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HUMAN RESOURCES

HUMAN RESOURCES. I. Legal. What’ hot? EEOC State/City regulations Preemployment inquiries BFOQ Job related Business Necessity. II. Planning. Strategic Succession planning Job analysis - job description - job specification RJP. III. Attracting Employees. Recruiting - Internal

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HUMAN RESOURCES

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  1. HUMAN RESOURCES

  2. I. Legal • What’ hot? • EEOC • State/City regulations • Preemployment inquiries • BFOQ • Job related • Business Necessity

  3. II. Planning • Strategic • Succession planning • Job analysis - job description - job specification • RJP

  4. III. Attracting Employees • Recruiting - Internal - job postings - referrals - External - schools - agencies - advertising

  5. IV. Selection • Application Blank • Screening • Testing • Background/Reference Checks • Performance Simulation • Interviews • Validity/Reliability

  6. Criterion (e.g. perf. app.) Predictor (e.g. hiring test)

  7. Criterion (e.g. perf. app.) AcceptablePerformance Cut off Predictor (e.g. hiring test) • Incorrect decision • Correct decision • Incorrect decision • Correct decision

  8. Criterion Predictor

  9. Criterion AcceptablePerformance Cut off Predictor • Incorrect decision • Correct decision • Incorrect decision • Correct decision

  10. IVa. Interviewing • Structured • Semi-structured • Unstructured • Problems to avoid • Similar to me • Stereotyping • Halo • Confirmatory bias

  11. IVa. Interviewing (cont’d) • Behavioral Interviews • Situational Interviews

  12. V. Training and Development • Orientation • Training Determine if a performance discrepancy exists. (Performance discrepancy = gap between desired and attained performance). If a gap exists, - Ask, “is it important” - Consider if it’s due to the system - Ask, “is training a solution?” It may be if the gap is due to ability, not motivation - Design program with training objective - Select techniques (on/off job) - Consider methods of delivery - Evaluate training

  13. VI. Performance Appraisal Types - Developmental - Evaluative - Comparative - Absolute Standard Measurement Methods - Ranking, BARS, MBO, 360, etc.

  14. Boeing Management Attributes Assessment Comments

  15. VII. Retention • Be sure to use RJP initially

  16. VIII. Compensation - Direct and Indirect - Pay systems - Wages, Salary, Incentives • Pay Determination - Job evaluation - Banding

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