HUMAN RESOURCES
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Transcript of HUMAN RESOURCES
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HUMAN RESOURCESHUMAN RESOURCES
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I. LegalI. Legal
What’ hot?What’ hot?
EEOCEEOC
State/City regulationsState/City regulations
Preemployment inquiriesPreemployment inquiries
BFOQBFOQ
Job relatedJob related
Business NecessityBusiness Necessity
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II. PlanningII. Planning
StrategicStrategic
Succession planningSuccession planning
Job analysisJob analysis
- job description- job description
- job specification- job specification
RJPRJP
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III. Attracting EmployeesIII. Attracting Employees
RecruitingRecruiting- Internal- Internal
- job postings- job postings- referrals- referrals
- External- External- schools- schools- agencies- agencies- advertising- advertising
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IV. SelectionIV. Selection
Application BlankApplication Blank
ScreeningScreening
TestingTesting
Background/Reference ChecksBackground/Reference Checks
Performance SimulationPerformance Simulation
InterviewsInterviews
Validity/ReliabilityValidity/Reliability
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Criterion
(e.g. perf. app.)
Predictor
(e.g. hiring test)
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Criterion
(e.g. perf. app.)
Predictor
(e.g. hiring test)
AcceptablePerformance
Cut off
I. Incorrect decision
II. Correct decision
III. Incorrect decision
IV. Correct decision
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Criterion
Predictor
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Criterion
Predictor
AcceptablePerformance
Cut off
I. Incorrect decision
II. Correct decision
III. Incorrect decision
IV. Correct decision
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IVa. InterviewingIVa. Interviewing
StructuredStructured
Semi-structuredSemi-structured
UnstructuredUnstructured
Problems to avoidProblems to avoid– Similar to meSimilar to me– StereotypingStereotyping– HaloHalo– Confirmatory biasConfirmatory bias
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IVa. Interviewing (cont’d)IVa. Interviewing (cont’d)
Behavioral InterviewsBehavioral Interviews
Situational InterviewsSituational Interviews
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V. Training and DevelopmentV. Training and Development
OrientationOrientationTrainingTrainingDetermine if a performance discrepancy exists. Determine if a performance discrepancy exists. (Performance discrepancy = gap between desired and attained (Performance discrepancy = gap between desired and attained performance). If a gap exists, performance). If a gap exists,
- Ask, “is it important” - Ask, “is it important” - Consider if it’s due to the system- Consider if it’s due to the system- Ask, “is training a solution?” It may be if the gap is due to - Ask, “is training a solution?” It may be if the gap is due to ability, not motivationability, not motivation
- Design program with training objective- Design program with training objective- Select techniques (on/off job)- Select techniques (on/off job)- Consider methods of delivery- Consider methods of delivery- Evaluate training- Evaluate training
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VI. Performance AppraisalVI. Performance Appraisal
TypesTypes
- Developmental- Developmental
- Evaluative- Evaluative
- Comparative- Comparative
- Absolute Standard- Absolute Standard
Measurement MethodsMeasurement Methods
- Ranking, BARS, MBO, 360, etc.- Ranking, BARS, MBO, 360, etc.
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Boeing Management Attributes Assessment Comments
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VII. RetentionVII. Retention
Be sure to use RJP initiallyBe sure to use RJP initially
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VIII. CompensationVIII. Compensation
- Direct and Indirect- Direct and Indirect
- Pay systems- Pay systems
- Wages, Salary, Incentives- Wages, Salary, Incentives- Pay DeterminationPay Determination
- Job evaluation- Job evaluation
- Banding- Banding