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MGTA01H3 Study Guide - Smoking Cessation, Fide, Canada Pension Plan


Department
Management (MGT)
Course Code
MGTA01H3
Professor
Chris Bovaird

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Replacement Charts: An HR technique that lists each important managerial postion, who occupies it,
how long he/she will probably stay in it before moving on, and who is now qualified or soon will be
qualified to move into it.
Employee Information Systems (Skills Inventories): Computerized system that contains information on
each empl}Ç[s education, skills, work experience and career aspirations.
Forecasting the external supply of labour is rely on information from outside sources such as
government reports and figures from universities and colleges on the number of students in major
fields
STAFFING THE ORGANIZATION:
Staffing of the corporation is one of the most complex and important aspects of good HR
management
Recruiting: The phase in the staffing of a company in which the firm seeks to develop a pool of
interested, qualified applicants for a position. (Includes external and internal recruiting)
¾ Internal Recruiting- Considering present employees for job openings.
x Promotions help build self-confidence and keeps high quality employees from leaving
¾ External Recruiting- Attracting people outside the organization to apply for jobs
x Involves advertising, campus interviews, employment agencies
x Newspaper ads are often used because they reach a wider audience and allow
minorities equal opportunity
x Internships- A short-term paid position where a university/college student focuses on a
specific project
SELECTING HUMAN RESOURCES
Intent of the selection process is to gather information form applicants that will predict their job
success and then to hire the candidates
Validation- The process of determining the predictive value of information
Managers use a variety of selection techniques: application forms, tests, interviews
¾ Application forms- hµooÇZ(]Z]µ}PZ]v(}u]}v}µZo]v[
previous work experience, education, etc.
¾ Tests- Used to test ability, skill aptitude or knowledge relevant to the job. Tests should be a
valid predictor of performance
¾ Interviews- Popular but it is sometimes bias because people judge others on the first meeting,
also applicants are becoming clever and giving all the right answers therefore interviewers will
use curveball questions to better assess the applicant.
DEVELOPING HUMAN RESOURCES
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