Suche senden
Hochladen
Strategic Staffing.ppt
•
Als PPT, PDF herunterladen
•
0 gefällt mir
•
208 views
D
DrHarshadaSushilMuly
Folgen
sst
Weniger lesen
Mehr lesen
Karriere
Melden
Teilen
Melden
Teilen
1 von 28
Jetzt herunterladen
Empfohlen
The strategic Role of HRM
The strategic Role of HRM
Qamar Farooq
Human Resource Metrics PowerPoint Presentation Slides
Human Resource Metrics PowerPoint Presentation Slides
SlideTeam
HRM Dessler CH# 16
HRM Dessler CH# 16
Usman Rashid
Ppt challenges of human resource management in manufacturing sector
Ppt challenges of human resource management in manufacturing sector
RATHESH J
Human resource management gerry dessler chapter#1
Human resource management gerry dessler chapter#1
Humza Ali
Future for Human Resources
Future for Human Resources
Seta Wicaksana
HRM Dessler CH# 15
HRM Dessler CH# 15
Usman Rashid
Dessler ch 09-performance management and appraisal
Dessler ch 09-performance management and appraisal
Shamsil Arefin
Empfohlen
The strategic Role of HRM
The strategic Role of HRM
Qamar Farooq
Human Resource Metrics PowerPoint Presentation Slides
Human Resource Metrics PowerPoint Presentation Slides
SlideTeam
HRM Dessler CH# 16
HRM Dessler CH# 16
Usman Rashid
Ppt challenges of human resource management in manufacturing sector
Ppt challenges of human resource management in manufacturing sector
RATHESH J
Human resource management gerry dessler chapter#1
Human resource management gerry dessler chapter#1
Humza Ali
Future for Human Resources
Future for Human Resources
Seta Wicaksana
HRM Dessler CH# 15
HRM Dessler CH# 15
Usman Rashid
Dessler ch 09-performance management and appraisal
Dessler ch 09-performance management and appraisal
Shamsil Arefin
Intro to HRM Lecture 5 - Employee socialization
Intro to HRM Lecture 5 - Employee socialization
Allen Grabo
Industrial relations & concept and approaches
Industrial relations & concept and approaches
jpbbk
Chap001
Chap001
Vandana Kadam - Consultant -Human Resource Management
Human resource strategy
Human resource strategy
Prashant Mehta
1. strategic talent management
1. strategic talent management
Bima Hermastho
Industrial relation theories
Industrial relation theories
Aniket Verma
Lecture 5 interviewing candidates
Lecture 5 interviewing candidates
Dr Vijay Pithadia Director
HR PLANNING
HR PLANNING
shrinivas kulkarni
Employee Attrition
Employee Attrition
Vinay sattur
Human resource analytics
Human resource analytics
Sumeet Pareek
Hrm ignou
Hrm ignou
Vipin Sobhani
Introduction to Strategic HRM
Introduction to Strategic HRM
Rahul Sharma
Ppt on employee relation (Industrial Relation)
Ppt on employee relation (Industrial Relation)
Akhtar Alam
HRM Challenges in Human Resource Management
HRM Challenges in Human Resource Management
Jinuachan (Genimon) Vadakkemulanjanal
Human Capital Management (HCM)
Human Capital Management (HCM)
Naman Markan
Hr planning, recruitment & selection
Hr planning, recruitment & selection
Jo Balucanag - Bitonio
Strategic human resource management
Strategic human resource management
Kuddey Kudabe
Human Resource Planning | Forecasting | HR Demand & HR Supply | Recruitment &...
Human Resource Planning | Forecasting | HR Demand & HR Supply | Recruitment &...
HR Mukul Gupta
Employee involvement
Employee involvement
Ujjwal 'Shanu'
Interviewing candidates (2)
Interviewing candidates (2)
Janxerella Idulsa
503556188-Jeffrey-a-Mello-4e-Chapter-8-Staffing.ppt
503556188-Jeffrey-a-Mello-4e-Chapter-8-Staffing.ppt
sultanalmazrouei4
Hra 310 chapter 8
Hra 310 chapter 8
BHUOnlineDepartment
Weitere ähnliche Inhalte
Was ist angesagt?
