人力资源知识_hrm04attracting

LectureFourAttractingHumanResources JobDesign EmployeeRecruitmentandSelection Issues 1 WhatarethethreewaysinwhicheffectiveHRplanningcanenhanceafirm scompetitiveadvantage 2 Whatishumanresourceplanning 3 WhyshallallmanagerspayattentiontoHRM 4 WhatisJobanalysis 5 WhydoweneedJobdescription 6 Whatcriteriadeweconsiderwhenwerecruitexpatriates 7 Howtoconductjobinterviews I ThreewaysinwhicheffectiveHRPlanningcanenhanceafirm scompetitiveadvantage 1 LinksHRMpracticestoorganizationalgoals2 ServesasabuildingblockforfutureHRMpractices3 Avoidstheconsequencesassociatedwiththefailuretoplanforhumanresources e g respondingreactively ratherthanproactively II WhatisHRPlanning HRplanningisaprocessthat enablesorganizationstoanticipatetheirfutureHRMneeds identifiespracticesthatwillhelpthemmeetthoseneeds 1 WhydosomecompaniesavoidHRplanning SomecompaniesseeHRplanningastoodifficultandfrustrating Otherssimplydon tseetheneedforit 2 WhatisStrategicPlanning Strategicplanningreferstoaprocessinwhichacompanyspecifiesitsoverallpurposesandobjectives andindicateshowthesearetobeachieved Thestrategicplanningprocesstypicallyconsistsofthefollowingactivities 1 Determinetheorganizationalmission 2 Scantheorganizationalenvironment 3 Setstrategicgoals 4 Formulateastrategicplan partofwhichaddresseshumanresourceneeds 3 DemandForecasting Definition DemandforecastingisaprocessusedinHRplanningthatentailspredictingthenumberandtypesofpeopletheorganizationwillneedatsomefuturepointintime DemandForecasting Approaches StatisticalapproachesUsingastatisticalapproach anorganizationpredictsneededworkforcesizeonthebasisofcertainbusinessfactors Mostcommonlyusedmethodsareasfollows trendanalysis pastbusinesstrendsratioanalysis btwbusinessfactor employeesneededregressionanalysis determinethenumberofemployeesneededforthefuture DemandForecasting Approaches JudgmentalApproachesTheyinvolvetheuseofhumanjudgment ratherthanamanipulationofnumbers Themostcommonlyusedjudgmentaltechniquesare groupbrainstormingsalesforceestimates 4 SupplyForecasting Definition Supplyforecastingisaprocessusedtoestimatewhichorganizationalpositionswillbefilledatsomefuturepointintime 5 OutcomesoftheHRPlanningProcess WhentheHRplanningprocessiscompleted afirmmustestablishandimplementHRMpracticestohelpitmeetitsHRneeds WewillfocusonspecificHRMpracticesdesignedtohelporganizationsdealwithanticipatedoversuppliesandundersuppliesofpersonnel 6 DealingwithanOversupplyofPersonnel Whenanorganization sstrategicplancallsforrestructuring theHRMresponseisusuallyoneofdownsizing Downsizingoftenmeanslayoffs Becauseofthenegativeoutcomesthatareoftenassociatedwithlayoffs employersareencouragedtoseekalternatives suchashiringfreezes earlyretirements restrictedovertime jobsharing payreductionsandthelike 7 DealingwithanUndersupplyofPersonnel Infaceofapossibleundersupplyofpersonnelatsomefuturepointintime theorganizationhasthefollowingoptionstoresolvetheproblem hiringadditionalworkersimprovingtheproductivityimprovingretentionratesusingovertime additionalshifts jobreassignmentsortemporaryworkers 8 WhatarethelikelyconsequenceswhenHRplanningisomitted Anorganizationmaybeunabletocorrectlyanticipateanincreaseinitsfuturedemandforpersonnel Atbest suchacompanywouldbeforcedtorecruitpersonnelatthelastminuteandmaythusfailtofindthebestcandidate Atworst thecompanymaybecomeseriouslyunderstaffed Thisunderstaffingcouldcauseexistingemployeestoexperienceagreatdealofstressastheyattempttomeettheadditionaldemandwithoutadequateresourcesandassistance Andiftheneededworkisnotgettingdone thefirmmayultimatelyexperienceanincreaseinbackorderswhichcauseadecreaseincustomergoodwill anincreaseincompetition andalossofmarketshare III JobAnalysis ThemostBasicHumanResourceManagementTool TaskResponsibilitiesDuties JobDescriptionJobAnalysisJobSpecifications KnowledgeSkillsAbilities HRPlanningRecruitmentSelectionTraining DevelopmentPerformanceAppraisalCompensation BenefitsSafety healthEmployee LaborRelationsHRResearchEqualEmployment JobAnalysisandOtherHRActivities TypicalJobAnalysisProcess AIdentifyJobsandReviewExistingDocumentation BExplainProcesstoManagersandEmployees CConductJobAnalysisUsingInterview