HRMT Unit 3 and 4 Exam Prep

pdf

School

Athabasca University, Calgary *

*We aren’t endorsed by this school

Course

386

Subject

Management

Date

Feb 20, 2024

Type

pdf

Pages

Uploaded by ChancellorFogOtter24

Unit 3 & 4 HRMT 386 Study online at https://quizlet.com/_ap02bl How is job analysis performed? Track an employee's duties/duration of each task, observing em- ployee performing job, interviewing the employee/managers/oth- ers who interact employee, compare the job to other jobs in the same department/job grade Why might employees resist job analysis? Workers view this as an exercise of employer power. Worker knowledge is a form of power and they may be reluctant to share. Workers may try to conceal their knowledge of what they do to maintain the wage-effort bargain. An Employer can analyze how much time it takes to do every task and change their production expectations or restructure produc- tion. This can be seen as a change in the wage-effort bargain. How can job analysis and design negatively affect women? Job analysis may result in employment and structural change in an organization. An employer may determine that work can be restructured so that not as many part time workers are needed, especially since they are more easily terminated, as women are more often nonstandard workers, this would effect them the most. Job design is based on the standard expectations that are based on the male norm. Some jobs require employees to complete obligations outside of regular work hours (conferences, after work drinks with clients, working overtime). As women have obligations that extend beyond the workplace, it may be see as though women are not capable. Women often spend time organizing things in the workplace that are not considered conventional duties. This includes birthday celebrations, retirement acknowledgements, etc. This effort goes unnoticed as it is something that is just expected. How does job analysis inform other HRM functions? Job analysis in HRM helps establish the level of experience, qualifications, skills and knowledge needed to perform a job suc- cessfully. This information is used for recruitment, hiring, training, onboarding and development. What are job descriptions and job specifications? What does job analysis contribute to them? Job descriptions are a statement of tasks/duties/responsibilities of a job to be performed. Job specifications are the needed knowl- edge, skill sand abilities of the person who is performing the job. Job analysis collects information's that can be used to create the job description/specification. Identify three sources of information that can be used in job analy- sis. What are the pros and cons of each source of information? The sources of information are interviews, questionnaires, and observation. Some employees may misconstrue the importance of their job. Observations can be misconstrued. What is job design? And how is it related to job analysis? Job design is structuring jobs to improve organizational efficiency and employee job satisfaction. Job design is an outgrowth of job analysis. Job design uses information from the job analysis to make the decisions. What are two major approaches in job design? How do the prior- ities of these approach converge and conflict? Job design should facilitate the achievement of organizational objectives but also recognize the capabilities and needs of those who are to perform the job. Accomplishing both requires proper allocation of resources and the organizational objectives may conflict with employee needs if there is only a limited amount of resources available. How might human-rights considerations be incorporated into job analysis and design? Job specifications must be carefully studied to ensure that they are pertinent to the task at hand. They should not discriminate. This means requirements cannot be made in a way that hinders someone's qualifications based on something unrelated to the job. It is important to attempt to reduce any barriers that may exist that prevent a group of individuals from doing the job. What is (are) the purpose(s) of HR planning? 1 / 5

