Recruitment and Selection 1st Edition Strategies for Workforce Planning & Assessment

Lực lượng lao động đang thay đổi và việc quản lý nhân tài trở nên quan trọng hơn bao giờ hết. Tuyển dụng và tuyển chọn: Các chiến lược lập kế hoạch và đánh giá lực lượng lao động đưa ra các phương pháp hay nhất để thiết kế, thực hiện và đánh giá các chiến lược tuyển dụng đúng người. Sử dụng khung phân tích công việc đã được chứng minh, tác giả Carrie A. Picardi sử dụng kinh nghiệm học thuật và ngành nghề của mình để dạy sinh viên cách đánh giá ứng viên một cách chính xác, hợp pháp và có đạo đức. Với sự rõ ràng và phù hợp, cuốn sách này thực sự kết nối giữa lý thuyết và khái niệm với thực tiễn một cách hấp dẫn và sẽ mang lại lợi ích cho những sinh viên cần bắt tay vào quản lý thành công các nhu cầu và hoạt động của lực lượng lao động trong vô số môi trường chuyên nghiệp.

Preface
Acknowledgments
About the Author
1 • Introduction to Workforce Planning and Assessment
What Is “Work”? The Organization of Work and Jobs
The Evolution of Work Structure
Organizing the Work: Jobs and Job Families
The Standard Occupational Classification System
The O*NET® Online Database
The Logistics of Work
Inpidual Work Versus Team-Based Work
Work Shifts
Work Location
Strategic Job Redesign and Its Benefits
Job Enlargement
Job Enrichment
The Role of Human Resources in Workforce Planning and Assessment
Sustaining the Human Resources–Functional Manager Partnership
HR Role Requirements for Workforce Planning and Assessment
Organizational Best Practices: Spotlight on Job Rotation at HSBC
Chapter Summary
Key Terms
2 • Legal Compliance and Ethical Considerations
Legal Compliance in Workforce Employment Decisions
Title VII of the Civil Rights Act of 1964
The Civil Rights Act of 1991
The Americans With Disabilities Act
The Age Discrimination in Employment Act
The Equal Pay Act
The Lilly Ledbetter Fair Pay Act
The Immigration Reform and Control Act of 1986
Temporary Work Visa Programs
U.S. Legislation and Equal Employment Opportunity
The Equal Employment Opportunity Commission
The Office of Federal Contract Compliance Programs
Affirmative Action
Uniform Guidelines on Employee Selection Procedures of 1978
Assessment of Legal Compliance in Workforce Employment Decisions
Identifying Adverse Impact and Disparate Treatment
The Four-Fifths Rule
Remediating Adverse Impact and Disparate Treatment
Identifying Bona Fide Occupational Qualifications
Ethical Employment Considerations
Legal Practice and Ethical Practices—Not Necessarily the Same
Organizational Best Practices: Embracing Workforce Diversity at MasterCard
Chapter Summary
Key Terms
3 • Job Analysis and Design
Phase 1: Identify the Job to Examine
Phase 2: Determine Appropriate Information Sources and Collect Job-Related Data
What type of information needs to be obtained?
Who should be providing the information?
What is the best method for gathering job-related information?
Archival Records
Observation
Employee Work Journals/Recordkeeping
Subject-Matter Experts
Questionnaires
Interviews
Phase 3: Organize and Analyze Data
Organizational Best Practices: Discovering Data in New Places—Job Analysis Leverages Social Networking Tools
Chapter Summary
Key Terms
4 • Job Description and Competency Model Development
Job Descriptions in a Perfect World
Recruitment
Selection
Performance Management
Training and Development
Job Description Structure and Format
Job Title
Job Overview
Department/Function
Reporting Structure
Fair Labor Standards Act Status/Category
Pay Grade
Working Conditions
Educational Requirements
Experience Requirements
KSAO Requirements
Essential Duties and Responsibilities
Competency Models
Developing a Competency Model
Lominger Competencies
Organizational Best Practices: Examining Global Leader Competencies at McKinsey & Company
Chapter Summary
Key Terms
5 • Job Evaluation
The Job Evaluation Process
Step 1: Obtain Job KSAOs, Qualifications, Working Conditions, and Essential Duties
Compensable Job Factors
Step 2: Examine Compensable Factors Using the Rating/Weighting Evaluation Method
Point-Factor Rating Method
Factor Weights
Step 3: Add Factor Points Together to Determine Overall Job Value
Spotlight on Hay Group—Pioneer in Job Evaluation
Determining Compensation Using Job Evaluation Data
Benchmark Analysis Process
Comparison of Internal Job and Benchmark Job
Establishing Pay Grades Using Compensation Benchmark Data
Handling Pay Anomalies: Red Circle and Green Circle Rates
