MGMT 3000 Lecture Notes - Lecture 9: Cost Leadership, Human Capital, Job Analysis

• School: University of Georgia
• Department: Management
• Course: MGMT 3000
• Professor: charleswaynelyons

Document Summary

A(cid:272)(cid:395)ui(cid:396)i(cid:374)g hu(cid:373)a(cid:374) (cid:272)apital t(cid:449)o esse(cid:374)tials (cid:272)o(cid:374)side(cid:396)atio(cid:374)s: a fi(cid:396)(cid:373)"s st(cid:396)u(cid:272)tu(cid:396)e, syste(cid:373)s, hu(cid:373)a(cid:374) (cid:396)esou(cid:396)(cid:272)es, a(cid:374)d (cid:373)a(cid:374)age(cid:373)e(cid:374)t (cid:373)ust (cid:373)at(cid:272)h competitive landscape, requires managers, stage of growth: matching human resource practices to organizational stage of growth. Is affected by the type of competitive strategy that a company pursues- what stage of growth are you in and what strategy are you pursuing. Human resource planning: job analysis, requires benchmarking compensation and benefits offerings, requires assessment of the business environment. Internal- finding qualified applicants from workers who already work at the firm. Hiring the dean for terry: external- applicants outside the firm, realistic job preview- when an organization provides info to job candidates that highlights the mist important conditions of a job including its positive and negative aspects. Selecting talent: qualitative and quantitative data, situational interviews, using social media, reference checks, structured interviews. Job-knowledge questions: selection tests- used to measure qualities directly or indirectly related to job performance.