Unit 3 & 4 HRMT 386 Study online at https://quizlet.com/_ap02bl The purpose of human resource planning is to help managers de- ploy their human resources as effectively as possible, where and when they are needed, to accomplish the organization's strategy. What are recruitment and selection, and how are they different? Recruitment refers to the process where potential applicants are searched for, and then encouraged to apply for an actual or anticipated vacancy. Selection is the process of hiring employees among the shortlisted candidates and providing them a job in the organization. What constraints do organizations face in the ways in which they select employees? The condition of the labor market, the economy, the resources and time the organization has available to invest in selection. Demographic quotas that need to be met. how is HR planning said to be related to organizational success? The firms HR planning will follow the business strategy and help implement it. HR heavily influences the human capital and overall capabilities of an organization is this is highly important to achieve organizational success/goals. What are the key outcomes of human resource planning? And how do they inform recruitment and selection? The key outcomes of HR planning are to organize human capital in a way that helps the organization achieve its goals. This is pertinent to recruitment and selection since every goal requires a different set of workers with different capabilities and skillsets and HR must recruit/select the employees that have the most appropriate skill sets to help an organization achieve its goals. What techniques are used to forecast labour demand? Describe one quantitative and one qualitative technique. Quantitative approaches forecasting using statistical and math- ematical techniques. EX) a trend analysis which is based on an organizational index such as sales. Qualitative involves a lot of experience, intuition and subjectivity from the person providing the forecast ex) management forecasts which is the opinions (judgments) of supervisors, department managers, experts, or others knowledgeable about the organiza- tion's future employment needs What techniques are used to forecast labour supply? Describe one quantitative and one qualitative technique. What techniques are available to manage a labour shortage? Describe the two techniques you think are most effective and why. Offer incentives to employees to work overtime (cash bonuses, PTO), or outsourcing workers on a global level, recalling former employees, contracting employees. I believe offering incentives or recalling laid off workers would be the best strategy since both types of employees have the knowledge and skills they need to complete the task at hand and have an understanding of the organization. This saves on training/onboarding costs. What techniques are available to manage a labour surplus? De- scribe the two techniques you think are most effective and why. Layoff, terminate, or use attrition. I believe it depends on the urgency and how the organization would like to handle the surplus. If there is a time constraint the most effective yet flexible way would be layoffs, however if time is not an issue I believe attrition is an effective way to handle a surplus. What is the purpose of recruitment? What are the main elements or steps of a recruitment process? To attract a pool of candidates to fill job openings within an orga- nization. 1) Identify hiring needs 2) Create job description/Specification 3) Identifying the most appropriate recruitment strategy 4) Creating a pool of applicants for the selection process What are the main methods of internal recruitment and the pros and cons of this approach? Internal job postings on organizations newsletters, intranet sites, replacement charts. Pros are that the candidates will require less training, no need for intensive orientation/onboarding and it is cost effective and fast. Managers have a good grasp on the employees capabilities. 2 / 5

Unit 3 & 4 HRMT 386 Study online at https://quizlet.com/_ap02bl Cons are that it can lead to inbreeding, which can affect diversity, favouritism, and nepotism. What are the main methods of external recruitment and the pros and cons of this approach? Advertisements on internet, specifically social networking sites, mobile recruiting, educational institutes, re-recruiting, referrals, job fairs, employment agencies Pros: can help reach a wide variety of candidates which can breed innovation Cons include expenses and time it may take to recruit, select, and train. Which internal or external recruiting methods appear to disadvan- tage women and how? Language in internal and external job postings can be geared towards men, especially in male dominated industries. This con- sciously/subconsciously may make a woman question her quali- fications for the job. Internal recruitment in male dominated industries perpetuate the cycle of inequality. As many women already with the organization have come to accept the inequality. Referrals can also hinder the chances of women in a male dominated industry as most referrals would be coming from men who would most likely favor other men. Identify two ways you would measure the success of recruiting efforts. Why did you choose these methods? Yield ratios show the number of applicants that move beyond the recruitment stage into selection and tracking the steps after that (cumulative yield ratio). Quality of fill. This data that shows us the average job performance of new hires, their productivity and retention rate. Both metrics give us accurate, hard data can be analyzed and used for future recruitment methods. What are the arguments for and against mandating diversity in recruiting campaigns? Helps those discriminated against have a fair chance of employ- ment. May cause resentment from those that are not hired because they are not a protected class. Organization has an obligation to meet certain quotas which may influence hiring decisions and they may hire under qualified can- didates in order to meet these quotas quickly. What is the definition of personal information? Recorded information about an identifiable individual which re- veals something of a personal nature about the individual that may including: national/ethnic origin, education, medical, criminal or employment history of an individual or information about financial transactions. What limits are imposed upon the collection and use of personal information? Must receive individuals consent, they have the right to withdraw consent, give notice that the organization intends to collect per- sonal info and what it will be used for. What kinds of information might be routinely collected during a recruitment process that constitute personal information? Address, SIN number, ID, citizenship, background check. What are three ways an employer might protect the personal information of applicants during a recruitment process? Computer security with access authorization required to appli- cants information that has been provided. Keeping this information on a need to know basis. Only granting access to those who need this information. What concerns do the workers express about mobile work? Being away from their family for extended periods of time, exhaus- tion from travelling, drug dependency, missing family milestones How might these concerns affect the ability of organizations to recruit FIFO workers? To attract workers due to the concerns, the organization will have to increase wages and benefits and recruiting may take longer. 3 / 5

