HUMAN RESOURCESHUMAN RESOURCES

I. LegalI. Legal

What’ hot?What’ hot?

EEOCEEOC

State/City regulationsState/City regulations

Preemployment inquiriesPreemployment inquiries

BFOQBFOQ

Job relatedJob related

Business NecessityBusiness Necessity

II. PlanningII. Planning

StrategicStrategic

Succession planningSuccession planning

Job analysisJob analysis

- job description- job description

- job specification- job specification

RJPRJP

III. Attracting EmployeesIII. Attracting Employees

RecruitingRecruiting- Internal- Internal

- job postings- job postings- referrals- referrals

- External- External- schools- schools- agencies- agencies- advertising- advertising

IV. SelectionIV. Selection

Application BlankApplication Blank

ScreeningScreening

TestingTesting

Background/Reference ChecksBackground/Reference Checks

Performance SimulationPerformance Simulation

InterviewsInterviews

Validity/ReliabilityValidity/Reliability

Criterion

(e.g. perf. app.)

Predictor

(e.g. hiring test)

Criterion

(e.g. perf. app.)

Predictor

(e.g. hiring test)

AcceptablePerformance

Cut off

I. Incorrect decision

II. Correct decision

III. Incorrect decision

IV. Correct decision

Criterion

Predictor

Criterion

Predictor

AcceptablePerformance

Cut off

I. Incorrect decision

II. Correct decision

III. Incorrect decision

IV. Correct decision

IVa. InterviewingIVa. Interviewing

StructuredStructured

Semi-structuredSemi-structured

UnstructuredUnstructured

Problems to avoidProblems to avoid– Similar to meSimilar to me– StereotypingStereotyping– HaloHalo– Confirmatory biasConfirmatory bias

IVa. Interviewing (cont’d)IVa. Interviewing (cont’d)

Behavioral InterviewsBehavioral Interviews

Situational InterviewsSituational Interviews

V. Training and DevelopmentV. Training and Development

OrientationOrientationTrainingTrainingDetermine if a performance discrepancy exists. Determine if a performance discrepancy exists. (Performance discrepancy = gap between desired and attained (Performance discrepancy = gap between desired and attained performance). If a gap exists, performance). If a gap exists,

- Ask, “is it important” - Ask, “is it important” - Consider if it’s due to the system- Consider if it’s due to the system- Ask, “is training a solution?” It may be if the gap is due to - Ask, “is training a solution?” It may be if the gap is due to ability, not motivationability, not motivation

- Design program with training objective- Design program with training objective- Select techniques (on/off job)- Select techniques (on/off job)- Consider methods of delivery- Consider methods of delivery- Evaluate training- Evaluate training

VI. Performance AppraisalVI. Performance Appraisal

TypesTypes

- Developmental- Developmental

- Evaluative- Evaluative

- Comparative- Comparative

- Absolute Standard- Absolute Standard

Measurement MethodsMeasurement Methods

- Ranking, BARS, MBO, 360, etc.- Ranking, BARS, MBO, 360, etc.

Boeing Management Attributes Assessment Comments

VII. RetentionVII. Retention

Be sure to use RJP initiallyBe sure to use RJP initially

VIII. CompensationVIII. Compensation

- Direct and Indirect- Direct and Indirect

- Pay systems- Pay systems

- Wages, Salary, Incentives- Wages, Salary, Incentives- Pay DeterminationPay Determination

- Job evaluation- Job evaluation

- Banding- Banding