Chapter 7: Human Resource Management (last updated 10/12/2011) http://psychology.about.com/library/quiz/bl_eq_quiz.htm?questnum=6&cor=2399 (emotional IQ)

I. Recruiting and keeping quality employees

A. Human Resources Management: All actions than an organization take to attract, develop, and retain quality employees.

B. Components of HRM

1. Recruitment and Selection

2. Training and Development

3. Performance Appraisal and Feedback

4. Pay and Benefits

5. Labor Relations

C. Key Takeaway: All components of the HRM system must work together to build a competitive advantage by helping to align individual goals with the organization’s.

II. Recruitment and Selection

A. Recruiting: Process of identifying suitable candidates and encouraging them to apply for openings in the organization.

1. Job Description: Outline of duties and responsibilities of the position.

2. Job Specification: Detailed list of qualifications needed to perform a job, including required skills, knowledge and duties.

B. Selection: Creating criteria for deciding which candidate is best for the company and specific jobs.

1. Screening: Does the applicant meet the minimum qualifications?

2. Laws govern decision making: To prevent discrimination against people and groups because of age, gender, race, religion, and national origin.

a. Civil Rights Act (1964, 1991)

b. American with Disabilities Act (1991)

c. Equal Employment Opportunity laws

3. Interviewing

a. Expensive and time consuming, so most companies try to limit the number of candidates they interview.

b. All interview questions must be job related and focus between the applicant, job, and company.

4. Basic Types of Interview Questions

a. General Questions

b. Behavior Questions: Becoming more common

c. Customer Service Questions

d. End of Interview Questions

5. Illegal Questions

a. Which questions are illegal?

b. Interviewers must be aware of questions that are illegal and avoid them.

c. One HR professional estimates more than one-third of job applicants have been asked illegal interview questions about race, age, marital status, religion, and ethnic background.

II. What motivates people to do a better job?

A. Maslow’s Hierarchy of Needs: All people have unmet need that they try to meet in order to satisfy themselves.

1. Physiological needs: Food, water, clothing, sex (this job is going to help me subsist). Hardy burger appeals to physiological needs.

2. Security needs: Need for protection, safety, prevention of problems (e.g., having a job is nice, but health insurance is important too!) Volvo automobile has the best crash test rating.

3. Belongingness needs: Affection, love, group membership. (e.g., I like the people that I work with) White teeth will bring you social acceptance.

4. Esteem needs: Desire to be recognized for skills, expertise, and contributions to society (e.g., a special parking spot at work). Owning a $5,000 Rolex watch tells people that you are successful.

5. Self Actualization: Maximizing one’s potential. “Being all that you can be.” Owning the American Express card is one of the highest levels of accomplishment that one could have.

B. Expectancy Theory: Will higher levels of performance result in greater rewards

1. Does the worker believe he/she has a fighting chance of success?

a. Does past performance suggest goal attainment is possible?

b. Are there things outside of the worker’s control that could prevent goal attainment (e.g., other workers that do not do their jobs properly)?

2. Can an incentive structure be created that interests employees?

a. Different employees value different things (e.g., more money versus more family time)

b. The relationship between performance and reward must be transparent so that workers understand.

C. Goal Setting Theory: Something specific the employee is trying to accomplish when doing the job.

1. Keys to motivating employees with goals

a. Challenging

b. Measurable

c. Results-oriented

d. Specify the time frame

e. Specific

D. Equity Theory: Employees will be motivated to achieve a goal only when they believe they will be rewarded equitably for doing so. Why should I work as hard or harder than someone else if they make more money than I do?

E. Job Enrichment Theory: To keep employees satisfied, job need to be designed to offer employees opportunities to grow.

1. Job Enlargement: Allowing employees to learn new tasks by adding related tasks at similar skill levels.

2. Job Rotation: Moving employees from one job to another on a systematic basis.

3. Job Enrichment: Adding tasks that increase both responsibility and opportunity for growth