Intro to HRM Lecture 5 - Employee socialization
Intro to HRM Lecture 5 - Employee socialization
Allen Grabo
Industrial relations & concept and approaches
Industrial relations & concept and approaches
jpbbk
Chap001
Chap001
Vandana Kadam - Consultant -Human Resource Management
Human resource strategy
Human resource strategy
Prashant Mehta
1. strategic talent management
1. strategic talent management
Bima Hermastho
Industrial relation theories
Industrial relation theories
Aniket Verma
Lecture 5 interviewing candidates
Lecture 5 interviewing candidates
Dr Vijay Pithadia Director
HR PLANNING
HR PLANNING
shrinivas kulkarni
Employee Attrition
Employee Attrition
Vinay sattur
Human resource analytics
Human resource analytics
Sumeet Pareek
Hrm ignou
Hrm ignou
Vipin Sobhani
Introduction to Strategic HRM
Introduction to Strategic HRM
Rahul Sharma
Ppt on employee relation (Industrial Relation)
Ppt on employee relation (Industrial Relation)
Akhtar Alam
HRM Challenges in Human Resource Management
HRM Challenges in Human Resource Management
Jinuachan (Genimon) Vadakkemulanjanal
Human Capital Management (HCM)
Human Capital Management (HCM)
Naman Markan
Hr planning, recruitment & selection
Hr planning, recruitment & selection
Jo Balucanag - Bitonio
Strategic human resource management
Strategic human resource management
Kuddey Kudabe
Human Resource Planning | Forecasting | HR Demand & HR Supply | Recruitment &...
Human Resource Planning | Forecasting | HR Demand & HR Supply | Recruitment &...
HR Mukul Gupta
Employee involvement
Employee involvement
Ujjwal 'Shanu'
Interviewing candidates (2)
Interviewing candidates (2)
Janxerella Idulsa
Was ist angesagt?
(20)
Intro to HRM Lecture 5 - Employee socialization
Intro to HRM Lecture 5 - Employee socialization
Industrial relations & concept and approaches
Industrial relations & concept and approaches
Chap001
Chap001
Human resource strategy
Human resource strategy
1. strategic talent management
1. strategic talent management
Industrial relation theories
Industrial relation theories
Lecture 5 interviewing candidates
Lecture 5 interviewing candidates
HR PLANNING
HR PLANNING
Employee Attrition
Employee Attrition
Human resource analytics
Human resource analytics
Hrm ignou
Hrm ignou
Introduction to Strategic HRM
Introduction to Strategic HRM
Ppt on employee relation (Industrial Relation)
Ppt on employee relation (Industrial Relation)
HRM Challenges in Human Resource Management
HRM Challenges in Human Resource Management
Human Capital Management (HCM)
Human Capital Management (HCM)
Hr planning, recruitment & selection
Hr planning, recruitment & selection
Strategic human resource management
Strategic human resource management
Human Resource Planning | Forecasting | HR Demand & HR Supply | Recruitment &...
Human Resource Planning | Forecasting | HR Demand & HR Supply | Recruitment &...
