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Chapter 5

Chapter 5. STAFFING and RECRUITING. Chapter Outcomes. Describe the human resource management process. Discuss the influence of government regulations on human resource decisions. Contrast recruitment and downsizing options. Explain the importance of validity and reliability in selection.

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Chapter 5

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  1. Chapter 5 STAFFING and RECRUITING

  2. Chapter Outcomes Describe the human resource management process. Discuss the influence of government regulations on human resource decisions. Contrast recruitment and downsizing options. Explain the importance of validity and reliability in selection. Describe the selection devices that work best with various kinds of jobs. Identify various training methods. Describe the goals of compensation administration and factors that affect wage structures. Explain what is meant by the terms sexual harassment and layoff-survivor sickness.

  3. EXHIBIT 5–1The human resource management process.

  4. Supervision and HRM Affirmative action Employment planning Human resource inventory Recruitment

  5. EXHIBIT 5–2 Major U.S. federal laws and regulations related to HRM.

  6. EEOC Equal Employment Opportunity Commission Born out of Title VII of the Civil Rights Act Enforcing body for Title VII Policies have the force of law

  7. Employment planning Assessing current human resources Assessing future human resource needs Developing a program to meet future human resource needs Recruitment issues Selection issues

  8. Recruitment sources Internal Advertising Employee referrals Employment agencies Educational institutions Professional organizations Temp services Walk-ins Online

  9. Downsizing options Firing Layoffs Attrition Transfers Reduced workweek Early retirements Job sharing

  10. Selection process Reliability Validity Written tests Performance-simulation tests Personality profiles Interviews Realistic job preview

  11. Interviewer behaviors Review the job description and job specification. Prepare a structured set of questions. Review the applicant’s information. Put the interviewee at ease. Ask questions and listen carefully. Close by telling the applicant the next steps in the process. Write the evaluation immediately.

  12. Orientation An expansion on information a new employee obtained during the recruitment and selection stages; an attempt to familiarize new employees with the job, the work unit, and the organization as a whole.

  13. EXHIBIT 5–6 Determining training needs.

  14. Typical training methods On-the-job Apprenticeship Job instruction training Off-the-job Classroom lectures Multimedia Simulation exercises Computer-based training Vestibule training Programmed instruction

  15. Current issues in HRM Workforce diversity Sexual harassment Layoffs Layoff-survivor sickness

  16. Sexual harassment Any unwanted activity of a sexual nature that affects an individual’s employment. Sexual harassment can occur if verbal or physical conduct toward an individual: Creates an intimidating, offensive, or hostile environment Unreasonably interferes with an individual’s work Adversely affects an employee’s employment opportunities

  17. What can be considered sexual harassment? Sexually suggestive remarks Unwanted touching Sexual advances Requests for sexual favors Verbal or physical conduct of a sexual nature

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