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© 2007 Prentice Hall Inc. All rights reserved. Human Resource Policies and Practices Chapter EIGHTEEN
© 2007 Prentice Hall Inc. All rights reserved. Selection Devices Interviews –Are the most frequently used selection tool. –Carry a great deal of weight in the selection process. –Can be biased toward those who interview well. –Should be structured to ensure against distortion due to interviewers biases. –Are better for assessing applied mental skills, conscientiousness, interpersonal skills, and person- organization fit of the applicant.
© 2007 Prentice Hall Inc. All rights reserved. The Selection Process Initial Selection Substantive Selection Contingent Selection Applicants who dont meet basic requirements are rejected. Applicants who meet basic requirements, but are less qualified than others, are rejected. Applicants who are among best qualified, but who fail contingent selection, are rejected. Applicant receives job offer. E X H I B I T 18–1
© 2007 Prentice Hall Inc. All rights reserved. Selection Devices (contd) Written Tests –Renewed employer interest in testing applicants for: Intelligence: trainable to do the job? Aptitude: could do job? Ability: can do the job? Interest (attitude): would/will do the job? Integrity: trust to do the job? –Tests must show a valid connection to job-related performance requirements.
© 2007 Prentice Hall Inc. All rights reserved. Selection Devices (contd) Performance-Simulation Tests –Based on job-related performance requirements. –Yield validities (correlation with job performance) superior to written aptitude and personality tests. Work Sample Tests Creating a miniature replica of a job to evaluate the performance abilities of job candidates. Assessment Centers A set of performance-simulation tests designed to evaluate a candidates managerial potential.
© 2007 Prentice Hall Inc. All rights reserved. Training and Development Programs Types of Training Basic Literacy Skills Technical Skills Interpersonal Skills Problem Solving Skills
© 2007 Prentice Hall Inc. All rights reserved. What About Ethics Training? Argument against ethics training –Personal values and value systems are fixed at an early age. Arguments for ethics training –Values can be learned and changed after early childhood. –Training helps employees recognize ethical dilemmas and become aware of ethical issues related to their actions. –Training reaffirms the organizations expectation that members will act ethically.
© 2007 Prentice Hall Inc. All rights reserved. Training Methods Individual and Group Training Methods Formal Training Informal Training On-the-Job Training Off-the-Job Training E-trainingE-training
© 2007 Prentice Hall Inc. All rights reserved. Individualizing Formal Training to Fit the Employees Learning Style Participation and Experiential Exercises ReadingsReadingsLecturesLectures Visual Aids Learning Styles
© 2007 Prentice Hall Inc. All rights reserved. Performance Evaluation Purposes of Performance Evaluation –Making general human resource decisions. Promotions, transfers, and terminations –Identifying training and development needs. Employee skills and competencies –Validating selection and development programs. Employee performance compared to selection evaluation and anticipated performance results of participation in training –Providing feedback to employees. The organizations view of their current performance –Supplying the basis for rewards allocation decisions. Merit pay increases and other rewards
© 2007 Prentice Hall Inc. All rights reserved. Performance Evaluation (contd) Performance Evaluation and Motivation –If employees are to be motivated to perform, then: Performance objectives must be clear. Performance criteria must be related to the job. Performance must be accurately evaluated. Performance must be properly rewarded.
© 2007 Prentice Hall Inc. All rights reserved. Performance Evaluation (contd) What Do We Evaluate? TraitsTraits Individual Task Outcomes BehaviorsBehaviors Performance Evaluation
© 2007 Prentice Hall Inc. All rights reserved. Performance Evaluation (contd) Who Should Do the Evaluating? Immediate Supervisor Peers Self-Evaluation Immediate Subordinates
© 2007 Prentice Hall Inc. All rights reserved. 360-Degree Evaluations E X H I B I T 18–2 The primary objective of the 360- degree performance evaluation is to pool feedback from all of the employees customers. Source: Adapted from Personnel Journal, November 1994, p. 100.
© 2007 Prentice Hall Inc. All rights reserved. Methods of Performance Evaluation Written Essay A narrative describing an employees strengths, weaknesses, past performances, potential, and suggestions for improvement. Critical Incidents Evaluating the behaviors that are key in making the difference between executing a job effectively and executing it ineffectively.
© 2007 Prentice Hall Inc. All rights reserved. Methods of Performance Evaluation (contd) Keeps up with current policies and regulations Completely Unaware Fully Informed Graphic Rating Scales An evaluation method in which the evaluator rates performance factors on an incremental scale.