Employee involvement
Employee involvement
Interviewing candidates (2)
Interviewing candidates (2)
Ähnlich wie Strategic Staffing.ppt
503556188-Jeffrey-a-Mello-4e-Chapter-8-Staffing.ppt
503556188-Jeffrey-a-Mello-4e-Chapter-8-Staffing.ppt
sultanalmazrouei4
Hra 310 chapter 8
Hra 310 chapter 8
BHUOnlineDepartment
Employee selection.ppt
Employee selection.ppt
DrGhulamDastgeer1
Hrm and organization behavior 2018
Hrm and organization behavior 2018
ssuser116461
Ch06
Ch06
Chormvirak Moulsem
4e - Chapter 8.pptx.pdfggffffddddddddddd
4e - Chapter 8.pptx.pdfggffffddddddddddd
tazulislamrian
IHRM3.pptx
IHRM3.pptx
AhmedLove4
Recruitment
Recruitment
Anwal Mirza
Foundations of Selection
Foundations of Selection
Haris Bin Zahid
WANTED: Perfect Employee
WANTED: Perfect Employee
Patrick Reyes, PMP
Chapter 8 Selecting Human Resources
Chapter 8 Selecting Human Resources
Rayman Soe
Staffing the organisation
Staffing the organisation
Tanuj Poddar
Management ch12
Management ch12
julianmillar
SOSII Presentation
SOSII Presentation
questis
Testing and selection
Testing and selection
Anwal Mirza
Selection & Recruitment in HRM
Selection & Recruitment in HRM
Ishan Parekh
5 Ways to Build Employee Trust for Less Turnover and Fewer Incidents
5 Ways to Build Employee Trust for Less Turnover and Fewer Incidents
Case IQ
Ethical Issues in Human Resource Management
Ethical Issues in Human Resource Management
JASTINDER PAL SINGH
IPE48116_NafisAhmad_S04_Ch12_Human-Resource-Management.pdf
IPE48116_NafisAhmad_S04_Ch12_Human-Resource-Management.pdf
SharminAkter728093
Interview
Interview
amitgleam
Ähnlich wie Strategic Staffing.ppt
(20)
503556188-Jeffrey-a-Mello-4e-Chapter-8-Staffing.ppt
503556188-Jeffrey-a-Mello-4e-Chapter-8-Staffing.ppt
Hra 310 chapter 8
Hra 310 chapter 8
Employee selection.ppt
Employee selection.ppt
Hrm and organization behavior 2018
Hrm and organization behavior 2018
Ch06
Ch06
4e - Chapter 8.pptx.pdfggffffddddddddddd
4e - Chapter 8.pptx.pdfggffffddddddddddd
IHRM3.pptx
IHRM3.pptx
Recruitment
Recruitment
Foundations of Selection
Foundations of Selection
WANTED: Perfect Employee
WANTED: Perfect Employee
Chapter 8 Selecting Human Resources
Chapter 8 Selecting Human Resources
Staffing the organisation
Staffing the organisation
Management ch12
Management ch12
SOSII Presentation
SOSII Presentation
Testing and selection
Testing and selection
Selection & Recruitment in HRM
Selection & Recruitment in HRM
5 Ways to Build Employee Trust for Less Turnover and Fewer Incidents
5 Ways to Build Employee Trust for Less Turnover and Fewer Incidents
Ethical Issues in Human Resource Management
Ethical Issues in Human Resource Management
IPE48116_NafisAhmad_S04_Ch12_Human-Resource-Management.pdf
IPE48116_NafisAhmad_S04_Ch12_Human-Resource-Management.pdf
Interview
Interview
Mehr von DrHarshadaSushilMuly
EI PPT.pptx
EI PPT.pptx
DrHarshadaSushilMuly
Learning Theory PPT.ppt
Learning Theory PPT.ppt
DrHarshadaSushilMuly
Chapter 01.ppt
Chapter 01.ppt
DrHarshadaSushilMuly
b4b-financial-wellness-barometer-2022.pdf
