temp workers

offering overtime to existing workers

subcontracting work to other org

leasing employees

outsourcing work

What are sources of qualified personnel??

How will qualified personnel be recruited??

Who is involved in recruiting process??

What inducements does organization have to attract qualified personnel??

1. org knows strengths and weakness of employees

2. performance evals are availalb

3. more accurate data available for current employees, reducing change of poor decision

4. employees kno the org and how it operates

5. can have a significant, positive effect on employee motivation/morale

6. have an investment in the workforce

1. infighting for promotions

2. inbreeding of ideas

1. job title

2. rate of pay

3. necessary qualifications

1. larger pool of talent

2. external hires may bring new insights and perspectives

3. often less expensive and simpler to hire technical, skilled, or managerial personnel from outside than to train internally

1. attracting, contacting, and evaluating potential employees is more difficult

2. employees hired frm outside need a longer adjustment or orientation period

3. recruiting from outside may cause morale problems among current employees

State employment agencies provide free service for:

a.?

b.?

a. - individuals seeking employment

b. - business orgs seeking employees

1. not dependent on economic conditions

2. augments current staff when organization is expanding

3. if org is downsizing, temps create a flexible staff tht can be laid off easily and recalled

provide permanent staff at customer companies

• issue workers paychecks
• take care of personnel issues
• ensure compliance wth workplace regulations
• provide various employee benefits

1. compensation policies

2. working conditions

3. relationships with labor

4. participation in community activities

large-employement office

small- office/line manager

all positive features and benefits offered by an organization to attract job applicants???

three important ones??

oranizational inducements - compensation systems,

career opportunities

reputation

1. starting salaries

2. frequency of pay raises

3. incentives

4. nature of the orgs fringe benefits

What does the EEO say about recruitment??

what does it advise to avoid?

all recruitment procedures should be analyzed & reviewed to identify and eliminate discriminatory barriers

avoid recruiting through employee referral and walk-ins

1. job analysis

2. hrp

3. recruitment

1. organization size

2. types of jobs to be filled

3. number of people to be hired

4. external pressures from EEOC or union

1. application forms

2. interviews.

3. test

1. completion & screening of application form

2. preliminary interview

3. employment testing

4. diagnostic interview

5. reference checking-->physical examination

6. final decision

questions about race, color, national origin, and religion

arrest/conviction records

credit rating

can be verified through reference checks

applicant signs a validity statement

1. applicant voluntarily completes form

2. info can be used to provide statistical reports to EEOC or OFCCP

3. info can be used as defense against charges of discrimination concering the employers recruitment and selection activities

finger dexterity

manual dexterity

wrist-finger speed

speed of arm movement

1. questionable validity

2. low reliability

1. Rorschach inkblot test

2. thematic appreception test

1. lying causes fear and guilt

2. fear and guilt cause stress

3. stress causes physciological changes

lies.

physiological changes

1. all local, state, and federal govt employees, individual state laws may restrict use of polygrpahs
2. industries with national defense or security contracts
3. businesses with nuclear power related contracts with the dept of energy
4. business/consultants with access to highly classified info

hiring private security personnel

hiring persons with access to drugs

during investigations of economic injury or loss by employer

voluntary workplace testing is not only permitted but encouraged by some major organizations

1. provides same type of information on all interviewees

2. systematic coverage of all necesary questions

disadvantages of unstructured interview???

advantage?

1. no systematic coverage of info

2. susceptable to personal biases of interviewer

advantage- more relaxed interview atmosphere

1. questionable validity and reliability of most

2. easy for interviewer to be biased

3. personal preferences

4. prejudices

1. initial impressions

2. halo effect

3. over generalizing

1. personal references - limited value

2. school references- limited value

3. past employment references - most often used source, in a position to give most objective info

1. do not prohibit medical exams
2. encourage employers to make medical inquiries directly related to applicant's ability to perform job-related functions
3. require employers to mke reasonable accomodations for handicapped

1. performance appraisals

2. production data

3. personnel data

1. education

2. previous work experience

3. test scores

4. data from applicant forms

5. previous performance appraisals

5. results of employment interviews

criterion related validity

content validity

construct validity

correlation coefficients rarely exceed ____?

____ is very good

_____ or higher is acceptable

less than ____ is not acceptable

.50

.40

.3

.3

verbal ability

spacial visualization

perceptual speed

1. test-retest

2. parallel (alternative) forms

3. split havles