Recruitment and selection: strategies for workforce planning and assessment
Gespeichert in:
| 1. Verfasser: | |
|---|---|
| Format: | Buch |
| Sprache: | English |
| Veröffentlicht: |
Los Angeles ; London
SAGE
[2020]
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| Schlagworte: | |
| Online-Zugang: | Inhaltsverzeichnis |
| Beschreibung: | xvii, 309 Seiten Illustrationen, Diagramme 24 cm |
| ISBN: | 9781483385396 9781483396439 |
Internformat
MARC
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| 245 | 1 | 0 | |a Recruitment and selection |b strategies for workforce planning and assessment |c Carrie A. Picardi, University of Bridgeport |
| 264 | 1 | |a Los Angeles ; London |b SAGE |c [2020] | |
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| 653 | 0 | |a Employees / Recruiting | |
| 653 | 0 | |a Employee selection | |
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Datensatz im Suchindex
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|---|---|
| adam_text | Preface xiii Acknowledgments xv About the Author xvil CHAPTER t · Introduction to Workforce Planning and Assessment 1 CHAPTER 2 · Legal Compliance and Ethical Considerations 25 CHAPTER 3 · Job Analysis and Design 50 CHAPTER 4 · Job Description and Competency Model Development 77 CHAPTERS · Job Evaluation 107 CHAPTER 6 · Recruitment Strategy 133 CHAPTER 7 · Selecţionând Interview Strategy 161 CHAPTER 8 · Selection: Simulationsand Assessmentcenters 191 CHAPTER 9 · Selection: Employment Testing 219 CHAPTER 10 · Making the Hire—Final Assessment of Candidate-Job Fit 248 Appendix 276 Glossary 288 References 295 Index 360
¡‘ r . ir. У1МЙ JK ! ҢДДД к»·.: i Հí ii V , Preface Acknowledgments About the Author xiii XV xvii CHAPTER 1 · Introduction to Workforce Planning and Assessment What Is “Work”? The Organization of Work and Jobs The Evolution of Work Structure Organizing the Work: Jobs and Job Families The Standard Occupational Classification System The O’NET® Online Database The Logistics of Work Individual Work Versus Team-Based Work Work Shifts Work Location Strategic Job Redesign and Its Benefits Job Enlargement Job Enrichment The Role of Human Resources in Workforce Planning and Assessment Sustaining the Human Resources-Functional Manager Partnership HR Role Requirements for Workforce Planning and Assessment Organizational Best Practices: Spotlight on Job Rotation at HSBC Chapter Summary Key Terms 1 2 4 6 8 10 12 12 13 15 16 16 17 18 19 20 22 23 24 CHAPTER 2 · Legal Compliance and Ethical Considerations Legal Compliance in Workforce Employment Decisions Title VII of the Civil Rights Act of 1964 The Civil Rights Act of 1991 The Americans With Disabilities Act The Age Discrimination in Employment Act The Equal Pay Act The Lilly Ledbetter Fair Pay Act The Immigration Reform and Control Act of 1986 Temporary Work Visa Programs 25 25 25 30 30 32 33 33 34 35
U.S. Legislation and Equal Employment Opportunity The Equal Employment Opportunity Commission The Office of Federal Contract Compliance Programs Affirmative Action Uniform Guidelines on Employee Selection Procedures of 1978 Assessment of Legal Compliance in Workforce Employment Decisions Identifying Adverse Impact and Disparate Treatment The Four-Fifths Rule Remediating Adverse Impact and Disparate Treatment Identifying Bona Fide Occupational Qualifications Ethical Employment Considerations Legal Practice and Ethical Practices—Not Necessarily the Same Organizational Best Practices: Embracing Workforce Diversity at MasterCard Chapter Summary Key Terms CHAPTER 3 · Job Analysis and Design Phase 1: Identify the Job to Examine Phase 2: Determine Appropriate Information Sources and Collect Job-Related Data What type of information needs to be obtained? Who should be providing the information? What is the best method for gathering job-related information? 36 36 36 36 37 40 40 40 42 44 45 45 46 47 49 50 51 53 53 54 55 Archival Records 55 Observation Employee Work Joumals/Recordkeeping 60 Subject-Matter Experts 61 Questionnaires 63 Interviews Phase 3: Organize and Analyze Data Organizational Best Practices: Discovering Data in New Places—Job Analysis Leverages Social Networking Tools Chapter Summary Key Terms CHAPTER 4 · Job Description and Competency Model Development Job Descriptions in a Perfect World Recruitment Selection · Performance Management Training and Development 57 68 72 75 76 76 77 77 79 79 80 81