b4b-financial-wellness-barometer-2022.pdf
DrHarshadaSushilMuly
UNCOMMON ACCOUNTIBILITY.pdf
UNCOMMON ACCOUNTIBILITY.pdf
DrHarshadaSushilMuly
2023 Wellbeing Calendar_003.pdf
2023 Wellbeing Calendar_003.pdf
DrHarshadaSushilMuly
05&06_Generation xyz.ppt
05&06_Generation xyz.ppt
DrHarshadaSushilMuly
BASICS OF ENTREPRENEURSHIP.pptx
BASICS OF ENTREPRENEURSHIP.pptx
DrHarshadaSushilMuly
Mehr von DrHarshadaSushilMuly
(8)
EI PPT.pptx
EI PPT.pptx
Learning Theory PPT.ppt
Learning Theory PPT.ppt
Chapter 01.ppt
Chapter 01.ppt
b4b-financial-wellness-barometer-2022.pdf
b4b-financial-wellness-barometer-2022.pdf
UNCOMMON ACCOUNTIBILITY.pdf
UNCOMMON ACCOUNTIBILITY.pdf
2023 Wellbeing Calendar_003.pdf
2023 Wellbeing Calendar_003.pdf
05&06_Generation xyz.ppt
05&06_Generation xyz.ppt
BASICS OF ENTREPRENEURSHIP.pptx
BASICS OF ENTREPRENEURSHIP.pptx
Kürzlich hochgeladen
Escort Service Andheri WhatsApp:+91-9833363713
Escort Service Andheri WhatsApp:+91-9833363713
Riya Pathan
办理学位证(Massey证书)新西兰梅西大学毕业证成绩单原版一比一
办理学位证(Massey证书)新西兰梅西大学毕业证成绩单原版一比一
A SSS
Application deck- Cyril Caudroy-2024.pdf
Application deck- Cyril Caudroy-2024.pdf
Cyril CAUDROY
Jumark Morit Diezmo- Career portfolio- BPED 3A
Jumark Morit Diezmo- Career portfolio- BPED 3A
jumarkdiezmo1
办理学位证(UoM证书)北安普顿大学毕业证成绩单原版一比一
办理学位证(UoM证书)北安普顿大学毕业证成绩单原版一比一
A SSS
Nathan_Baughman_Resume_copywriter_and_editor
Nathan_Baughman_Resume_copywriter_and_editor
NathanBaughman3
Crack JAG. Guidance program for entry to JAG Dept. & SSB interview
Crack JAG. Guidance program for entry to JAG Dept. & SSB interview
Nilendra Kumar
Ch. 9- __Skin, hair and nail Assessment (1).pdf
Ch. 9- __Skin, hair and nail Assessment (1).pdf
JamalYaseenJameelOde
原版定制copy澳洲查尔斯达尔文大学毕业证CDU毕业证成绩单留信学历认证保障质量
原版定制copy澳洲查尔斯达尔文大学毕业证CDU毕业证成绩单留信学历认证保障质量
sehgh15heh
办理(Salford毕业证书)索尔福德大学毕业证成绩单原版一比一
办理(Salford毕业证书)索尔福德大学毕业证成绩单原版一比一
diploma 1
ME 205- Chapter 6 - Pure Bending of Beams.pdf
ME 205- Chapter 6 - Pure Bending of Beams.pdf
aae4149584
定制(UQ毕业证书)澳洲昆士兰大学毕业证成绩单原版一比一
定制(UQ毕业证书)澳洲昆士兰大学毕业证成绩单原版一比一
lvtagr7
定制(SCU毕业证书)南十字星大学毕业证成绩单原版一比一
定制(SCU毕业证书)南十字星大学毕业证成绩单原版一比一
z xss
Storytelling, Ethics and Workflow in Documentary Photography
Storytelling, Ethics and Workflow in Documentary Photography
Ortega Alikwe
AICTE PPT slide of Engineering college kr pete
AICTE PPT slide of Engineering college kr pete
shivubhavv
Introduction to Political Parties (1).ppt
Introduction to Political Parties (1).ppt
SohamChavan9
Gurgaon Call Girls: Free Delivery 24x7 at Your Doorstep G.G.N = 8377087607
Gurgaon Call Girls: Free Delivery 24x7 at Your Doorstep G.G.N = 8377087607
dollysharma2066
Unlock Your Creative Potential: 7 Skills for Content Creator Evolution
Unlock Your Creative Potential: 7 Skills for Content Creator Evolution
Rhazes Ghaisan
Young Call~Girl in Pragati Maidan New Delhi 8448380779 Full Enjoy Escort Service
Young Call~Girl in Pragati Maidan New Delhi 8448380779 Full Enjoy Escort Service
Stunning ➥8448380779▻ Call Girls In Hauz Khas Delhi NCR
Escorts Service Near Surya International Hotel, New Delhi |9873777170| Find H...
