Module 8: Overview

1
Module 8 Overview

• Discussion The human resource architecture,
  recruitment and selection
• Video Recruiting and Retaining Employees/ Senior
  Managers
• Case Study ASIMCO Developing human capital in
  China

2
Desired Workforce Attributes

• The qualities of workers should fit with the
  firms strategy, culture, technology, and
  environment.
• Maintaining a workforce that is as
  demographically and socially diverse as the
  general population.

3
Encouraging the right applicants

• Offering premium wages and conditions
• Self- selection though reputation or job
  characteristics
• Referrals from current employees
• Judicious use of personnel search organizations

4
Staffing

• Process of recruiting selecting prospective
  employees
• Has significant impact on organizations bottom
  line
• Requires staffing process to become strategically
  focused

5
Staffing

• Recruitment selection activities offer
  organization numerous choices to find select
  new employees
• Staffing decisions need to ensure employees fit
  organizations culture

6
Strategic Issues in Staffing
7
Recruiting

• Temporary versus permanent employees
• Increase headcount temporarily or permanently
  should be strategically-driven
• Basis for decisions is HR forecast
• Temporary headcount increases can be obtained
  from specialized agencies
• Headcount increases can be avoided by
  subcontracting work

8
Advantages Disadvantages of Internal External
Recruiting
9
Methods of Recruiting

• Informally or formally
• Internally or externally
• Targeted advertising in selected media
• Recruiting on Internet
• Outsourcing to staffing agencies
• Executive search firms
• On-campus recruiting

10
Recruiting on Internet

• More cost-effective than newspaper advertising
• Low cost, speed, ability to target applicants
  with technical skills
• Allows applicants to assess interests needs
  with employers offerings
• Global exposure to potential applicants
• Can cut process time by as much as 75

11
Recruiting on Internet

• Some potential challenges
• Ensuring security
• Viruses
• Access to unauthorized areas
• Disparate impact against certain groups

12
Selection Process Issues

• Reliability
• Consistency of measurement
• Screening criteria should elicit same results in
  repeated trials across time evaluators
• Reliability is prerequisite for validity

13
Selection Process Issues

• Validity
• Degree to which what is assessed is related to
  actual performance
• Ability to establish job-related validity is
  crucial
• Content validity illustrates that measure or
  criterion is representative of actual job content
  or knowledge
• Criterion (empirical) validity demonstrated by
  relationship between screening criteria job
  performance

14
Interviewing Process Issues

• Who should be involved?
• Prospective supervisors, peers, subordinates
• Which interview format?
• Individual or group interviews
• Common interviewer errors
• Similarity errors
• Contrast errors
• First impression
• Halo errors
• Personal biases

15
Behavioral Interviewing

• Used with experienced inexperienced applicants
• Asks about situations candidate is likely to face
  on job
• Candidates can present real-life situations they
  were involved in how they handled them

16
Selection for International Assignments

• Reasons for failure on international assignments
• Interpersonal acculturation abilities
• Rarely technical skills
• Test employees adaptability, open-mindedness,
  ability to tolerate uncertainty ambiguity
  independence
• Interview screen family members who would
  accompany employee