Questionnaires orObservations DPrepareJobDescriptionsandSpecifications EMaintainandupdateJobDescriptionsandSpecifications NatureofJobAnalysis Workactivitiesandbehaviors Interactionswithothers Performancestandards Machinesandequipmentused Workingconditions Supervisiongivenandreceived Knowledge skills andabilitiesneeded JobAnalysis Job Agroupingofsimilarpositionshavingcommontasks dutiesandresponsibilities Task Adistinctidentifiableworkactivitycomposedofmotions Duty Alargeworksegmentcomposedofseveraltasksthatareperformedbyindividual Responsibilities Obligationtoperformcertaintasksandduties JobAnalysis Position Thetaskandresponsibilitiesperformedbyoneperson thereisapositionforeveryindividualinanorganization Ajobperformedbyoneperson Inaworkgroupconsistingofasupervisor 2seniorclerks and4wordprocessingoperators thereare3jobsand7positions JobAnalysis Thesystematicprocessofdeterminingtheskills duties andknowledgerequiredforperformingspecificjobsinanorganization JobAnalysis Thepurposeistoobtainanswerstosiximportantquestions 1 Whatphysicalandmentaltasksdoestheworkeraccomplish 2 Whenisthejobtobecompleted 3 Whereisthejobtobeaccomplished 4 Howdoesthepersondothejob 5 Whyisthejobdone 6 Whatqualificationsareneededtoperformthejob JobAnalysis ComponentsDevelopedbyJobAnalysis Jobanalysisprovidestheinformationnecessarytodevelopjobdescriptionsandspecifications Jobdescription Adocumentthatprovidesinformationregardingthetask duties andresponsibilitiesofajob PerformanceStandards Indicatorsofwhatthejobaccomplishesandwhatperformanceisconsideredsatisfactoryineachareaofthejobdescription JobAnalysis Jobspecification Adocumentthatoutlinestheminimumacceptablequalifications knowledge skills andabilities apersonneedstodothejobsatisfactorily Knowledge skills andabilities KSAs includingeducation experience workskillrequirements personalrequirements mental andphysicalrequirements andworkingconditionsandhazards JobDescriptionandSpecifications PositionTitle HumanResourceAssistantJobNumber Department HumanResourcesGrade 6Reportsto HumanResourcesManagerStatus NonexemptClass ClericalGeneralSummary ProvidesupportfortheHRDept bymaintaininghighlyconfidentialpersonnelrecordsinphysicalfiles updatingHRdatabase andpreparingreports Assistsinvariousprojectsand managerssomeprojectsintheabsenceoftheHRmanager EssentialJobFunctions 1 Maintainspersonnelrecordsinfilesandupdatescomputerrecordstoensurecompliancewithregulations 55 2 Retrieves complies andpreparesvariousexternalandinternalreportssuchasregularandenhancedretireereportsforaccounting 15 3 AnswersemployeequestionsregardingHRmatterssuchasbenefitinquiresandproblems 10 JobDescriptionandSpecifications4 Write edits andcoordinatesprintingandlayoutofcompanynewsletter 5 5 Attendsmeetingsandconductsoff sitebusinessonanas neededbasis 5 6 AssistsHRmanagerwithprojectsasneeded 5 7 Performsotherrelateddutiesasassignedbymanagement 5 Knowledge Skills andAbilities 1 KnowledgeofHRpracticesandprocedures 2 Knowledgeofandskillinusingcomputersoftware includingWordPerfectorMSWord andExcelorLotus 3 Skillinoperatingvariousofficeequipment suchaspersonalcomputer calculator facsimile copymachine camera documentshredder typewriter laminator andLogitechscanner 4 Abilitytopaycloseattentiontodetailandcoordinatevariousactivitiessimultaneously 5 Abilitytocommunicatewithcustomers co workers andbusinesscontactsinacourteousandprofessionalmanner 6 Abilitytoworkwithminimalsupervision 7 Abilitytomaintainconfidentiality JobDescriptionandSpecifications EducationandExperience Collegegraduateorequivalent plusonetotwoyearsspecializedsecretarialtrainingwithemphasisincomputer OneyearexperienceinHRorrelatedfield Additionaltrainingoreducationhelpful PhysicalRequirements 0 24 25 49 50 74 75 100 Seeing xMustbeabletoreadreportsandusecomputer Hearing xMustbeabletohearwellenoughtocommunicatewithco workers Standing Walking mobility xMustbeabletostandtoopenfilesandoperateofficemachines mobilitybetweendepartmentsandtoattendmeetingsofemployeesandmanagers JobDescriptionandSpecifications 0 24 25 49 50 74 75 100 Climbing Stooping Kneeling x Lifting Pulling Kneeling x Fingering Grasping Feeling xMustbeabletowrite