Escorts Service Near Surya International Hotel, New Delhi |9873777170| Find H...
nitagrag2
Kürzlich hochgeladen
(20)
Escort Service Andheri WhatsApp:+91-9833363713
Escort Service Andheri WhatsApp:+91-9833363713
办理学位证(Massey证书)新西兰梅西大学毕业证成绩单原版一比一
办理学位证(Massey证书)新西兰梅西大学毕业证成绩单原版一比一
Application deck- Cyril Caudroy-2024.pdf
Application deck- Cyril Caudroy-2024.pdf
Jumark Morit Diezmo- Career portfolio- BPED 3A
Jumark Morit Diezmo- Career portfolio- BPED 3A
办理学位证(UoM证书)北安普顿大学毕业证成绩单原版一比一
办理学位证(UoM证书)北安普顿大学毕业证成绩单原版一比一
Nathan_Baughman_Resume_copywriter_and_editor
Nathan_Baughman_Resume_copywriter_and_editor
Crack JAG. Guidance program for entry to JAG Dept. & SSB interview
Crack JAG. Guidance program for entry to JAG Dept. & SSB interview
Ch. 9- __Skin, hair and nail Assessment (1).pdf
Ch. 9- __Skin, hair and nail Assessment (1).pdf
原版定制copy澳洲查尔斯达尔文大学毕业证CDU毕业证成绩单留信学历认证保障质量
原版定制copy澳洲查尔斯达尔文大学毕业证CDU毕业证成绩单留信学历认证保障质量
办理(Salford毕业证书)索尔福德大学毕业证成绩单原版一比一
办理(Salford毕业证书)索尔福德大学毕业证成绩单原版一比一
ME 205- Chapter 6 - Pure Bending of Beams.pdf
ME 205- Chapter 6 - Pure Bending of Beams.pdf
定制(UQ毕业证书)澳洲昆士兰大学毕业证成绩单原版一比一
定制(UQ毕业证书)澳洲昆士兰大学毕业证成绩单原版一比一
定制(SCU毕业证书)南十字星大学毕业证成绩单原版一比一
定制(SCU毕业证书)南十字星大学毕业证成绩单原版一比一
Storytelling, Ethics and Workflow in Documentary Photography
Storytelling, Ethics and Workflow in Documentary Photography
AICTE PPT slide of Engineering college kr pete
AICTE PPT slide of Engineering college kr pete
Introduction to Political Parties (1).ppt
Introduction to Political Parties (1).ppt
Gurgaon Call Girls: Free Delivery 24x7 at Your Doorstep G.G.N = 8377087607
Gurgaon Call Girls: Free Delivery 24x7 at Your Doorstep G.G.N = 8377087607
Unlock Your Creative Potential: 7 Skills for Content Creator Evolution
Unlock Your Creative Potential: 7 Skills for Content Creator Evolution
Young Call~Girl in Pragati Maidan New Delhi 8448380779 Full Enjoy Escort Service
Young Call~Girl in Pragati Maidan New Delhi 8448380779 Full Enjoy Escort Service
Escorts Service Near Surya International Hotel, New Delhi |9873777170| Find H...
Escorts Service Near Surya International Hotel, New Delhi |9873777170| Find H...
Strategic Staffing.ppt
1.
CHAPTER 8: STAFFING Copyright ©
2005 South-Western. All rights reserved.
2.
Copyright © 2005
South- Western. All rights reserved. 1–2 Staffing • Staffing – Process of recruiting & selecting prospective employees – Has significant impact on organization’s bottom line • Requires staffing process to become strategically focused – Recruitment & selection activities offer organization numerous choices to find & select new employees – Staffing decisions need to ensure employees fit organization’s culture
3.