© 2007 Prentice Hall Inc. All rights reserved. Methods of Performance Evaluation (contd) Oversleeps for class. Gets to class on time, but nods off immediately. Stays awake in class but is inattentive. Alert and takes occasional notes. Pays close attention and regularly takes notes. Passes next examination and graduates on time. Behaviorally Anchored Rating Scales (BARS) Scales that combine major elements from the critical incident and graphic rating scale approaches: The appraiser rates the employees based on items along a continuum, but the points are examples of actual behavior on a given job rather than general descriptions or traits.
© 2007 Prentice Hall Inc. All rights reserved. Methods of Performance Evaluation (contd) Forced Comparisons –Evaluating one individuals performance relative to the performance of another individual or others. Group Order Ranking An evaluation method that places employees into a particular classification, such as quartiles. Individual Ranking An evaluation method that rank-orders employees from best to worse.
© 2007 Prentice Hall Inc. All rights reserved. Suggestions for Improving Performance Evaluations Use multiple evaluators to overcome rater biases. Evaluate selectively based on evaluator competence. Train evaluators to improve rater accuracy. Provide employees with due process.
© 2007 Prentice Hall Inc. All rights reserved. Providing Performance Feedback Why Managers Are Reluctant to Give Feedback –Uncomfortable discussing performance weaknesses directly with employees. –Employees tend to become defensive when their weaknesses are discussed. –Employees tend to have an inflated assessment of their own performance. Solutions to Improving Feedback –Train managers in giving effective feedback. –Use performance review as counseling activity than as a judgment process.
© 2007 Prentice Hall Inc. All rights reserved. International HR Practices: Selected Issues Selection –Few common procedures, differ by nation. Performance Evaluation –Not emphasized or considered appropriate in many cultures due to differences in: Individualism versus collectivism. A persons relationship to the environment. Time orientation (long- or short-term). Focus on responsibility.
© 2007 Prentice Hall Inc. All rights reserved. Managing Diversity in Organizations Work Personal Life Integration or Segmentation Work - Life Conflicts
© 2007 Prentice Hall Inc. All rights reserved. Work/Life Initiatives E X H I B I T 18–4 Strategy Program or Policy Time-based Flextime strategies Job sharing Part-time work Leave for new parents Telecommuting Closing plants/offices for special occasions Information-based Intranet work/life Web site strategies Relocation assistance Eldercare resources Money-based Vouchers for child care strategies Flexible benefits Adoption assistance Discounts for child care tuition Leave with pay Source: Based on C. A. Thompson, Managing the Work-Life Balancing Act: An Introductory Exercise, Journal of Management Education, April 2002, p. 210; and R. Levering and M. Moskowitz, The Best in the Worst of Times, Fortune, February 4, 2002, pp. 60–90.
© 2007 Prentice Hall Inc. All rights reserved. Work/Life Initiatives E X H I B I T 18–4 (contd) Strategy Program or Policy Direct services On-site child care Emergency back-up care On-site health/beauty services Concierge services Take-out dinners Culture-change Training for managers to help employees strategies deal with work/life conflicts Tie manager pay to employee satisfaction Focus on employees actual performance, not face time Source: Based on C. A. Thompson, Managing the Work-Life Balancing Act: An Introductory Exercise, Journal of Management Education, April 2002, p. 210; and R. Levering and M. Moskowitz, The Best in the Worst of Times, Fortune, February 4, 2002, pp. 60–90.
© 2007 Prentice Hall Inc. All rights reserved. Managing Diversity in Organizations (contd) Diversity Training –Participants learn to value individual differences, increase cross-cultural understanding, and confront stereotypes.
© 2007 Prentice Hall Inc. All rights reserved. Career Development Responsibilities Organization –Clearly communicate organizations goals and future strategies. –Create growth opportunities. –Offer financial assistance. –Provide time for employees to learn. Employees –Know yourself. –Manage your reputation. –Build and maintain network contacts. –Keep current. –Balance your generalist and specialist competencies. –Document your achievement. –Keep your options open.
© 2007 Prentice Hall Inc. All rights reserved. What are your views on work- life initiatives? What pros and cons can you see for an organization considering implementing programs of this sort? Chapter Check-Up: HR Policies
© 2007 Prentice Hall Inc. All rights reserved. Chapter Check-Up: HR Policies Marie just finished her first job interview for a position as a call center representative for a book distributor. In her interview, she was asked if shes ever been in prison. She wonders if this is a usual and legal question. Your thoughts? Marie just finished her first job interview for a position as a call center representative for a book distributor. In her interview, she was asked if shes ever been in prison. She wonders if this is a usual and legal question. Your thoughts? A question about a criminal record can only be asked if it is directly related to the position; in this case, it is not obvious why this position would require that information.
© 2007 Prentice Hall Inc. All rights reserved. At which stage of the selection process do you think a companys culture becomes clear to an employee? Discuss with a classmate. Chapter Check-Up: HR Policies
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