type andusephonesystem PhysicalDimensions MediumWork Exertingupto50poundsofforceoccasionally and orupto20poundsofforcefrequently and orupto10poundsofforceconstantlytomoveobjects Note Thestatementshereinareintendedtodescribethegeneralnatureandlevelofworkbeingperformedbyemployeesassignedtothisclassification Theyarenotintendedtobeconstruedasanexhaustivelistofallresponsibilities duties andskillsrequiredofpersonnelsoclassified IV EmployeeRecruitmentandSelection TheRecruitingProcess RecruitingEvaluation QuantityofapplicantsEEOgoalsmetQualityofapplicantsCostperapplicanthiredTimerequiredtofillopenings EmploymentApplicationPolicies Applicationsareacceptedonlywhenthereisanopening Onlypersonsfillingoutapplicationblanksareconsideredapplicants Aperson sapplicationceasestobeeffectiveafteracertaindate Onlyacertainnumberofapplicationswillbeaccepted Peoplemustapplyforaspecificjob not anyjob MultinationalStaffingPolicies FourApproaches EthnocentricPolycentricGeocentricRegiocentric MultinationalStaffingPolicies TheEthnocentricApproach Allkeypositionsarefilledbyparent countrynationals SomeAdvantages Parent countrynationals PCNs canensurethesubsidiarycomplieswithoverallcorporateobjectivesandpoliciesPCNscanmaintaingoodcommunication coordination andcontrollinkswithcorporateheadquarters MultinationalStaffingPolicies Somedisadvantages ThispolicyLimitsthepromotionopportunitiesofHCNs mayleadstoreducedproductivityandincreasedturnover Theadaptationofexpatriatestohostcountryoftentakealongtime Income gapinfavorofPCNsisviewedbyHCNsasunjustified Expatriatesarealsoveryexpensivetomaintainininternationallocations MultinationalStaffingPolicies ThePolycentricApproach HCNsarerecruitedtomanagesubsidiariesintheirowncountryandPCNsoccupypositionsatcorporateheadquarters Mainadvantages EmployingHCNseliminateslanguagebarriers avoidadjustmentproblems removestheneedsofexpensiveculturaltrainingprograms AllowingMNEstotakealowerprofileinsensitivepoliticalsituations Spendinglessmoneytoattracthigh qualityapplicants Givingcontinuitytothemanagementofforeignsubsidiaries MultinationalStaffingPolicies Geocentric utilizingthebestpeopleforthekeyjobsthroughouttheorganization regardlessofnationality SomeAdvantages Highlycompetentemployeesareavailablenotonlyatheadquarters butalsointhesubsidiaries Internationalexperienceisaconditionforsuccessintoppositions MultinationalStaffingPolicies SomeAdvantages continued Managerswithhighpotentialandambitionforpromotionareconstantlyreadytobetransferredfromonecountrytoanother andCompetentandmobilemanagershaveanopendispositionandhighadaptabilitytodifferentconditionsintheirvariousassignments MultinationalStaffingPolicies TheRegiocentricApproach definingasfunctionalrationalizationonamore than onecountrybasis onewayistodivideitsoperationsintogeographicalregionsandtransferstaffwithintheseregions AU S basedfirmcouldcreatethreeregions Asia pacificAmericaEurope sayaSingaporeantoChina aTaiwanesetoJapan andaKoreantoMalaysia MultinationalStaffingPolicies SomeAdvantages AllowinginteractionbetweenexecutivestransferredtoregionalheadquartersfromsubsidiariesintheregionandPCNspostedtotheregionalheadquarters Movingfromapurelyethnocentricorpolycentricapproachtoageocentricapproach MultinationalStaffingPolicies Basedontop managementattitudes amultinationalcanpursueoneofseveralapproachestointernationalstaffing Itmayevenproceedonanadhocbasis ratherthansystematicallyselectingoneofthefourapproaches Recruitment CurrentlyUsedRecruitmentMethods 1 JobFairs2 AdsontheInternet3 AdsinTradeorProfessionalJournals4 ProfessionalRecruiters5 UnsolicitedApplications6 CollegePlacementOffices 7 Employment TemporaryAgencies8 Word ofMonth Networking9 Internalpostings10 EmployeeReferrals11 newspaperClassifiedAdvertisements RecruitmentandSelection Threedifferenttypesofemployees Parent countrynationals PCNs Host countrynationals HCNs Third countrynationals TCNs RecruitmentandSelection Parent countrynationals PCNs Advantages OrganizationalcontrolandcoordinationismaintainedandfacilitatedPromisingmanagersaregiveninternationalexperiencePCNsmaybethebestpeopleforthejobbecauseofspecialskillsandexperiencesThereisassurancethatsubsidiarywillcomplywithcompanyobjectives