“Job Applicants” Please respond to the following:Examine two ways that companies can recruit qualified job applicants. Determine which method may be most effective and predict how it could benefit the company when hiring new employees.Go to O*Net Online’s Website and review at least two (2) different occupation descriptions. Next, compare the two selected occupation descriptions. Recommend two changes to make the occupation descriptions more marketable. Provide examples to support your recommendations. Be sure to provide details of the occupation descriptions in case others want to use them.
hrm530_w5.ppt
hrm530_w6_p1.ppt
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Strategic Human Resource
Management
HRM530
Designing Productive and
Satisfying Work
Stewart, G. & Brown, K. (2008). Human resource
management, (1st ed.). Hoboken, NJ: John Wiley & Sons.
Objectives
•
Upon completion of this lesson, you will
be able to:
– Design jobs and tasks that are motivational
and flexible and align with the overall Human
Resource strategy
Work Design
• Assigning and coordinating work tasks
• Differentiation
– Perform specific pieces of the work process
• Integration
– Employees work together
• Work design strategic
• Autonomy
– Freedom toe determine how to complete work
• Interdependence
– Extent to which worker’s action affect others
Job Analysis Process
• Job – collection of tasks
• Job analysis – systematic collection of
information about the tasks
– Job Analysis Process
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•
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•
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Step 1: Getting Organized
Step 2: Choosing Jobs
Step 3: Reviewing Knowledge
Step 4: Selecting Job Agents
Step 5: Collecting Job Information
Step 6: Creating Job Descriptions
Step 7: Creating Job Specifications
Competency Modeling
• Competencies and capabilities to succeed
• Broader characteristics
• 7 steps
– Step 1: Determine the data collection method
– Step 2: Collect data
– Step 3: Direct observation
– Step 4: Develop an interim model
– Step 5: test the interim model
– Step 6: Validate the model
Job Design
• Tasks grouped together to define duties
• Mechanistic
– Scientific management
• Motivational
– Intrinsic motivation
• Perceptual
– Simplify mental demands
• Biological
– Prevent injury
Check Your Understanding
Improved Family Life
• Family-to-work conflict
• Work-to-family conflict
• Flexible work scheduling
– Flextime
– Compressed workweek
• Alternate work locations
– telework
Summary
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•
•
•
•
•
Work design practices
Efficiency and autonomy
Seven steps in job analysis process
Competency modeling
Approaches to job design
Work-to-family and family-to-work
conflicts
• Flexible scheduling
• Alternative work locations
Strategic Human Resource
Management
HRM530
Recruiting Talented Employees
Stewart, G. & Brown, K. (2008). Human resource
management, (1st ed.). Hoboken, NJ: John Wiley & Sons.
Objectives
•
Upon completion of this lesson, you will
be able to:
– Develop effective talent management
strategies to recruit and select employees
Effective Recruiting
• Indentifying and attracting employees
• Broad scope
– Large numbers
• Targeted skill scope
– Specific characteristics
• Internal sourcing
– Inside the organization
• External sourcing
The Planning Process
• HR planning – forecasting employment
needs
– Step 1: Assessing current employment levels
– Step 2: Predicting future needs
– Step 3: Predicting employee movement
– Step 4: Planning external hiring
• Act strategic versus react to change
Approaches and Procedures
• Batch approach
– periodic
• Flow approach
– never-ending
• Centralize procedures
– HR responsible for recruiting
• Decentralize procedures
– Individual departments recruit
Attractive Characteristics
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•
•
•
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Develop a competitive advantage
Familiarity
Compensation
Sincerity, kindness and trust
Family-like atmosphere
Innovativeness and competence
Successful if recommended
Interpersonal skills of recruiters
Check Your Understanding
Determining Recruiting
Effectiveness
• Common measures of recruiting effectiveness
–
–
–
–
Cost
Time
Quantity
Quality
• Most frequently used measures of recruiting
success combine assessments of cost and
quantity
– Cost per hire
– Cost per applicant
Summary
• Recruiting practices effective when align
with HR strategy
• Targeted scope versus broad scope
• Internal and external recruiting
• Human resource planning
• Organization characteristics
• Measures of recruiting effectiveness
…
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