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Group Member:-Group Member:-Azlina Haji OmarAzlina Haji OmarKhairul Bani IsmailKhairul Bani Ismail 810928810928Mohd Mahadzir Mohd MohtarMohd Mahadzir Mohd Mohtar 810948810948Noor Azam AliasNoor Azam Alias 810962810962
Seven Common Misconceptions Seven Common Misconceptions About Human Resource Practices:About Human Resource Practices:
Research Findings Versus Research Findings Versus Practitioner BeliefsPractitioner Beliefs
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The Strategic View The Strategic View of Human of Human ResourcesResources
Employees are Employees are human assetshuman assets Increase in value to organization and marketplace when Increase in value to organization and marketplace when
investments of appropriate policies & programs are appliedinvestments of appropriate policies & programs are applied Effective organizations recognize that employees have valueEffective organizations recognize that employees have value
Much as organization’s physical & capital assets have valueMuch as organization’s physical & capital assets have value Employees are valuable source of Employees are valuable source of sustainable competitive sustainable competitive
advantageadvantage
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Sources of Employee Sources of Employee ValueValue
Seven Common Misconceptions About Human Resource Practices
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Sources of Employee ValueSources of Employee Value
Technical KnowledgeTechnical Knowledge Markets, processes, customers, environmentMarkets, processes, customers, environment
Technical KnowledgeTechnical Knowledge Markets, processes, customers, environmentMarkets, processes, customers, environment
Ability to Learn and GrowAbility to Learn and Grow Openness to new ideasOpenness to new ideas Acquisition of knowledge & skillsAcquisition of knowledge & skills
Decision Making CapabilitiesDecision Making Capabilities MotivationMotivation CommitmentCommitment TeamworkTeamwork
Interpersonal skills, leadership abilityInterpersonal skills, leadership ability
Seven Common Misconceptions About Human Resource Practices
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Findings
HR practices directly related to profitability & market HR practices directly related to profitability & market valuevalue
Primary reason for profitability: Primary reason for profitability: Effective management of human capitalEffective management of human capital
Integrated management of human capital can result Integrated management of human capital can result in 47% increase in market valuein 47% increase in market value
Top 10% of organizations studied experienced 391% Top 10% of organizations studied experienced 391% return on investment in management of human return on investment in management of human capitalcapital
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HR Value ChainHR Value Chain
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Model for Management Model for Management SuccessSuccess
Seven Common Misconceptions About Human Resource Practices
Strengthen key Strengthen key relationshipsrelationships CustomersCustomers EmployeesEmployees ShareholdersShareholders
Leverage downtimeLeverage downtime Use variable-payUse variable-pay Address Address
neglected areas:neglected areas:• InfrastructureInfrastructure• MarketingMarketing• OperationsOperations
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Model for Management Model for Management SuccessSuccess
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Seven Common MisconceptionsSeven Common Misconceptions
1.1. Conscientiousness is a better predictor of Conscientiousness is a better predictor of performance than intelligence.performance than intelligence.
2.2. Companies that screen job applicants for values Companies that screen job applicants for values have higher performance than those that screen have higher performance than those that screen for intelligence.for intelligence.
3.3. Integrity tests don’t work well in practice because Integrity tests don’t work well in practice because so many people lie on them.so many people lie on them.
4.4. Integrity tests have adverse impact on racial Integrity tests have adverse impact on racial minorities.minorities.
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Seven Common MisconceptionsSeven Common Misconceptions
5.5. Encouraging employee participation is more Encouraging employee participation is more effective for improving organizational performance effective for improving organizational performance than setting performance goals.than setting performance goals.
6.6. Most errors in performance appraisal can be Most errors in performance appraisal can be eliminated by providing training to managers on eliminated by providing training to managers on how to avoid them.how to avoid them.
7.7. If employees are asked how important pay is to If employees are asked how important pay is to them, they are likely to overestimate its true them, they are likely to overestimate its true importance.importance.
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1.1. Select new employees on both intelligence and Select new employees on both intelligence and conscientiousness.conscientiousness.
2.2. Assess intelligence and conscientiousness Assess intelligence and conscientiousness before values. before values.
3.3. Define the values that are important and assess Define the values that are important and assess them through carefully developed, valid them through carefully developed, valid procedures.procedures.
4.4. Use integrity tests with ability tests for high Use integrity tests with ability tests for high predictability.predictability.
Seven Common Misconceptions: Seven Common Misconceptions: ImplicationsImplications
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5.5. Develop compelling goals; enlist participation Develop compelling goals; enlist participation and support it through rewards.and support it through rewards.
6.6. Training and feedback are important, but errors Training and feedback are important, but errors are difficult to eliminate. Top managers should are difficult to eliminate. Top managers should serve as role models in quality of performance serve as role models in quality of performance reviews.reviews.
7.7. Attitude surveys are subject to biases; study Attitude surveys are subject to biases; study behaviors as well as attitudes.behaviors as well as attitudes.
Seven Common Misconceptions: Seven Common Misconceptions: ImplicationsImplications
Seven Common Misconceptions About Human Resource Practices
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Effective HRM PracticesEffective HRM Practices
Seven Common Misconceptions About Human Resource Practices
Employment SecurityEmployment Security Selectivity in RecruitingSelectivity in Recruiting High WagesHigh Wages Incentive payIncentive pay Employee OwnershipEmployee Ownership Information SharingInformation Sharing Participation & Participation &
OwnershipOwnership Self-Managed TeamsSelf-Managed Teams
Training & DevelopmentTraining & Development Cross-Utilization & Cross-Utilization &
Cross-TrainingCross-Training Symbolic EgalitarianismSymbolic Egalitarianism Wage CompressionWage Compression Promotion From WithinPromotion From Within Taking the Long ViewTaking the Long View Measurement of Measurement of
PracticePractice Overall PhilosophyOverall Philosophy
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Effective HRM PracticesEffective HRM Practices
Seven Common Misconceptions About Human Resource Practices
Very few firms will engage in all Very few firms will engage in all practicespractices
While these practices are important for While these practices are important for success, there are other determinants success, there are other determinants as wellas well
Downsides existDownsides exist Requires more involvement and Requires more involvement and
responsibility than some employees wantresponsibility than some employees want Managers & others may resist them as wellManagers & others may resist them as well Turnover may resultTurnover may result
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Defensible Selection
What is “validity”?
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So how often do these lawsuits happen, anyway?
Defensible Selection
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Ehh..what’s the worst thing that could happen?
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But validation is so expensive!
$$
$
$
$
$
$
Average cost of content validation: $5-20K
Median 2003 compensatory award in discrimination case:
$232K
Defensible Selection
Median settlement in discrimination case, ’96-’02:
$50-70K
Sources: Seberhagen (1990); Jury Verdict Research
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First…reality
• No selection system is perfect
• Someone can always complain
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How to Protect Yourself
1. Job analysis, job analysis, job analysis
“People will continue to measure the wrong things as long as they fail to define what they want to measure.”
- Guion (1998)
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Electronic newsletters
–www.elinfonet.com
–www.ahipubs.com
–hr.cch.com
–www.blr.com
How can I keep up on all these
changes in the law?
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Defensible Selection