions experienced by employees who remain after layoffs, including guilt, stress, and decreased performance. ## Severance Package Answer: A lump-sum payment or continued benefits provided to employees who are terminated through no fault of their own. ## Responding to Labor Shortages 1. Internal solutions: Transfers, promotions, employee retention strategies 2. External solutions: Recruiting new hires, hiring temporary employees, outsourcing ## What is Recruitment? Answer: Recruitment is the process of searching out and attracting qualified job applicants for open positions in an organization.. ## What is a Recruiter? Answer: A recruiter is a specialist in recruitment whose job is to find and attract capable candidates. ## Factors Influencing Recruitment Method Choices 1. Human resource considerations 2. Financial resources 3. Time 4. Technology ## Employer Branding Answer: Employer branding refers to the image or impression of an organization based on the benefits of being employed there, including functional, economic, and psychological benefits. ## Employer Branding Steps 1. Define the target audience 2. Develop the employee value proposition 3. Reinforce value proposition in communication (use channels like social media, websites, and print) ## Recruitment Process Steps 1. Identify job openings (HR planning, resignations, terminations) 2. Specify job requirements (job descriptions, job specifications) 3. Select methods of recruitment (internal/external) 4. Generate a pool of qualified applicants (employment equity, diversity goals) ## Constraints on the Recruitment Process 1. Promote-from-within policies 2. Compensation policies 3. Employment equity plans 4. Competition 5. Labor shortages ## Advantages of Using Recruitment Software/Applicant Tracking Systems (ATS) Answer: Online applications reduce lost applications, increase exposure, and minimize biases. HRIS software codes and stores applications for future retrieval. ## Standardized Application Forms Answer: These forms facilitate candidate comparisons, provide specific information requested by the company, and include authorization for reference checks. ## What is a Biographical Information Blank (BIB)? Answer: A detailed job application form that collects biographical data predictive of job success, related to background, experiences, and preferences. ## Internal Recruitment Advantages 1. Largest source of recruits 2. Seen as a reward for competence, enhancing morale and performance 3. More commitment to company goals 4. More accurate assessment of skills 5. Requires less orientation ## Internal Recruitment Drawbacks 1. Discontent among unsuccessful candidates 2. Wasted time and false hopes when internal candidates are not considered 3. Challenges adjusting to leadership roles 4. Tendency to maintain the status quo ## What is Job Posting? Answer: Notifying current employees of vacant positions, intending to hire from within the applicant pool. ## What is Job Slotting? Answer: Selecting and notifying a preferred candidate about current or upcoming positions, intending to place them in the role. ## External Recruitment Advantages 1. Access to a larger pool of candidates 2. More diverse applicant pool 3. Acquisition of skills not available internally 4. Elimination of internal rivalry 5. Potential cost savings from hiring candidates with existing skills ## Yield Ratio Answer: The percentage of applicants that proceed to the next stage of the selection process. ## Time-Lapse Data Answer: The time between the initiation of recruitment and the first day of work for the successful candidate. ## Recruiting Yield Pyramid 1. Leads generated (1200) 2. Candidates invited (200) 3. Candidates interviewed (150) 4. Offers made (100) 5. New hires (50) ## External Recruitment Methods 1. Online recruitment: Job boards, corporate websites, social media 2. Traditional networking: Cold calls, print ads, employee referrals 3. Agencies: Government, private, executive search firms 4. Temporary help agencies: Contract workers for short-term needs ## Most Successful Ways to Find a Job (2019) 1. Online job boards (41%) 2. Networking (25%) 3. Social media (13%) ## Potential Problems with Online Recruiting 1. Internet overload: Deluge of resumes 2. Some potential applicants don't use the internet 3. Job boards: Fast, easy, convenient but may lack personal interaction ## Recruiting Non-Permanent Staff Answer: Involves hiring temporary, term, seasonal, casual, or just-in-time workers for flexibility or specialized skills. ## Attracting Older Workers Answer: Older workers tend to have higher job satisfaction, strong work ethic, and good people skills. Flexible work arrangements and job redesign are essential. ## Attracting Younger Employees Answer: Younger workers respond to technology-based job searching and value independence, transparency, work-life balance, and organizations that contribute to society. ## Recruiting Designated Group Members Answer: Includes Indigenous people, women, visible minorities, and persons with disabilities. Employers must show commitment to equality and diversity. ## What is Selection? Answer: Selection is the process by which recruited applicants are screened, evaluated, and assessed until a final hire decision is made. ## Strategic Importance of Employee Selection 1. Quality of employees determines whether the organization meets its strategic goals. 