ADM 2337 Lecture Notes - Lecture 3: Procedural Justice, General Electric Genx
2 Dec 2016
School
Department
Course
Professor
Document Summary
Recruitment has evolved over the years (e. g. of hiring guide in 1943 towards women) Strategic aspects of recruiting: decisions about talent, the broad factors that can affect a firm"s recruiting strategy include a firm"s recruiting abilities (refer to ch. 1- high/tight employment, big co/small co. ) Who should do the recruiting: hr co. Better understanding of the tools to measure the abilities of applicants. Often do the screening for big co: managers. Know how things work/the culture/save on training. Gives hope to others to be promoted. The person getting the job is rewarded. Danger of in-breeding (keeping the same thoughts/talents) You still have to hire for the position that the person promoted left. May create the impression of favouritism if one insider is taken over others. Need to be open about the hiring process, how you communicate the results (procedural justice) No need to know the f(x), but know what the metrics are evaluating (e. g:
