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Staffing
Chapters 1 – 4
Chapter 1 – The Nature of Staffing
The Big Picture
55% of all worksites are fewer than 100 employees
Total costs for employees is 25% of an organization’s revenue
Chapter 1 – The Nature of Staffing
Valuing Human Capital
Human capital is intangible, but value can be estimated:
Organization’s Stock value – Organization’s tangible assets ($) = Human Capital Value
Chapter 1 – The Nature of Staffing
Staffing
Process of acquiring, deploying and retaining a workforce of sufficient quantity and quality to create positive impacts on the organization’s effectiveness
The Nature of Staffing
Acquire – planning for positions, recruiting, selection, etc.
Deploy – placing new hires into jobs
Retention – manage flow of employees out of the organization
The Nature of Staffing
Work with your team members to complete the case “Staffing your own job” on page 33.
The Nature of Staffing
Staffing Models
Quantity – concerned with positions and requirements
Quality – concerned with aligning individuals with jobs (person/job match) or organizations (person/organization match)
The Nature of Staffing
Staffing Models
Quantity Projected staffing requirements compared to
projected staffing availabilities
Determine overstaffing, understaffing or fully staffed
The Nature of Staffing
Staffing ModelsQuality
Job, organizational values, all possible jobs now and in the future
Person (KSAOs, motivation)
To attain HR outcomes: attraction, performance, retention, attendance, satisfaction, etc.
The Nature of Staffing
Strategic Decisions in Staffing (Exhibit 1.7)Levels
Aquire v. Develop Lag v. Lead
Quality Person/job v. Person/organization Specific v. general KSAOs
The Nature of Staffing
Group Discussion
Are some of the 13 strategic decisions more important than the others?
Which ones and why?
Chapter 2 – Legal Compliance
Employee-Employer relationship
At-will employment Independent contractingTemporary employeesOut-sourced employees
Legal Compliance
Law and regulations to balance power and protect employees and employers
Based on common law, constitutional and statutory law, executive orders and agencies (Exhibit 2.2)
Legal Compliance
EEO – Equal Employment Opportunity Facially neutral practices
AA – Affirmative Action Remedy effects of past discrimination
Quotas Focus on staffing results; voluntary unless court
ordered as part of AA planning
Legal Compliance
Claims of discrimination require evidence or proof. Effects can be shown by:
Disparate Treatment Disparate Impact
Legal Compliance
Disparate Treatment: (page 56)
1. person belongs to protected class2. person was qualified3. person was rejected4. position remained open and applicants as qualified were recruited
Legal Compliance
Disparate Impact: (page 57)
Applicant flow statistics
Stock statistics
Concentration statistics
Legal Compliance
Application Flow Statistics
Significant differences in selection rates between groups
Selection RateApplicants Hired #hired/#app50 men 25 25/50 = 50%45 women 5 5/45 = 11%
Legal Compliance
Application Flow Statistics – Adverse Impact
4/5ths rule or 80% rule
The hiring rate for the protected class must be at least 80% of the hiring rate for the non-protected class
Legal Compliance
Selection Rate Applicants Hired #hired/#app 50 men 25 25/50 = 50% 45 women 5 5/45 = 11%
.80(50) = 40 11% is less than 40%, therefore, there may be
adverse impact
Legal Compliance
Your Turn…
Recently ABC, Inc. advertised for computer programmers. Seventy minority and 80 non-minority applicants applied for the positions. ABC hired 55 non-minority and 7 minority applicants. Is there disparate impact?
Legal Compliance
Selection RateApplicants Hired #hired/#app80 Non-minority 55 55/80 = 68%70 Minority 7 7/70 = 10%
.80(68) = 54%10% is less than 54%, therefore, likely that
there is adverse impact.
Legal Compliance
Your Turn…
At Heneman and Judge, Inc. a recent recruiting campaign was conducted to hire several new entry level managers. There were 200 male and 220 female applicants. Twelve men and 32 women were hired. Is there disparate impact?
Legal Compliance
Selection RateApplicants Hired #hired/#app200 men 12 12/200 = 6%220 women 32 32/220 = 14%
See page 57 (top), “…protected characteristic…”
Legal Compliance
Stock Statistics
Underutilization of women and minorities relative to their availability in the relevant* population
*relevant = qualified, interested, geographic
Legal Compliance
Stock Statistics
Hired Available
Men 90% 70%
Women 10% 30%100% 100%
Disparity between 10% hired and 30% available
Legal Compliance
Your Turn…
Hired Available
Minority 20% 40% Non-minority 80% 60%
Disparity? Explain.