policies andsoon RecruitmentandSelection Parent countrynationals PCNs Disadvantages ThepromotionalopportunitiesofHCNsarelimitedAdaptationtohostcountrymaytakealongtimePCNsmayimposeaninappropriateHQstyleCompensationforPCNsandHCNsmaydiffer RecruitmentandSelection Host countrynationals HCNs Advantages LanguageandotherbarriersarelimitedHiringcostsarereduced andnoworkpermitisrequiredContinuityofmanagementimproves sinceHCNsstaylongerinpositionsGovernmentpolicymaydictatehiringofHCNsMoraleamongHCNsmayimprovesastheyseecareerpotential RecruitmentandSelection Host countrynationals HCNs Disadvantages ControlandcoordinationofHQmaybelimitedHCNshavelimitedcareeropportunityoutsidethesubsidiaryHiringHCNslimitsopportunitiesforPCNstogainforeignexperiencehiringHCNscouldencourageafederationofnationalratherthanglobalunits RecruitmentandSelection Third countrynationals TCNs Advantages SalaryandbenefitrequirementsmaybelowerthanforPCNsTCNsmaybebetterinformedthanPCNsabouthost countryenvironmentDisadvantages Transfermustconsiderpossiblenationalanimosities e g IndiaandPakistan ThehostgovernmentmayresenthiringTCNsTCNsmaynotwanttoreturntotheirowncountriesafterassignment ExpatriateSelection Predictingfutureperformancepotentialwhenhiringorpromotingstaffischallengingatthebestoftimes butoperatinginforeignenvironmentscertainlyaddsanotherlevelofuncertainty IssueofExpatriateFailure What Areturnhomebeforetheperiodofassignmentiscompleted IssueofExpatriateFailure Why Aselectionerror Expatriate sIneffectiveandpooradjustment Spouseandfamilymembers inabilitytoadjust ReasonsforExpatriateFailure indescendingorderofimportance U S FirmsInabilityofspousetoadjustManager sinabilitytoadjustOtherfamilyreasonsmanager spersonaloremotionalmaturityInabilitytocopewithlargerinternationalresponsibility JapaneseFirmsInabilitytocopewithlargerinternationalresponsibilityDifficultieswithnewenvironmentPersonaloremotionalproblemsLackoftechnicalcompetenceinabilityofspouseadjust IssueofExpatriateFailure FailureRateHarzing sreport SamplesU S multinationals N 80 Europeanmultinationals N 29 Japanesemultinationals N 35 24 oftheU S firmshadrecallratesbelow10 59 oftheWestEuropean lessthan5 76 oftheJapanesefirms lessthan5 IssueofExpatriateFailure CostsAssociatedwithExpatriateFailureDirectCost airfarerelocationexpensessalarytraining IssueofExpatriateFailure CostsAssociatedwithExpatriateFailureIndirectCosts lossofmarketsharedifficultieswithhost governmentofficialsproductivitysufferexpatriate sloseself esteem self confidence andprestigeamongpeers decreasedmotivation lackofpromotionalopportunitiesthreatenedexpatriate sfamilyrelationships SelectionCriteria PredictingsuccessfactorsanddevelopingappropriateselectioncriteriaforinternationaloperatorshasbecomeacriticalGHRMissue SelectionCriteria Technicalability technicalandmanagerialskills Cross culturalsuitability cross culturalmanagementskills Familyrequirements spouseadjustmenttoforeignenvironment Country culturalrequirements remotearea nofemalesforcertainMiddleEastorSouthEastAsianregions SelectionCriteria MNErequirements Themodeofoperationinvolved thedurationoftheassignment andtheamountofknowledgetransferinherentintheexpatriate sjobintheforeignoperation Language SuccessfulExpatriateExperience AnalysisofJobRequirementsAnalysisofCountryofAssignmentEvaluationofCandidatePreparationofCandidate FamilyAdequateLengthofAssignmentRepatriationPreparationSuccessfulExpatriateExperience The21st CenturyExpatriateManagerProfile CoreSkills MultidimensionalPerspective proficiencyinlineManagement PrudentDecision MakingSkills Resourcefulness CulturalAdaptability CulturalSensitivity AbilityasaTeamBuilder PhysicalFitnessandMentalMaturity The21st CenturyExpatriateManagerProfile AugmentedSkills Computerliteracy PrudentnegotiatingSkills AbilityasaChangeAgent VisionarySkills EffectiveDelegationSkills BobStaley FormerVicePresidentofEmersonElectricGroup pointsout ManagersshouldbeCompetentHonestInspirationalVisionaryandEngagedin AdvantagesandDisadvantagesofInternalSources AdvantagesandDisadvantagesofExternalSources SelectionProcessFlowchart PossibleTestsUsedforSelection PossibleTe