Module 8: Overview

1. Module 8: Overview • Discussion: The human resource architecture, recruitment and selection • Video: Recruiting and Retaining Employees/ Senior Managers • Case Study: ASIMCO: Developing human capital in China

2. Desired Workforce Attributes • The qualities of workers should fit with the firm’s strategy, culture, technology, and environment. • Maintaining a workforce that is as demographically and socially diverse as the general population.

3. Encouraging the “right” applicants • Offering premium wages and conditions • Self- selection though reputation or job characteristics • Referrals from current employees • Judicious use of personnel search organizations

4. Staffing • Process of recruiting & selecting prospective employees • Has significant impact on organization’s bottom line • Requires staffing process to become strategically focused

5. Staffing • Recruitment & selection activities offer organization numerous choices to find & select new employees • Staffing decisions need to ensure employees fit organization’s culture

6. Strategic Issues in Staffing

7. Recruiting • Temporary versus permanent employees • Increase headcount temporarily or permanently should be strategically-driven • Basis for decisions is HR forecast • Temporary headcount increases can be obtained from specialized agencies • Headcount increases can be avoided by subcontracting work

8. Advantages & Disadvantages of Internal & External Recruiting

9. Methods of Recruiting • Informally or formally • Internally or externally • Targeted advertising in selected media • Recruiting on Internet • Outsourcing to staffing agencies • Executive search firms • On-campus recruiting

10. Recruiting on Internet • More cost-effective than newspaper advertising • Low cost, speed, & ability to target applicants with technical skills • Allows applicants to assess interests & needs with employer’s offerings • Global exposure to potential applicants • Can cut process time by as much as 75%

11. Recruiting on Internet • Some potential challenges • Ensuring security • Viruses • Access to unauthorized areas • Disparate impact against certain groups

12. Selection Process Issues • Reliability • Consistency of measurement • Screening criteria should elicit same results in repeated trials across time & evaluators • Reliability is prerequisite for validity

13. Selection Process Issues • Validity • Degree to which what is assessed is related to actual performance • Ability to establish job-related validity is crucial • Content validity illustrates that measure or criterion is representative of actual job content or knowledge • Criterion (empirical) validity demonstrated by relationship between screening criteria & job performance

14. Interviewing Process Issues • Who should be involved? • Prospective supervisors, peers, subordinates • Which interview format? • Individual or group interviews • Common interviewer errors • Similarity errors • Contrast errors • First impression • Halo errors • Personal biases

15. Behavioral Interviewing • Used with experienced & inexperienced applicants • Asks about situations candidate is likely to face on job • Candidates can present real-life situations they were involved in & how they handled them

16. Selection for International Assignments • Reasons for failure on international assignments • Interpersonal & acculturation abilities • Rarely technical skills • Test employees’ adaptability, open-mindedness, ability to tolerate uncertainty & ambiguity & independence • Interview & screen family members who would accompany employee