Legal Compliance
Concentration Statistics
Concentration of women and minorities in certain job categories
Legal Compliance
Concentration Statistics
Clerical Production Sales Managers
% men 3 85 45 95 % women 97 15 55 5
Is there Disparity within certain job categories?
Legal Compliance
Your Turn…
Clerical Production Sales Managers
% minority 20 90 25 15 % non-minority 80 10 75 85
Is there Disparity within certain job categories?
Legal Compliance
Major Federal EEO/AA laws:
Title VII of the CRA (1964, 1991) Race, color, religion, sex, national origin
Age Discrimination in Employment Act (ADEA) (1967) 40 or over
Americans with Disabilities Act (ADA) (1990) Qualified individual with a disability
Legal Compliance
Major Federal EEO/AA laws enforced by the OFCCP (Office of Federal Contract Compliance Programs) v. EEOC (Equal Employment Opportunity Commission) for federal contracts:
Rehabilitation Act (1973) Individual with a handicap (OFCCP, Office of Federal
Contract Compliance Programs) Executive Order 11246 (1965)
Race, color, religion, national origin, sex
Legal Compliance
To rebut charges of adverse/disparate impact, employers must show staffing practices are job-related and consistent with business necessity.
Exception: business necessity can’t be used to justify intentional discrimination
Legal Compliance
Employers can use:
BFOQ – sex, religion, national origin, age (not race or color)
Testing (no score adjustments)Seniority
Legal Compliance
Work in your groups to complete the case “Age Discrimination in Promotion?” on page 80.
Odd-numbered groups and named groups (e.g., Aces, 3s, 5s, etc.) complete question #1 only.
Even-numbered groups complete question #2 only.
Legal Compliance
Uniform Guidelines on Employee Selection Procedures (UGESP)
www.eeoc.gov/regs
Legal Compliance
EEO best practice criteria: (page 71)
Complies with the law Promotes EEO Manifests management commitment/accountability Ensures management and employee commitment Produces noteworthy results Does not cause or result in unfairness
See SPLENDID on page 71 for EEO programs
Legal Compliance
Become more aware of your field requirements:
PIHRA (Professionals in HRM) www.pihra.orgSHRM (Society for HRM) www.shrm.org
Both have student memberships ($30 & $35)
Legal Compliance
Become more aware of your field requirements:
Certification for HRM professionals PHR (Professional in HRM) SPHR (Senior Professional in HRM) GPHR (Global Professional in HRM)
Finance – the language of business
Chapter 3 - Planning
External influences on staffing:
Economic conditionsLabor marketsLabor unions
Planning
Five Steps of Human Resource Planning (HRP):
1. determine future HR requirements 2. determine future HR availabilities 3. conduct ext. and int. environmental scan 4. determine gaps (required v. available) 5. develop action plan to close the gap
Planning
Forecasting HR requirements
Statistical techniques Judgmental techniques
Planning
Statistical techniques Ratio Analysis – people to $sales
$sales / 1 FTE
If we can currently do $2,000,000 in business with 10 full-time equivalent employees (or $200,000 sales per 1 FTE), then for every additional $200,000 in business we would expect to hire one FTE.
Planning
Statistical techniquesRegression Analysis – prediction of an
outcome based on several factors
Why do we hire new people?
Planning
Regression Analysis
For example based on our projection of new customers and sales volume:
Y = a + b1x + b2x + b3x …bnxWhere Y = dependent on x, and x is
independent (changing)
Planning
Regression Analysis
We can predict needed FTEs depending upon projected sales of $1,000,000 and 300 new customers:
Y = a + b1x + b2x + b3x …bnx
FTEs = 7 + .0004(1,000,000) + .03(300)
= 413 new hires or FTEs
Planning
Judgmental technique
Decision-makers gather information and subjectively evaluate it.
Who should the “decision-makers” be?
Planning
We just saw that statistical techniques such as regression and ratio analysis can be used to predict HR requirements, now we turn to HR Availability.
Planning
Forecasting HR Availabilities
Statistical techniques Markov Analysis – count # employees in each job/category
at time T (past) and where there are in time T+1 (now)
#employees in job at T+1 / #employees in job at T
If 240 employees in job A now, but 400 in that job in the past, 240/400 = .60 (transition probability)
Planning
Markov Analysis T+1 T Exit
Sales clerk (S1) 80 120 20
Senior sales clerk (S2) 60 55 2
Sales supervisor (S3) 20 18 0
For T+1, S1: 20 people quit, 20 people were promoted to S2, and 0 people were promoted to S3
Planning
Markov Analysis S1 S2 S3 Exit
S1 80/120 20/120 0/120 20/120
S2
S3
Planning
Markov Analysis S1 S2 S3 Exit (Total)
S1 .66 .16 0 .16 (.98 rounding)S2 S3
Current Workforce # for S1 =76. So, 76 * .66 = 50 will probably stay in S1; 12 will probably be promoted to S2; and 12 will probably exit
If we require 110 people in job S1 there is a shortage (110 – 50 = 60), etc.
