HRM textbook

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CONTENTS XI Recruiting Source Use and Effectiveness 160 Evidence-Based HR: Measuring Recruiting Effectiveness 161 HR AS A PROFIT CENTER: GE Medical Recruitment Process Outsourcing (RPO) example 162 Improving Productivity Through HRIS: An Integrated Approach to Recruiting 162 RECRUITING A MORE DIVERSE WORKFORCE 162 Single Parents 162 Older Workers 163 Recruiting Minorities 163 Welfare-to-Work 164 The Disabled 164 DEVELOPING AND USING APPLICATION FORMS 164 Purpose of Application Forms 164 Application Guidelines 166 Application Forms and EEO Law 166 Using Application Forms to Predict Job Performance 167 Mandatory Arbitration 167 CHAPTER SECTION SUMMARIES 167 DISCUSSION QUESTIONS 168 INDIVIDUAL AND GROUP ACTIVITIES 168 EXPERIENTIAL EXERCISE: THE NURSING SHORTAGE 169 APPLICATION CASE: FINDING PEOPLE WHO ARE PASSIONATE ABOUT WHAT THEY DO 169 CONTINUING CASE: CARTER CLEANING COMPANY 170 TRANSLATING STRATEGY INTO HR POLICIES & PRACTICES CASE: THE HOTEL PARIS CASE 170 KEY TERMS 171 ENDNOTES 171 6 Employee Testing and Selection 174 WHY CAREFUL SELECTION IS IMPORTANT 176 Person and Job/Organization Fit 176 THE STRATEGIC CONTEXT: Crowd Sourcing at Google 176 BASIC TESTING CONCEPTS 177 Reliability 177 Validity 178 Evidence-Based HR: How to Validate a Test 180 Bias 182 Utility Analysis 182 HR AS A PROFIT CENTER: Reducing Turnover at KeyBank 183 Validity Generalization 183 Test Takers Individual Rights and Test Security 183 How Do Employers Use Tests at Work? 184 Computerized and Online Testing 185 TYPES OF TESTS 186 Tests of Cognitive Abilities 186 Tests of Motor and Physical Abilities 187 Measuring Personality and Interests 187 Achievement Tests 190 WORK SAMPLES AND SIMULATIONS 190 Using Work Sampling for Employee Selection 190 Situational Judgment Tests 191 Management Assessment Centers 191 Situational Testing and Video-Based Situational Testing 192 Computerized Multimedia Candidate Assessment Tools 192 The Miniature Job Training and Evaluation Approach 193 Realistic Job Previews 193 HR in Practice: Testing Techniques for Managers 193 Summary 194
XII CONTENTS BACKGROUND INVESTIGATIONS AND OTHER SELECTION METHODS 194 Why Perform Background Investigations and Reference Checks? 194 The Legal Dangers and How to Avoid Them 195 How to Check a Candidate s Background 196 The Social Network: Checking Applicants Social Postings 198 Using Preemployment Information Services 199 The Polygraph and Honesty Testing 199 Graphology 201 Human Lie Detectors 201 Physical Exams 201 Substance Abuse Screening 202 Complying with Immigration Law 203 Improving Productivity Through HRIS: Using Automated Applicant Tracking and Screening Systems 204 CHAPTER SECTION SUMMARIES 204 DISCUSSION QUESTIONS 205 INDIVIDUAL AND GROUP ACTIVITIES 205 EXPERIENTIAL EXERCISE: A TEST FOR A RESERVATION CLERK 206 APPLICATION CASE: THE INSIDER 206 CONTINUING CASE: HONESTY TESTING AT CARTER CLEANING COMPANY 207 TRANSLATING STRATEGY INTO HR POLICIES & PRACTICES CASE: THE HOTEL PARIS CASE 207 KEY TERMS 208 ENDNOTES 208 7 Interviewing Candidates 212 BASIC TYPES OF INTERVIEWS 214 THE STRATEGIC CONTEXT: Whirlpool Corp. 214 Structured Versus Unstructured Interviews 214 Interview Content (What Types of Questions to Ask) 215 How Should We Administer the Interview? 218 HR AS A PROFIT CENTER: Great Western Bank 220 Three Ways to Make the Interview Usefulness 221 THE ERRORS THAT UNDERMINE AN INTERVIEW S USEFULNESS 221 First Impressions (Snap Judgments) 222 Not Clarifying What the Job Requires 222 Candidate-Order (Contrast) Error and Pressure to Hire 222 Nonverbal Behavior and Impression Management 223 Effect of Personal Characteristics: Attractiveness, Gender, Race 223 MANAGING THE NEW WORKFORCE: Applicant Disability and the Employment Interview 224 Interviewer Behavior 224 HOW TO DESIGN AND CONDUCT AN EFFECTIVE INTERVIEW 225 Designing a Structured Situational Interview 225 How to Conduct an Effective Interview 226 Talent Management: Profiles and Employee Interviews 229 CHAPTER SECTION SUMMARIES 229 DISCUSSION QUESTIONS 230 INDIVIDUAL AND GROUP ACTIVITIES 230 EXPERIENTIAL EXERCISE: THE MOST IMPORTANT PERSON YOU LL EVER HIRE 231 APPLICATION CASE: THE OUT-OF-CONTROL INTERVIEW 231 CONTINUING CASE: CARTER CLEANING COMPANY 232 TRANSLATING STRATEGY INTO HR POLICIES & PRACTICES CASE: THE HOTEL PARIS CASE 232 KEY TERMS 233 ENDNOTES 233 APPENDIX 1 FOR CHAPTER 7 APPLICANT INTERVIEW GUIDE 236 APPENDIX 2 FOR CHAPTER 7 INTERVIEW GUIDE FOR INTERVIEWEES 238 PART 2 VIDEO CASES APPENDIX 240
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LEARNING OBJECTIVES 1. Explain why
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CHAPTER 3 HUMAN RESOURCE MANAGEMENT
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CHAPTER 4 JOB ANALYSIS AND THE TALE
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CHAPTER 10 EMPLOYEE RETENTION, ENGA
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CHAPTER 13 BENEFITS AND SERVICES 42
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CHAPTER 15 LABOR RELATIONS AND COLL
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CHAPTER 16 EMPLOYEE SAFETY AND HEAL
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CHAPTER 18 MANAGING HUMAN RESOURCES
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APPENDIX B 653 The Baker panel look
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GLOSSARY 657 electronic performance
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GLOSSARY 659 It usually also involv
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N A M E / O R G A N I Z A T I O N I
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NAME/ORGANIZATION INDEX 665 Carlson
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NAME/ORGANIZATION INDEX 667 F Faceb
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NAME/ORGANIZATION INDEX 669 456n129
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NAME/ORGANIZATION INDEX 671 London,
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NAME/ORGANIZATION INDEX 675 387n24,
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NAME/ORGANIZATION INDEX 677 Wolkins
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SUBJECT INDEX 679 Web sites, 442 Se
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SUBJECT INDEX 685 J Job aid, 258 Jo
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