Human Resource Management and Employee Relations Essay example

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Job analysis affects: strategic HR planning, work flow analysis and job design, recruitement and selection. Performance appraisal process, compensation management, legal compliance
Internal recruiting: Internal Job Postings, Identifying Talent through Performance Appraisals, Skills Inventories and Replacement Charts
External recruiting: Advertisements, Walk-Ins and Unsolicited Applications and Résumés, The Internet, Social Networking, and Mobile Recruiting, Job Fairs, Employee Referrals, Re-recruiting, Executive Search Firms, Educational Institutions
Reliability: The degree to which interviews, tests, and other selection procedures yield comparable data over time and alternative measures
Four types of employment tests: Job Knowledge Tests, Work Sample Tests, Assessment Center Tests, Cognitive Ability Test types of interviews: Nondirective Interview(The applicant determines the course of the discussion, while the interviewer refrains from influencing the applicant’s remarks), Structured Interview(An interview in which a set of standardized questions having an established set of answers is used.), Situational Interview(An interview in which an applicant is given a hypothetical incident and asked how he or she would respond to it.), Behavioral Description Interview (BDI)(An interview in which an applicant is asked questions about what he or she actually did in a given situation.)Panel and Sequential Interview(An interview in which a board of interviewers questions and observes a single candidate)
Job Description: detailed list of tasks, duties, responsibilities, and authority
Job Specifications: the individual competencies employees need for success—the knowledge, skills, abilities, and other factors (KSAOs) that lead to superior performance.
Job Characteristics Model- A job design theory that purports that three psychological states of a jobholder result in improved work performance, internal motivation, and lower absenteeism and turnover.
Job Characteristics that motivate employees- Skill Variety- the degree to which a job entails a variety of different activities. Task Identity- job requires completion of a whole and identifiable piece of work. Task Significance- job has substantial impact on lives or work of other people. Autonomy- job provides freedom, independence, and discretion to scheduling. Feedback- work activities required by the job results in the individual being given direct information about his/her performance.
3 psychological States- meaningfulness of the work performed, responsibility for work outcomes, and knowledgeable of the results.
Team Characteristics- Commitment to shared goals, motivated and energetic members, open and honest communication, shared leadership, clear role assignment climate of cooperation and trust, and recognition of conflict and its positive resolution.
Recruiting- the process of locating potential individuals who might join an organization and encouraging them to apply.
Realistic Job Preview- Informing applicants about all aspects of the job, including both its desirable and undesirable facets.
Assessment Center- a process by which individuals are evaluated as they participate in a series of situations that resemble what they might be called on to handle on the job.
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