PlanningLimitations of Markov Analysis:
- Should have 20 or more employees in each group; otherwise, results are misleading
- Only shows movement at 2 times, not all moves employees make
- Must define meaningful, specific job categories (categories such as “managers” lose meaning as the numbers may represent many organizational units)
Planning
Other ways to forecast HR Availability:
Executive reviews – small group of people focus on movement within/outside exec group
Succession planning – replacing execsVacancy analysis – per person analysis of
likely movement through organization
Planning
Internal and External Scanning
Internal – knowledge of internal labor force issues, problems, attitudes, etc.
External – knowledge of consumer market, economy, labor market, etc.
Planning
Compare Requirements with Availabilities (Reconciliation and Gaps)
Develop action plan to close gap by filling shortages, promoting or transferring people when there are surpluses, etc.
Planning
HR Planning provides information on
Staffing flow
Helps to set or support staffing philosophy (e.g., internal or external staffing)
Supports developing an affirmative action plan and diversity management
Planning
Case on Flexible Staffing
Planning
Affirmative Action Plans (AAP)
Do AA goals represent quotas?AA originally designed to overcome past
harm; now a part of diversity programsLegal based on the Supreme Court opinion(See guidelines for acceptable AAPs, P. 128)
Note:
You will need a calculator for the first exam.
Cell phones and other electronic devices other than a calculator are not allowed during the exam.
You may not share a calculator with another student during the exam.
Chapter 4 – Job Analysis
Job analysis – systematically gathering information about jobsJob Family (HR, Marketing, etc.)
Job Category (Manager, clerk, analyst, etc.)
Job (definition of a group of tasks to perform)
Position (definition of tasks for a single employee)
Chapter 4 – Job Analysis
Job analysis – studying jobs… Task Dimension – similar types of tasks (decision-
making, maintenance, supervising, etc.)
Task – grouping of elements to define a work activity (arrange schedules, develop reports, manage projects)
Element – smallest unit into which work can be divided (develop income statement)
Chapter 4 – Job Analysis
Application #1 – Conducting a job requirements or job rewards analysis
Chapter 4 – Job Analysis
Job analysis Job Requirements Matrix and Task Statements
Specific Task Task Dimension %Time KSAOs Importance of KSAOs to task (time, necessity to
performance of a task, specialized training, etc)
Chapter 4 – Job Analysis
Job analysis Task Statements
Sentence Analysis Technique Verb Direct Object Output Equipment, Material, Process… Arrange team meetings to develop product ideas using brainstorming and other
decision-making techniques
(note: this is an excellent way to phrase your resume)
Chapter 4 – Job Analysis
Write two task statements for a familiar job. Be prepared to share your results with the class.
Chapter 4 – Job Analysis
KSAOs (Exhibits 4.6, 4.7, 4.8, and 4.9) Knowledge
Theoretical or conceptual awareness of a body of work such as mathematics, business, etc.
Skill Observable behavior or completed action based on
experience and practice
Ability Underlying trait or characteristic such as cognitive,
psychomotor, physical, and sensory
Chapter 4 – Job Analysis
Job requirements matrix
With your group, create a job requirements matrix for one job using Exhibit 4.3 as your guide.
Be prepared to share your results.
Chapter 4 – Job Analysis
Application # 2 – Maintaining job descriptions
Chapter 4 – Job Analysis
Collecting Job requirements information:Prior informationObservation InterviewsQuestionnaires
Chapter 4 – Job Analysis
Source of information:Job analystJob incumbentsSupervisorsSubject matter experts
Chapter 4 – Job Analysis
Process of Job AnalysisAgree on purposeSet the scope of the projectDecide on internal experts or consultantsName project manager and determine rolesSet work and time frameAnalyze, synthesize, and correct, etc.
information
Chapter 4 – Job Analysis
Focus of Job AnalysisCompetency-based analysis – focus on
underlying characteristics such as leadership, adaptability, technical expertise, creativity, etc.
Job Rewards analysis – focus on extrinsic and intrinsic rewards of a job such as bonuses, flexible work schedule, etc.
Chapter 4 – Job Analysis
Why is job analysis so important
Effectiveness in hiring, training and promotionJob description development and
maintenanceLegal compliance and job relatedness, (see
essential job functions beginning on p. 189)
Chapter 4 – Job Analysis
Putting it all together.
Try a job analysis exercise.