Copyright © 2005
South- Western. All rights reserved. 1–3 Recruiting • Temporary versus permanent employees – Increase headcount temporarily or permanently should be strategically-driven – Basis for decisions is HR forecast – Temporary employees less costly – Temporary headcount increases can be obtained from specialized agencies – Headcount increases can be avoided by subcontracting work
4.
Copyright © 2005
South- Western. All rights reserved. 1–4 Exhibit 8-1 Advantages & Disadvantages of Internal & External Recruiting
5.
Copyright © 2005
South- Western. All rights reserved. 1–5 Recruiting • When & how extensively to recruit – When do recruiting efforts need to begin? – How large an applicant pool needed? – Data from past recruiting efforts utilized • To answer questions where feasible • Adjust for changed conditions • Yield ratios – Offer information on how many applicants eliminated/remain at each step in recruitment process – Can determine proper or necessary size of applicant pool
6.
Copyright © 2005
South- Western. All rights reserved. 1–6 Exhibit 8-2 Recruiting Pyramid
7.
Copyright © 2005
South- Western. All rights reserved. 1–7 Exhibit 8-3 Recruiting Timeline
8.
Copyright © 2005
South- Western. All rights reserved. 1–8 Methods of Recruiting • Informally or formally • Internally or externally • Targeted advertising in selected media • Recruiting on Internet • Outsourcing to staffing agencies • Private Industry Councils (PICs) • Executive search firms • On-campus recruiting
9.
Copyright © 2005
South- Western. All rights reserved. 1–9 Recruiting on Internet • One of fastest-growing recruitment methods • More cost-effective than newspaper advertising • Low cost, speed, & ability to target applicants with technical skills • Allows applicants to assess interests & needs with employer’s offerings • Global exposure to potential applicants • Can cut search process time by as much as 75%
10.
Copyright © 2005
South- Western. All rights reserved. 1–10 Recruiting on Internet • Some potential challenges – Ensuring security – Viruses – Access to unauthorized areas – Disparate impact against certain protected classes – Can complicate reporting of data related to compliance with federal & state laws
11.
Copyright © 2005
South- Western. All rights reserved. 1–11 Selection Process Issues • Reliability – Consistency of measurement – Screening criteria should elicit same results in repeated trials across time & evaluators – Reliability influenced by criterion deficiency & contamination errors – Reliability is prerequisite for validity
12.
Copyright © 2005
South- Western. All rights reserved. 1–12 Selection Process Issues • Validity – Degree to which what is assessed is related to actual performance – Ability to establish job-related validity is crucial to employers in defending themselves in discrimination allegations – 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
13.
Copyright © 2005
South- Western. All rights reserved. 1–13 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
14.
Copyright © 2005
South- Western. All rights reserved. 1–14 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
15.
Copyright © 2005
South- Western. All rights reserved. 1–15 Testing • Work sample tests – Ask applicant to complete representative sample of actual work • Trainability tests – Measure • Aptitude in certain areas • Ability to understand critical job components that firm will teach new hires
16.
Copyright © 2005
South- Western. All rights reserved. 1–16 Testing • Realistic job previews – Make applicants aware of both positive & negative aspects of job – Decrease likelihood new employee will become dissatisfied – Increase likelihood of candidate’s self-selecting out of position • Personality testing is useful in anticipating how applicants are likely to behave
17.
Copyright © 2005
South- Western. All rights reserved. 1–17 Exhibit 8-4 The Big Five Personality Dimensions Personality Dimension Characteristics of Person Scoring Positively on Dimension 1) Extraversion Outgoing, talkative, social, assertive 2) Agreeableness Trusting, good-natured, cooperative, soft-hearted 3) Conscientiousness Dependable, responsible, achievement-oriented, persistent 4) Emotional stability Relaxed, secure, unworried 5) Openness to experience Intellectual, imaginative, curious, broad-minded
18.
Copyright © 2005
South- Western. All rights reserved. 1–18 Other Testing Methods • Personality testing – Useful to anticipate how applicants likely to behave – Few, if any, jobs require specific personality type – Have been successfully challenged in court • Physical testing – Restricted under ADA to testing only for specific critical job-related physical performance requirements
19.