Job Description Structure and Format Job Title Job Overview Department/Function Reporting Structure Fair Labor Standards Act Status/Category Pay Grade Working Conditions Educational Requirements Experience Requirements KSAQ Requirements Essential Duties and Responsibilities Competency Models Developing a Competency Model Lominger Competencies Organizational Best Practices: Examining Global Leader Competencies at McKinsey Company Chapter Summary Key Terms CHAPTERS · Job Evaluation The Job Evaluation Process Step 1: Obtain Job KSAOs, Qualifications, Working Conditions, and Essential Duties Compensable Job Factors Step 2: Examine Compensable Factors Using the Rating/Weighting Evaluation Method Point-Factor Rating Method Factor Weights Step 3: Add Factor Points Together to Determine Overall Job Value Spotlight on Hay Group—Pioneer in Job Evaluation Determining Compensation Using Job Evaluation Data Benchmark Analysis Process Comparison of Internal Job and Benchmark Job Establishing Pay Grades Using Compensation Benchmark Data Handling Pay Anomalies: Red Circle and Green Circle Rates Legal and Ethical Considerations for Job Evaluation Organizational Best Practices: Behind the Scenes of an Online Salary Survey—Payscale’s Data Methodology Comparable Worth Chapter Summary Key Terms 82 83 84 84 85 86 87 87 88 88 89 89 95 97 97 104 105 106 107 107 110 110 111 111 114 114 116 118 119 121 123 124 128 129 130 130 132
CHAPTER 6 · Recruitment Strategy Factors Affecting Recruitment Labor Market Conditions and Demographic Shifts Organizational Reputation/Image Organizational Competition Available Recruitment Resources Recruitment Strategy: An Internal Approach Common Methods for Internal Recruitment Internal Postings Employee Referrals Benefits of Internal Recruitment 133 134 134 135 135 136 138 138 138 142 142 For the Organization 142 For the Job Candidate 143 Challenges of Internal Recruitment Recruitment Strategy: An External Approach Common Methods for External Recruitment 143 145 145 OrganizationalWebsites 145 Newspapers and Periodicals 146 Agencies and Search Firms 147 Social Media 148 Designing а Compelling External Job Posting 150 Location 150 Job Title 151 Working Conditions and Logistics 152 Recruitment Legal and Ethical Considerations Organizational Best Practices: Groupon’s Innovative Recruitment and Its People Blog Chapter Summary Key Terms CHAPTER 7 · Selection and Interview Strategy Interview Strategy and Process Structured Interviews 157 158 159 160 161 162 163 Individual and Group In-Person Interviews 164 Phone Interviews 167 Video Interviews 168 Video Interview Success Factors 170 Structured Interview Questions 173 Open-Ended and Closed-Ended Questions 174 Background/Chronology Questions 175 Job Knowledge Questions 176 Behavior-Based/Experiential Questions 177 Situation-Based Questions 178
Developing Effective Interviewers Common Interviewer Errors Halo Effect Contrast Error Inappropriate Substitutes Primacy and Recency Effects Interview Rating and Evaluation Form Legal and Ethical Considerations in the Interview Process Organizational Best Practices: A Holistic Interview Process at Whole Foods Market Chapter Summary Key Terms 180 181 181 182 182 182 183 185 187 189 190 CHAPTER 8 · Selection: Simulationsand Assessmentcenters 191 Simulations Types of Simulations: High Fidelity and Low Fidelity Designing and Implementing Simulation Exercises Evaluating Candidate Performance on Simulations Assessment Centers Assessment Center Structure Assessment Center Logistics Use of Assessors Making the Case for Assessment Center Implementation Legal and Ethical Considerations for Simulations and Assessment Centers Organizational Best Practices: Spotlight on Vodafone’s Assessment Center Strategy Chapter Summary Key Terms CHAPTER 9 · Selection: Employment Testing History ofTesting in Occupational Selection Assessment of Knowledge, Skills, and Abilities Personality Assessment The Five-Factor Personality Trait Model (The Big Five) Extroversion Agreeableness Emotional Stability Openness to Experience Conscientiousness The Myers-Briggs Type Indicator Intraversian/Extroversion: I/E Sensing/lntuitive: S/N 191 193 197 200 202 204 205 207 212 213 215 216 218 219 219 222 223 224 224 224 225 225 225 226 226 226