Legal and Ethical Considerations for Job Evaluation
Organizational Best Practices: Behind the Scenes of an Online Salary Survey—Payscale’s Data Methodology
Comparable Worth
Chapter Summary
Key Terms
6 • Recruitment Strategy
Factors Affecting Recruitment
Labor Market Conditions and Demographic Shifts
Organizational Reputation/Image
Organizational Competition
Available Recruitment Resources
Recruitment Strategy: An Internal Approach
Common Methods for Internal Recruitment
Internal Postings
Employee Referrals
Benefits of Internal Recruitment
For the Organization
For the Job Candidate
Challenges of Internal Recruitment
Recruitment Strategy: An External Approach
Common Methods for External Recruitment
Organizational Websites
Newspapers and Periodicals
Agencies and Search Firms
Social Media
Designing a Compelling External Job Posting
Location
Job Title
Working Conditions and Logistics
Recruitment Legal and Ethical Considerations
Organizational Best Practices: Groupon’s Innovative Recruitment and Its People Blog
Chapter Summary
Key Terms
7 • Selection and Interview Strategy
Interview Strategy and Process
Structured Interviews
Inpidual and Group In-Person Interviews
Phone Interviews
Video Interviews
Video Interview Success Factors
Structured Interview Questions
Open-Ended and Closed-Ended Questions
Background/Chronology Questions
Job Knowledge Questions
Behavior-Based/Experiential Questions
Situation-Based Questions
Developing Effective Interviewers
Common Interviewer Errors
Halo Effect
Contrast Error
Inappropriate Substitutes
Primacy and Recency Effects
Interview Rating and Evaluation Form
Legal and Ethical Considerations in the Interview Process
Organizational Best Practices: A Holistic Interview Process at Whole Foods Market
Chapter Summary
Key Terms
8 • Selection: Simulations and Assessment Centers
Simulations
Types of Simulations: High Fidelity and Low Fidelity
Designing and Implementing Simulation Exercises
Evaluating Candidate Performance on Simulations
Assessment Centers
Assessment Center Structure
Assessment Center Logistics
Use of Assessors
Making the Case for Assessment Center Implementation
Legal and Ethical Considerations for Simulations and Assessment Centers
Organizational Best Practices: Spotlight on Vodafone’s Assessment Center Strategy
Chapter Summary
Key Terms
9 • Selection: Employment Testing
History of Testing in Occupational Selection
Assessment of Knowledge, Skills, and Abilities
Personality Assessment
The Five-Factor Personality Trait Model (The Big Five)
Extroversion
Agreeableness
Emotional Stability
Openness to Experience
Conscientiousness
The Myers-Briggs Type Indicator
Introversion/Extroversion: I/E
Sensing/Intuitive: S/N
Thinking/Feeling: T/F
Judging/Perceiving: J/P
Honesty and Integrity Assessment
Administration of Tests and Assessments
Hard-Copy (aka Paper and Pencil) Tests
Electronic/Computer Testing
Computer Adaptive Tests
Test Score Interpretation for Selection Decision Making
Cutoff Scores
Score Banding
Validity and Reliability of Testing Measures
Validity
Construct Validity
Content Validity
Criterion Validity
Reliability
Test-Retest Reliability
Alternate/Parallel Forms Reliability
Split-Halves Reliability
Inter-Item Reliability
Interrater Reliability
Legal and Ethical Issues of Employment Testing
Legal Challenges in Testing
Title VII of the Civil Rights Act of 1964
Americans With Disabilities Act
Age Discrimination in Employment Act
Ethical Challenges in Testing
Typecasting/Labeling
Honesty and Response Distortion (aka Faking)
Lack of Assessment/Testing Expertise
Organizational Best Practices: Identifying Strengths and Talents, the Facebook Way
Chapter Summary
Key Terms
10 • Making the Hire—Final Assessment of Candidate–Job Fit
Biodata and Application Forms
The Role of Application Forms in the Selection Process
Elements of a Job Application Form
Spotlight on Technology: Implications of Using Social Media Content in Hiring Decisions
Background Checks
Work History Verification
Education History Verification
Criminal History
Credit Check
Driving Record
Reference Checks
Recommendation/Reference Letters
Reference Checks Through Structured Phone/E-Mail Questions
Reference Checks Through Structured Online Forms
Preemployment Testing
Making a Job Offer
Employment at Will
A Final Word: Transitioning From Job Candidate to Employee
Organizational Best Practices: Technology-Driven Reference Checks? There’s an App for That
Chapter Summary
Key Terms
Appendix
Glossary
References
Index