Copyright © 2005
South- Western. All rights reserved. 1–19 Other Testing Methods • Honesty testing – Declined since passage of Polygraph Protection Act in 1988 • Drug testing – Challenged in courts as invasion of privacy • References – Little information available due to former employer fears of liability for libel, slander & defamation
20.
Copyright © 2005
South- Western. All rights reserved. 1–20 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
21.
Copyright © 2005
South- Western. All rights reserved. 1–21 Exhibit 8-4 Strategic Issues in Staffing
22.
Copyright © 2005
South- Western. All rights reserved. 1–22 Reading 8.1 Hiring for Organization, Not Job • New model of selection geared toward hiring “whole” person who fits into organization’s culture • “Strong situation” – Intensity of situation suppresses variation in behavior attributable to person • “Weak situation” – Allows range of employee responses to work requirements • In organizations that are “weak situations” – More important to do good job of hiring right people
23.
Copyright © 2005
South- Western. All rights reserved. 1–23 Reading 8.1 Hiring Process for Person-Organization Fit • Assess overall work environment – Job analysis – Organizational analysis • Infer type of person required – Technical knowledge, skills & abilities – Social skills – Personal needs, values & interests – Personality traits
24.
Copyright © 2005
South- Western. All rights reserved. 1–24 Reading 8.1 Hiring Process for Person-Organization Fit • Design “rites of passage” for organization entry that allow both organization and applicant to assess their fit – Tests of cognitive, motor & interpersonal abilities – Interviews by potential coworkers & others – Personality tests – Realistic job previews, including work samples • Reinforce person-organization fit at work – Reinforce skills & knowledge through task design & training – Reinforce personal orientation through organization design
25.
Copyright © 2005
South- Western. All rights reserved. 1–25 Reading 8.1 Potential Benefits & Problems with Hiring for Person-Organization Fit • Potential benefits – More favorable employee attitudes – More desirable individual behaviors – Reinforcement of organizational design • Potential problems – Greater investment of resources in hiring process – Relatively undeveloped & unproven supporting selection technology – May be difficult to use full model where payoffs are greatest – Lack of organizational adaptation
26.
Copyright © 2005
South- Western. All rights reserved. 1–26 Reading 8.2 Reasons for Expatriate Early Departure • Not performing job effectively 48.4% • Received other, more rewarding offer (other co.) 43.7% • Expatriate or family not adjusting 36.6% • Expatriate or family missing home 31.0% • Received more rewarding offer (current co.) 17.2% • Unable to adjust to deprived living standards 10.3% • Concerned with problems of safety & health 10.3% • Believed children’s education was suffering 7.1% • Feared assignment would slow career advance 7.1% • Spouse wanted career 6.1% • Compensation package inadequate 0.0%
27.
Copyright © 2005
South- Western. All rights reserved. 1–27 Reading 8.3 Frequently Mentioned Obstacles to Global Staffing System • Legal requirements across countries/regions • Education system across countries/regions • Economic conditions across countries/regions • Ability to acquire & use technology • Labor market variations • Value differences across cultures • Availability of off-the-shelf translated tools Level of HR experience varies across regions Role of HR in hiring varies across regions Familiarity with a tool or practice varies Misperceptions that something is a cultural difference Limited local resources for implementation Beliefs about whether a global system is US-centric or imposed
28.
Copyright © 2005
South- Western. All rights reserved. 1–28 Reading 8.3 Frequently Mentioned Benefits to Global Staffing System • Global database of qualified talent • Quick identification of candidates to meet needs of specific location • Provision of consistent message about company to candidates worldwide • Quality of all hires is ensured • Better understanding of country/regional needs by all HR Global succession planning is enabled Global HR personnel have access to the latest versions of products/tools Shared vision of HR globally Comparisons of staffing results across locations Global database as internal benchmark of achievement in different parts of world
Jetzt herunterladen