“Company Competitive Advantage” Please respond to the following:Propose two ways that a company can gain a competitive advantage over other companies when striving to recruit job applicants. Determine whether technology has assisted or hindered the process. Imagine you are head of the HR department, and you have been asked to review two applicants for the sales clerk position at your company. Alice, the first applicant has 10 years of experience in sales work, but can be easily distracted. She will not work on commission and cannot work weekends. She can be a little obstinate, but has an excellent job history. Mary, the second applicant, has one year experience, but very congenial and loves working with people. Her work schedule is very flexible, but she can become a little stressed at times and has been known for having to quietly leave and regroup for a short time. Determine which candidate would be the “right fit”. Support your decision by describing the thought process that lead up to your decision.
hrm530_w5.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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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
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–
–
–
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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