Chapter 5 STAFFING and RECRUITING

2 Supervision Today! 6 th Edition Robbins, DeCenzo, Wolter © 2010 Pearson Higher Education, Upper Saddle River, NJ All Rights Reserved. Chapter Outcomes Describe the human resource management process. Discuss the influence of government regulations on human resource decisions. Contrast recruitment and downsizing options. Explain the importance of validity and reliability in selection. Describe the selection devices that work best with various kinds of jobs. Identify various training methods. Describe the goals of compensation administration and factors that affect wage structures. Explain what is meant by the terms sexual harassment and layoff-survivor sickness.

3 Supervision Today! 6 th Edition Robbins, DeCenzo, Wolter © 2010 Pearson Higher Education, Upper Saddle River, NJ All Rights Reserved. EXHIBIT 5–1 The human resource management process.

4 Supervision Today! 6 th Edition Robbins, DeCenzo, Wolter © 2010 Pearson Higher Education, Upper Saddle River, NJ All Rights Reserved. Supervision and HRM Affirmative action Employment planning Human resource inventory Recruitment

5 Supervision Today! 6 th Edition Robbins, DeCenzo, Wolter © 2010 Pearson Higher Education, Upper Saddle River, NJ All Rights Reserved. EXHIBIT 5–2 Major U.S. federal laws and regulations related to HRM.

6 Supervision Today! 6 th Edition Robbins, DeCenzo, Wolter © 2010 Pearson Higher Education, Upper Saddle River, NJ All Rights Reserved. EEOC Equal Employment Opportunity Commission Born out of Title VII of the Civil Rights Act Enforcing body for Title VII Policies have the force of law

7 Supervision Today! 6 th Edition Robbins, DeCenzo, Wolter © 2010 Pearson Higher Education, Upper Saddle River, NJ All Rights Reserved. Employment planning Assessing current human resources Assessing future human resource needs Developing a program to meet future human resource needs Recruitment issues Selection issues

8 Supervision Today! 6 th Edition Robbins, DeCenzo, Wolter © 2010 Pearson Higher Education, Upper Saddle River, NJ All Rights Reserved. Recruitment sources Internal Advertising Employee referrals Employment agencies Educational institutions Professional organizations Temp services Walk-ins Online

9 Supervision Today! 6 th Edition Robbins, DeCenzo, Wolter © 2010 Pearson Higher Education, Upper Saddle River, NJ All Rights Reserved. Downsizing options Firing Layoffs Attrition Transfers Reduced workweek Early retirements Job sharing

10 Supervision Today! 6 th Edition Robbins, DeCenzo, Wolter © 2010 Pearson Higher Education, Upper Saddle River, NJ All Rights Reserved. Selection process Reliability Validity Written tests Performance-simulation tests Personality profiles Interviews Realistic job preview

11 Supervision Today! 6 th Edition Robbins, DeCenzo, Wolter © 2010 Pearson Higher Education, Upper Saddle River, NJ All Rights Reserved. Interviewer behaviors Review the job description and job specification. Prepare a structured set of questions. Review the applicant’s information. Put the interviewee at ease. Ask questions and listen carefully. Close by telling the applicant the next steps in the process. Write the evaluation immediately.

12 Supervision Today! 6 th Edition Robbins, DeCenzo, Wolter © 2010 Pearson Higher Education, Upper Saddle River, NJ All Rights Reserved. Orientation An expansion on information a new employee obtained during the recruitment and selection stages; an attempt to familiarize new employees with the job, the work unit, and the organization as a whole.

13 Supervision Today! 6 th Edition Robbins, DeCenzo, Wolter © 2010 Pearson Higher Education, Upper Saddle River, NJ All Rights Reserved. EXHIBIT 5–6 Determining training needs.

14 Supervision Today! 6 th Edition Robbins, DeCenzo, Wolter © 2010 Pearson Higher Education, Upper Saddle River, NJ All Rights Reserved. Typical training methods On-the-job Apprenticeship Job instruction training Off-the-job Classroom lectures Multimedia Simulation exercises Computer-based training Vestibule training Programmed instruction

15 Supervision Today! 6 th Edition Robbins, DeCenzo, Wolter © 2010 Pearson Higher Education, Upper Saddle River, NJ All Rights Reserved. Current issues in HRM Workforce diversity Sexual harassment Layoffs Layoff-survivor sickness

16 Supervision Today! 6 th Edition Robbins, DeCenzo, Wolter © 2010 Pearson Higher Education, Upper Saddle River, NJ All Rights Reserved. Sexual harassment Any unwanted activity of a sexual nature that affects an individual’s employment. Sexual harassment can occur if verbal or physical conduct toward an individual: Creates an intimidating, offensive, or hostile environment Unreasonably interferes with an individual’s work Adversely affects an employee’s employment opportunities

17 Supervision Today! 6 th Edition Robbins, DeCenzo, Wolter © 2010 Pearson Higher Education, Upper Saddle River, NJ All Rights Reserved. What can be considered sexual harassment? Sexually suggestive remarks Unwanted touching Sexual advances Requests for sexual favors Verbal or physical conduct of a sexual nature