2. Employees selected will implement strategic decisions. 3. Candidates must fit the strategic direction of the organization. 4. Ineffective selection is costly and may increase legal liability in HR management. ## Why Selecting the Right Person is Crucial 1. To ensure employee performance 2. To reduce recruitment and hiring costs 3. To avoid legal consequences like negligent hiring 4. To prevent hidden costs like termination, disorganization, disruption, and customer alienation. ## Six Typical Hurdles in the Selection Process 1. Preliminary applicant screening 2. Selection testing 3. Selection interview 4. Background investigation/reference checking 5. Supervisory interview and realistic job preview 6. Hiring decision and candidate notification ## Preliminary Applicant Screening Answer: Initial screening is performed by the HR department by reviewing application forms and resumes, eliminating candidates that do not meet the selection criteria. ## Selection Ratios Answer: The ratio of the number of applicants hired to the total number of applicants. A small ratio indicates limited applicants, while a large ratio may mean oversupply of labor or vague job ads. ## Artificial Intelligence and Data Analytics in Screening Answer: Al and data analytics are revolutionizing selection by reducing bias and automating the process. However, biases in algorithms must be carefully monitored. ## Crowdsourcing in Selection Answer: Applicant information is reviewed by current employees, who comment on the applicant's suitability based on shared experiences. ## Legally Defensible Selection Process 1. Ensure all criteria are based on job descriptions and specifications 2. Questions must meet human rights legislation 3. Obtain written authorization for reference checking 4. Save all records and information 5. Reject applicants making false statements on resumes ## Reliability Answer: The degree to which interviews, tests, and other selection procedures yield consistent data over time. ## Validity Answer: The accuracy with which a selection tool measures what it is intended to measure. Types include criterion-related, content, and construct validity. ## Tests of Cognitive Abilities 1. IQ tests: Measure intellectual abilities like verbal comprehension, memory, numerical ability, etc. 2. Emotional intelligence tests: Measure the ability to monitor and manage emotions. ## Tests of Motor and Physical Abilities Answer: Ensure tests do not violate human rights legislation and are based on job analysis and physical demands. ## Personality Tests Answer: Measure basic personality traits like introversion, self-confidence, and sociability. Common tools include Myers-Briggs and The Big Five. ## Assessment Centers Answer: A comprehensive procedure using realistic exercises like in-basket tasks, leaderless group discussions, and presentations to assess candidates' potential. ## Types of Interviews by Structure 1. Unstructured interview: Conversational, with no set sequence of questions. 2. Structured interview: Set questions with pre-determined responses. 3. Mixed (semi-structured) interview: Combines structured and unstructured techniques. ## Types of Interviews by Content 1. Situational interview: Asks about hypothetical future behavior. 2. Behavioral interview: Focuses on past job-related behavior, assuming it predicts future behavior. ## Types of Interviews by Administration 1. Sequential interview: Applicant is interviewed by several people in sequence. 2. Panel interview: Multiple interviewers interview the applicant simultaneously. 3. Mass interview: Panel presents a problem to solve and observes which candidate leads. ## Common Interview Mistakes 1. Poor planning 2. Snap judgments 3. Halo effect 4. Too much or too little talking (30/70 rule) 5. Similar-to-me bias 6. Stereotyping ## Steps for Effective Interviewing 1. Planning: Who will be involved and what questions will be asked. 2. Establish rapport to defuse tension. 3. Ask developed questions and take notes. 4. Close the interview: