Human Resource Test 1 PDF

Midterm Outline Identify and/or Name = the exact definition from class in notes Define = asked to define two concepts in a questions, which definition is which Describe and/or Explain = Exactly what it is Provide Example Example: In class, we discussed that job analysis can provide us with critica...

Midterm Outline Identify and/or Name = the exact definition from class in notes Define = asked to define two concepts in a questions, which definition is which Describe and/or Explain = Exactly what it is Provide Example Example: In class, we discussed that job analysis can provide us with critical information to develop Job Descriptions and Job specifications - Define job description and describe one example of an HRM function when we would most likely use this information. Explain your rationale - Job Description: List of functions, tasks, responsibilities, and working conditions for a particular occupation or job. - Example: Useful in Job Design because it may help us identify accessibility concerns due to detail on physical movements - Define job specifications and describe one example of HRm function when we would most likely use this information. Explain your rationale. - Job Specifications: Strategic HRM Study Sheet 1. How does an Org’s mission and vision influence HRM? Mission Statement: Defines the organization’s purpose and long-term objectives. It guides the identity and culture of the organization. Vision: Outlines the future path and development of the organization2. It helps in aligning HR strategies with the overall direction of the organization. 2. What environmental forces must HRM practitioners understand and why? Economic Forces: Impact productivity and global trade4. HR must adapt to economic cycles and unexpected changes. Technological Forces: Developments in manufacturing, distribution, and communication5. HR must leverage technology for remote work and automation. Demographic Forces: Changes in workforce composition. HR must plan for education, age, gender, and ethnicity trends. Sociocultural Forces: Societal norms and values. HR must ensure diversity, social justice, and ethical practices. Legal Forces: Legislation and policies. HR must ensure compliance and legal defensibility. 3. Why might an HR practice differ in implementation versus planning? Strategy Implementation: Requires securing, organizing, and directing resources7. Differences between stated and emergent HR strategies need continuous alignment. Review and Evaluation: Regular audits to adapt to environmental changes and internal shifts8. Identifies inefficiencies and new opportunities. Study Sheet: Designing Jobs for Better Outcomes Main Question: How can we design jobs for better outcomes? Answer: Job Design Definition: Identification of job duties, characteristics, competencies, and sequences, considering technology, workforce, organizational character, and environment1. Effective Job Design: Balances efficiency and motivation2. Few tasks and skills lead to higher efficiency but lower motivation, while many tasks and skills lead to lower efficiency but higher motivation34. Job Characteristics Model: Focuses on skill variety, task identity, task significance, autonomy, and job feedback to enhance intrinsic motivation and job satisfaction. Job Design Techniques: Includes job rotation, job enlargement, and job enrichment to increase skill variety, responsibility, and autonomy. Other Important Questions and Answers: Q: What are the key considerations in job design?5 Efficiency: Maximizing output with minimal input6. Work Flow: Sequence of tasks to be accomplished7. Injury Prevention: Reducing fatigue and potential for harm8. Accessibility: Removing barriers to expand opportunities9. Social Expectations: Adapting to changes in norms, values, and expectations10. Q: What are the outcomes of effective job design? Positive Outcomes: Higher intrinsic motivation, more efficient work processes, facilitated training, reduced errors, and improved selection and performance management11. Negative Outcomes: Increased absenteeism and turnover, more counterproductive work behaviors, and potential for employee collective action. Q: What are the techniques used in job design? Job Rotation: Moving employees across different jobs to increase skill variety and reduce health risks. Job Enlargement: Adding more tasks to an existing job to increase skill variety and potential for innovation12. Job Enrichment: Increasing responsibilities and autonomy to support employee development and work flexibility13. Q: What is the Job Characteristics Model? Job Characteristics: Skill variety, task identity, task significance, autonomy, and job feedback. Psychological States: Felt meaningfulness, felt responsibility, and knowledge of results. HR Planning Study Sheet 1. Why do we forecast demand and how do we do it? Why Forecast Demand? ○ To align workforce with strategic goals. ○ To anticipate changes in the labor market. ○ To prepare for future organizational needs. How to Forecast Demand? ○ Expert Forecasts: Use knowledge from experienced individuals. ○ Trend Projections: Analyze past trends to predict future needs1. ○ Other Methods: Budget analysis, new venture analysis, simulations, and predictive models2. 2. How can we assess internal supply? Skill Inventories: Summarize employee KSAOs (Knowledge, Skills, Abilities, and Other characteristics), work experience, and qualifications. Management and Leadership Inventories: Focus on managerial experience, including subordinates, budgets, major projects, and training. Replacement Charts: Visual representation for sequence of replacement when there is a vacant job3. Markov Analysis: Develops transition probabilities using historical or expected employee movements4. 