Thinking/Feeling: T/F Judging/Perceiving: J/P Honesty and Integrity Assessment Administration of Tests and Assessments Hard-Copy (aka Paper and Pencil) Tests Electronic/Computer Testing Computer Adaptive Tests Test Score Interpretation for Selection Decision Making Cutoff Scores Score Banding Validity and Reliability of Testing Measures Validity 226 227 228 230 230 231 231 232 232 233 235 235 CanstructValidity 235 Content Validity 236 Criterion Validity Reliability 236 237 Test-Retest Reliability 237 Altemate/Parallel Forms Reliability 238 Split-Halves Reliability 238 Inter-Item Reliability 239 Interrater Reliability Legal and Ethical Issues of Employment Testing Legal Challenges in Testing Title VII of the Civil Rights Act of 1964 239 239 239 240 Americans With Disabilities Act 240 Age Discrimination in Employment Act 241 Ethical Challenges in Testing Tjpecasting/Labeling Honesty and Response Distortion (aka Faking) Lack of Assessment/Testing Expertise Organizational Best Practices: Identifying Strengths and Talents, the Facebook Way Chapter Summary Key Terms CHAPTER 10 · Making the Hire—Final Assessment of Candidate-Job Fit Biodata and Application Forms The Role of Application Forms in the Selection Process Elements of a Job Application Form Spotlight on Technology: Implications of Using Social Media Content in Hiring Decisions Background Checks Work History Verification 241 242 242 243 244 245 247 248 248 249 251 255 257 258
Education History Verification Criminal History Credit Check Driving Record Reference Checks Recommendation/Reference Letters Reference Checks Through Structured Phone/E-Mail Questions Reference Checks Through Structured Online Forms Preemployment Testing Making a Job Offer Employment at Will · A Final Word: Transitioning From Job Candidate to Employee Organizational Best Practices: Technology-Driven Reference Checks? There’s an App for That Chapter Summary Key Terms 259 259 261 262 263 264 265 265 266 267 268 271 273 274 275 Appendix 276 Glossary 288 References 295 Index 386
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| discipline | Wirtschaftswissenschaften |
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| indexdate | 2024-07-10T08:29:38Z |
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| language | English |
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| spelling | Picardi, Carrie A. Verfasser (DE-588)1229882022 aut Recruitment and selection strategies for workforce planning and assessment Carrie A. Picardi, University of Bridgeport Los Angeles ; London SAGE [2020] xvii, 309 Seiten Illustrationen, Diagramme 24 cm txt rdacontent n rdamedia nc rdacarrier Personalauswahl (DE-588)4115532-4 gnd rswk-swf Personalplanung (DE-588)4121466-3 gnd rswk-swf Personalbeschaffung (DE-588)4121462-6 gnd rswk-swf Employees / Recruiting Employee selection Personnel management Personalauswahl (DE-588)4115532-4 s Personalplanung (DE-588)4121466-3 s Personalbeschaffung (DE-588)4121462-6 s DE-604 Erscheint auch als Onlineausgabe Digitalisierung UB Bamberg - ADAM Catalogue Enrichment application/pdf http://bvbr.bib-bvb.de:8991/F?func=service&doc_library=BVB01&local_base=BVB01&doc_number=031277194&sequence=000001&line_number=0001&func_code=DB_RECORDS&service_type=MEDIA Inhaltsverzeichnis |
| spellingShingle | Picardi, Carrie A. Recruitment and selection strategies for workforce planning and assessment Personalauswahl (DE-588)4115532-4 gnd Personalplanung (DE-588)4121466-3 gnd Personalbeschaffung (DE-588)4121462-6 gnd |
| subject_GND | (DE-588)4115532-4 (DE-588)4121466-3 (DE-588)4121462-6 |
| title | Recruitment and selection strategies for workforce planning and assessment |
| title_auth | Recruitment and selection strategies for workforce planning and assessment |
| title_exact_search | Recruitment and selection strategies for workforce planning and assessment |
| title_full | Recruitment and selection strategies for workforce planning and assessment Carrie A. Picardi, University of Bridgeport |
| title_fullStr | Recruitment and selection strategies for workforce planning and assessment Carrie A. Picardi, University of Bridgeport |
| title_full_unstemmed | Recruitment and selection strategies for workforce planning and assessment Carrie A. Picardi, University of Bridgeport |
| title_short | Recruitment and selection |
| title_sort | recruitment and selection strategies for workforce planning and assessment |
| title_sub | strategies for workforce planning and assessment |
| topic | Personalauswahl (DE-588)4115532-4 gnd Personalplanung (DE-588)4121466-3 gnd Personalbeschaffung (DE-588)4121462-6 gnd |
| topic_facet | Personalauswahl Personalplanung Personalbeschaffung |
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