Your preview ends here

Eager to read complete document? Join bartleby learn and gain access to the full version

Access to all documents
Unlimited textbook solutions
24/7 expert homework help

Unit 3 & 4 HRMT 386 Study online at https://quizlet.com/_ap02bl If an organization does not have the proper resources, this will negatively effect their ability to recruit workers. What is the purpose of selection? What are the main elements or steps of a selection process? Determine which candidates in a recruitment pool are most suit- able. 1) Completion of application 2) Initial interview with HR department 3) Employment testing (aptitude, achievement) 4) background investigation 5) preliminary selection in HR department 6) Supervisor/team interview 7) selection is made What are reliability and validity? Why are they each important in the selection process? Reliability is about the consistency of a measure, and validity is about the accuracy of a measure A selection process is valid if it helps you increase the chances of hiring the right person for the job and the reliability is how consistently it has been proven to do so. Describe two kinds of employment tests. What are the pros and cons of each? Job knowledge tests, pro = candidates demonstrate their knowl- edge of the job and what it entails con = Taking it at face value, not seeing their understandings in action. This can be remedied by a work sample test or an assessment centre test which can be costly. What is a non directive interview Refrains from influences candidates' responses, broad/open end- ed questions. Minimum interruptions. Pro = Candidate may reveal extra info that they normally would not in a structured interview. Negative= no set procedure, little info to cross check with other interviewers in process. Reliability and validity are not great with this type of interview. What is a situational descriptive interview? Focus on actual work incidents in interviewees past "Tell me about the last time you disciplined an employee". To help understand how the candidate would react in common/uncommon scenarios. Candidates can fabricate their responses and they may not align with what they would do in that given situation. What is a panel interview? 3-5 interviewers at the same time who take turns asking ques- tions. Reduces interview time. Interviewers pool their observations/rat- ing scores. Higher reliability because involves multiple inputs. Shorter decision-making period. Diverse group of interviewers reduces discrimination. However, everyone must be organized, structured and on the same page of what is expected of the successful candidate. Some people may not be comfortable being interviewed by many people at once. What is a structured interview? Standardized questions from job analysis. Set answers in which candidates answers are compared to and rated. Consistent basis for evaluations of candidates, twice as likely as nondirective inter- views to predict on-the-job performance. Less likely to be attacked in court. 4 / 5

Unit 3 & 4 HRMT 386 Study online at https://quizlet.com/_ap02bl Candidates are less likely to open up and offer extra information that can reveal characteristics. Identify two ways an applicant's human rights may be violated during a selection process. How would you prevent such violations from occurring? Asking an applicant if they have a disability or if they have ever collected workers comp, Proper training of an interviewer would result in them asking if the client needs accommodations to be successful in the interview and if they are hired. Should HR professionals be concerned with the potential for ap- plicant fatigue and attrition when designing a selection process? Why or why not? Yes as many qualified applicants may be deterred from apply- ing to positions if the requirements/testing seems unnecessarily complicated. Also, there are costs associated with each step in the selection process and budgetary restrictions should be kept in mind. 5 / 5

HRMT Unit 3 and 4 Exam Prep

Related Documents