Intro to Management MGMT:2100 Final Iowa People Centered Practices ✅protection of job security, rigorous hiring process, employee empowerment, compensation linked to performance, comprehensive training, reduction of status differences, sharing of key information General mo del of HR ✅centered around desired performance What is the #1 place people are searching for jobs? ✅Corporate websites What is the #1 place people are getting jobs? ✅Referrals Job analysis ✅a purposeful, systematic process for collecting information on the important work -related aspects of a job Recruiting tips ✅Use social networks of existing employees and friends Use personal contact Target, target, target Carefully proofread all ads Structured interview ✅standardized set of job -related questions unstructured interview ✅An interview in which the question -answer sequence is spontaneous, open -
ended, and flexible. Characteristics of good training ✅Clarify objectives Maximize s imilarity between the training and the job Convey general principles Provide variety of examples Provide practice and feedback Use questions to guide attention and encourage active thought Development options ✅Education Assessment and feedback Work experi ences Relationships Managers as teachers ✅-explain basic concepts (TELL) -demonstrate performance (SHOW) -solicit practice (WATCH) -provide constructive feedback (ENCOURAGE) -repeat as necessary Appraisal ✅Evaluating employee performance relative to standards Objective measures eg. Number of units sold, (best) Subjective ratings Graphic rating scale (worst) BOS (behavioral observation scale, rate person based off observations), BARS (better) EEOC ✅Equal Employment Opportunity Commission, Enforces laws to prevent unfair treatment on the job due to sex, race, color, religion, national origin, disability, or age. BFQQ ✅Bona Fide Occupational Qualification An exception in employment law that permits sex, age, religion to be used when making employment decisions, but only if they are reasonably necessary to the normal operation of that business Guidelines for effective interviews ✅i. Planning the Interview 1. Identify and define the knowledge, skills, abilities, and other (KSAO) characteristics needed for successful job performance 2. For each essential KSAO, develop key behavioral questions that will elicit examples of past accomplishments, activities, and performance 3. For each KSAO, develop a list of things to look for in the applicant's responses to key questions ii. Conducting the Interview 1. Create a relaxed, non -stressful interview atmosphere 2. Review the applicant's application form, resume, and other information 3. Allocate enough time to complete the interview without interruption 4. Put the applicant at ease; don't jump right into heavy questioning 5. Tell the applicant what to expect. Explain the interview process 6. Obtain job -related information from the applicant by asking those ques tions prepared for each KSAO 7. Describe the job and the organization to the applicant. Applicants need adequate information to make a selection decision about the organization iii. After the Interview 1. Immediately after the interview, review your notes and make sure they are complete 2. Evaluate the applicant on each essential KSAO 3. Determine each applicant's probability of success and make a hiring decision Training Objectives and Methods ✅1) Impart information & knowledge: Films and videos, Lectures, Planned readings; 2) Develop Analytical and problem solving skills: Case studies, Coaching and mentoring, Group discussions; 3) Practice, learn, or change job behaviors: On -the-job training, Role -playing, Simulations and games, Vestibule training (real equipment) 4) ALL THREE: computer -based learning Terminating Employees ✅Always make sure it's a last resort and for a good reason. Employee should be aware of severity and possibility in order for them to have a chance to address the issue.