3. Which techniques can we use to manage labor oversupply and shortages? Managing Oversupply: ○ Hiring Freeze: Stop hiring new employees. ○ Early and Phased Retirement: Encourage early retirement or gradually reduce work hours. ○ Lay-offs/Furlough: Temporary withdrawal of employment5. ○ Voluntary Separation Incentives: Offer severance packages6. Managing Shortages:  ○ Job Sharing: Reduce hours per employee by sharing jobs7. ○ Part-time Work: Reduce hours to save costs on benefits8. ○ Hiring: Full-time, part-time, freelancers, outsourcing, crowdsourcing, co-sourcing. ○ Develop Internally: Train internal employees for new roles. ○ Flexible Work Arrangements: Overtime, flexible retirement, float and transfer. 4. How do advancements in technology influence HRM? Technological Changes: Impact demand for certain skills and roles. HR Systems: Use of simulations, predictive models, and modern HRM tools2. Automation: Changes in job design and workforce requirements. Data Analysis: Improved forecasting and decision-making through data analytics. Legal Requirements 1. Q: What are the key aspects of the law that impact HRM? Employment and Labour Standards: These set the minimum standards for working conditions. Human Rights: Laws that protect employees from discrimination. Privacy Legislation: Regulations that protect employee information. 2. Q: How do we determine which laws apply to our employees? Employee or Contractor: Determines the obligations of the organization. Provincial or Federal Regulation: Identifies if the organization is regulated by provincial or federal laws. Unionized or Non-Unionized: Different regulations apply based on union status. Discrimination 1. Q: What are the different forms of discrimination? Are any legal? Direct Discrimination: Illegal to discriminate on protected grounds1. Indirect (Systemic) Discrimination: Unintended effects that exclude individuals on non-job-related bases. Bona Fide Occupational Requirements (BFOR): Justified business reasons for discrimination. Supporting Minority and Marginalized Individuals 2. Q: What are some ways we can support minority and marginalized individuals at work? Employee Resource Groups (ERGs): Voluntary, employee-led groups that promote inclusivity2. Mentorship Programs: Formal or informal programs that provide career and psychosocial support. Diversity Training: Programs to educate and foster an inclusive workplace3. Recruitment ******* - Important recruitment methods in textbook Internal vs. External Recruitment Internal Recruitment: ○ Advantages: Familiarity with the organization, known employee performance, promotes internal development, and encourages referrals. ○ Disadvantages: Can lead to internal competition, lack of fresh perspectives, potential low morale for those not promoted, and can be costly to develop unsuccessful candidates. External Recruitment: ○ Advantages: Brings in new skills and perspectives, potentially lower training costs if the candidate is ready, and can fill skill gaps not available internally. ○ Disadvantages: Less known about candidates, socialization challenges, higher costs to attract candidates, and potential low morale for existing employees. Recruitment Techniques Unsolicited Applications: Useful for general recruitment but may not target specific needs. Direct Inquiries: Effective for difficult-to-fill positions1. Employee Referrals: Leverages current employees’ networks, useful for finding reliable candidates. Advertising: Reaches a wide audience, can be targeted, but may be costly. Digital Recruiting: Cost-effective, wide reach, and can automate screening processes2. Attraction vs. Realism in Recruiting3  Attraction: Focuses on highlighting the positive aspects of the organization to attract candidates. Realism: Provides a balanced view, covering both positive and negative aspects to set realistic expectations for candidates. SELECTION PART 1 Applicant Screening Q: What is the aim of applicant screening? A: The aim is to eliminate obviously under-qualified or mismatched applicants early in the selection process1. Q: How can we effectively conduct applicant screening? A: By reviewing resumes, conducting initial interviews, and using automated screening tools to filter out unsuitable candidates. Reliability and Validity Q: What is reliability in the context of employment tests? A: Reliability refers to the consistency of test scores over multiple measurements2. Q: What is validity in the context of employment tests? A: Validity refers to the accuracy of test scores in measuring what they are intended to measure3. Q: Why are reliability and validity important? A: They ensure that the tests provide consistent and accurate information, which is crucial for making sound hiring decisions. Employment Tests4 Q: Which employment test would you choose to assess an applicant’s personality? A: Personality Tests like the Big Five Inventories or Myers-Briggs Type Inventory. Q: Which test is suitable for evaluating an applicant’s job-specific knowledge? A: Knowledge Tests that focus on relevant legislation, regulations, or product knowledge. Q: What type of test would you use to measure an applicant’s ability to perform job tasks? A: Performance Tests such as situational judgment tests or assessment centers5. Feel free to ask if you need more details or additional questions! Selection Part 2 Question 1: What makes the Interview unique and how can we improve it? Answer: Reciprocal Exchange: The interview is unique because it involves a two-way interaction where both the interviewer and interviewee can influence each other. Reliability and Validity: To improve interviews, increase structure by using standardized questions and requiring ratings on relevan t dimensions1. Reduce interviewer influence by using the same interviewers for all applicants and multiple interviewers per applicant2. Question 2: How do we use results of employment tests in selecting applicants? Answer: Mechanical Approaches: Scores from employment tests can be processed using methods like multiple cut-off, multiple hurdle, and regression. These methods help in making objective hiring decisions by evaluating applicants based on pre-specified benchmarks and combining scores to predict future performance.