Identify five HRM criteria or components that can be used to measure organizational effectiveness or ineffectiveness. “Grievance rate” is an example.
To measure organizational efficiency/inefficiency, managers should evaluate how the activities of different employee groups are organized and identify the particular features of the overall management system. The assessment criteria may include the consistency of workload, employee growth rate, quality of the managerial personnel, the rate of productivity growth, and staff turnover. Additionally, it is possible to include such social-psychological and economic criteria as job satisfaction, costs of staff education, employee motivation, and the overall working climate.
What problems are associated with using interviews for the collection of job analysis data?
Interviews are associated with flexibility, and they allow to obtain in-depth opinions on the subject matter. However, the implementation of interviews for job analysis will contribute to the increase in time consumed for the process. Moreover, when interviews are used solely without the support of any quantitative data, the results will likely be biased. To reduce these risks, it can be suggested to conduct interviews along with statistical analysis and alike methods, and ensure that employees are competent enough to carry out the assessment.
Although there is no standard format for a job description, almost all well-written, useful descriptions will include these components: (1) Job title, (2) Summary, (3) Equipment, (4) Environment, (5) Activities. Explain what information should be contained in each section.
- The formal name of the job role.
- A brief description of employee functions, duties, responsibilities, and other relevant characteristics.
- Relevant standards for equipment use, methods of technology implementation throughout the work process, and safety measures.
- A holistic overview of the organizational functions, culture, and working climate; roles of particular working processes/workplaces in the organization; organizational structure.
- Description of working processes and tasks, as well as relationships among them.
How might hiring the friends and relatives of current employees cause a company to violate equal employment laws?
Equal opportunity is the primary principle of fair HR practices and the right of every member of society. By hiring friends and relatives, managers deprive other potential candidates for the job of their rights. Only those people who are more qualified for the job should be employed. Thus, hiring practices should be based on an impartial approach.
Discuss the things that an application blank should not force applicants to reveal about themselves.
Political and religious opinions, information on medication and drug use, the experience of mental health problems, and other types of information may cause discrimination.
What problems are associated with the evaluation of employees on or near a single calendar date?
The evaluation on a single date implies that managers conduct the assessment of many performances at once. This method allows managers to get over the task rapidly. However, it also implies that large volumes of information should be processed, and, therefore, it can be stressful or even lead to inadequate assessment results.
Why do some managers believe that paying higher wages and salaries is the best policy in the long term?
An excellent financial stimulus leads to greater staff motivation, commitment, and productivity. In this way, it can reduce staff turnover and, at the same time, support the overall organizational growth which, in its turn, will result in greater profitability.
Why are vacation benefits typically more generous in Europe than in the US? What would be needed to get these levels of benefits mandated in the US?
Vacation benefits in the majority of the European countries are guaranteed by the government while, in the USA, these benefits are provided by employers who communicate them with workers. Unfortunately, in many organizations, employers prefer to keep the money for themselves or invest them in business operations rather than for paying employees. To ensure equal and better benefits for every U.S. employee, national policies should be elaborated and enforced.
How are orientation, training, and development different?
Orientation is the introduction of the employee to the organization and the formation in him or her the overall understanding of what the firm does and how it functions. Training implies education on professional roles, development of practical skills, and deepening the knowledge about job-specific practices. Development is the further improvement of employee skills aimed to increase his/her expertise.
What elements are typically included in outplacement services?
Psychometric evaluation of individuals’ abilities, identification of job experiences, CV design, financial counseling, assistance during the job search, post-placement assessment.