MGT 302 Study Guide - Quiz Guide: Succession Planning, Nominal Group Technique, Performance Appraisal
Human Resources Management (MGT 302-J)
Quiz #2 – Spring, 2018
Study Guide
Chapter 5: HR Planning & Recruitment
Know what HR Planning is and why it is important? (slide 2)
6 steps
1. SWOT analysis concerning the business
2. Forecasting HR needs (demand for labor)
a. Qualitative and quantitative
i. Quantitative
1. Salespeople
2. You need one professional for every 100 employees, and then once they’re
more qualified, one for every 200
ii. Qualitative
1. Centralized top down VS decentralized bottoms up
a. Top management sends down what it thinks it can afford for the year
b. Bottom people send out requests for people
2. Delphi technique – neutral 3rd party, can be outside organization (consultant),
they gather information and present it to internal experts and goes on until they
settle
3. Nominal group technique
a. Group of experts in company get together and decide what’s good for
the company
4. KSOCS
5. If you’re dealing w internal supply in terms of KSOCS, use people inside of
3. Forecasting HR availability (supply of labor)
a. Internal supply
i. Skills inventories (HRIS)
1. Collect info over time and fill up info inventory
2. KASOCS, job experiences in and out of the organization, training completed in
organization, performance history, any special assignments
3. Create a database about the info about your people
ii. Succession planning
1. Planning for employees for when they leave or retire, how to simplify situation
2. Who’s leaving, who’s replacing them
iii. Labor market is your organization
b. External supply
i. Government reports
1. Usually helpful, but they’re late – always old
2. Private sources – like chamber of commerce
ii. Immigration issues
1. Employers are responsible for verifying the identity and eligibility of someone
to work in the US
iii. The global labor force
c. The world is increasingly the marketplace for workers – we are becoming more global
4. GAP analysis
a. What are your options? What’s the best?
5. Action programming
a. Take GAP analysis and map out a specific plan
find more resources at oneclass.com
find more resources at oneclass.com
6. Control and evaluation
a. Is this going the right way? If no, why not? If yes, how can we improve
Know a working definition of “recruitment” (slide 7)
• Searching for and attracting qualified job candidates in such numbers that the firm can select the most
appropriate person(s) to fill its job needs
Know the 4 essential tools for recruitment (slide 8)
1. work analysis
a. a descriptive process, ask people what they do, you need clear information
b. identify critical behaviors and outcomes, also specifications
2. time lapse data
a. the lead time that you need to implement a plan, average time between decision points
3. yield ratios
a. use to identify and assess efficiency of recruitment sources
b. how many applicants are needed to fill jobs
4. realistic job previews (RJPs)
a. telling not selling
b. come in, talk to them, give/get answers
Know internal vs external recruitment sources: types, advantages and disadvantages (slides 9-10)
Advantage of internal (3)
1. security and confidence, you know the people and their performance
2. lower cost
3. enhanced morale of the insiders – other people are going up, they want to go up to
disadvantages of internal
1. are you getting the best qualified if you only take from inside?
a. Inbreeding, groupthink
2. Unhealthy competition
Advantages of external
1.
Chapter 6 (Selection)
Know a working definition of “selection” (slide 2) and general information about selection discussed in class
(e.g., How is performance defined? Is the past a good predictor of the future?)
• We don’t know if past is a good predictor of the future
• Most selection systems involve a multi-hurdled process (more than one step)
Know the common methods of assessing applicant backgrounds: application blanks, resumes, WABs;
biographical info forms (BIBs); references, background checks, Fair Credit Reporting Act (slide 5)
• Weightless application blanks
o Providing, using, ASSIGNING objective weights to each relevant factor on an application, then
score the application
• BIBS
o Essay
o Controversial
o People find them intrusive and not job related
• Background checks
o Assess individual or groups contribution to job
• Fair credit reporting act
o The need for the report must be job related
find more resources at oneclass.com
find more resources at oneclass.com
Document Summary
Know what hr planning is and why it is important? (slide 2) Know a working definition of recruitment (slide 7: searching for and attracting qualified job candidates in such numbers that the firm can select the most appropriate person(s) to fill its job needs. Know internal vs external recruitment sources: types, advantages and disadvantages (slides 9-10) Is the past a good predictor of the future?: we don"t know if past is a good predictor of the future, most selection systems involve a multi-hurdled process (more than one step) Know cognitive ability tests: what they are plus their strengths and weaknesses (slide 6: measures mental aptitude or mental capacity, used to predict future performance advantages, valid they do predict future performance, disadvantage, adverse impact. Know tests of specific ability (slide 6: bennett mechanical test, minnesota clerical test southeast philadelphia transit authority, women cant get these jobs because they didn"t have physical ability. Ink blot test is an example: disadvantages.
