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Case write up on hoe MS USA became a one firm firm because of John Mack and thus one of the best in the world.
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Key Topics and Page Number
Chapter Number and TopicPage Number
4. Job Analysis 130
THE BASICS OF JOB ANALYSIS132
Uses of Job Analysis Information132
Steps in Job Analysis134
Job Analysis Guidelines135
METHODS FOR COLLECTING JOB ANALYSIS INFORMATION136
The Interview136
Questionnaires141
Observation142
Participant Diary/ Logs142
Quantitative Job Analysis Techniques142
Internet Based Job Analysis144
WRITING JOB DESCRIPTION146
Job Identification148
Job Summary149
Relationships149
Responsibilities and Duties150
Standards of Performance and Working Conditions151
Duty: Accurately Posting Accounts Payable151
Duty: Meeting Daily Production Schedule151
Using the Internet for Writing Job Descriptions151
WRITING JOB SPECIFICATIONS153
Specifications for Trained Versus Untrained Personnel153
Specifications Based on Judgment153
Job Specifications Based on Statistical Analysis154
JOB ANALYSIS IN A WORKER-EMPOWERED WORLD155
From Specialized to Enriched Jobs155
Competency- Based Job Analysis156
How to Write Job Competencies-Based Job Descriptions157
In summary: Why Competency Analysis?158
Job Analysis in Indian Firms158
5Human Resource Planning and Recruiting164
THE RECRUITMENT AND SELECTION PROCESS166
PLANNING AND FORECASTING166
Forecasting Personnel Needs167
Forecasting the Supply of Inside Candidates169
Forecasting the Supply of Outside Candidates171
THE NEED FOR EFFECTING RECRUITING171
Why Recruiting is Important171
What Makes Effective Recruiting a Challenge172
Organizing How You Recruit172
The Recruiting Yield Pyramid172
INTERNAL SOURCES OF CANDIDATES173
Using Internal Sources: Pros and Cons173
Finding Internal Candidates173
Rehiring173
Succession Planning174
Succession Planning at ICICI174
Improving Productivity Through HRIS: Succession Planning Systems174
OUTSIDE SOURCES OF CANDIDATES175
Recruiting via the Internet175
HR APPs 4 U: Posting and Accessing Job Openings176
MANAGING HR IN CHALLENGING TIMES: Reducing Recruitment Costs178
Advertising179
Employment Agencies180
Temp Agencies and Alternative Staffing181
Offshoring and Outsourcing Jobs183
Executive Recruiters184
On-Demand Recruiting Services185
College Recruiting185
Referrals and Walk- Ins186
Telecommuters187
Military Personnel187
Recruiting Source Use and Effectiveness187
EVIDENCE BASED HR: Measuring Recruiting Effectiveness188
Improving Productivity Through HRIS: An Integrated Approach to Recruiting 189
RECRUITING A MORE DIVERSE WORKFORCE189
Small Town and Rural Residents189
Older Workers190
MANAGING THE NEW WORKFORCE: Supervising Older Workers190
Reservation in Jobs191
The Disabled191
DEVELOPING AND USING APPLICATION FORMS191
Purpose of Application Forms191
Application Guidelines192
Using Application Forms to Predict Job Performance193
6Employee Testing and Selection200
WHY CAREFUL SELECTION IS IMPORTANT202
BASIC TESTING CONCEPTS202
Reliability202
Validity203
Evidence- Based HR: How to Validate a Test204
Test Takers Individual Rights and Test Security208
MANAGING THE NEW WORKFORCE: Bias Against Working Mothers208
How do Employers Use Tests at Work?209
Computerized and Online Testing210
TYPES OF TEST211
Tests of Cognitive Abilities211
HR APPs 4 U: Testing via the iphone212
Test of Motor and Physical Abilities212
Measuring Personality and Interests212
Achievement Tests214
WORK SAMPLES AND SIMULATIONS214
Using Work Sampling for Employee Selection214
Management Assessment Centres215
Situational Testing and Video-Based Situational Testing216
The Miniature Job Training and Evaluation Approach217
Realistic Job Previews217
HR in Practice: Testing Techniques for Managers217
Summary218
BACKGROUNG INVESTIGATIONS AND OTHER SELECTION METHODS218
Why Perform Background Investigations and Reference Checks?218
The Legal Dangers and How to Avoid Them220
How to Check a Candidates Background220
Using a Preemployment Information Services223
The Polygraph and Honesty Testing223
Graphology225
Physical Exams225
Substance Abuse Screening226
Complying with Immigration Law226
Improving Productivity Through HRIS: Using Automated Applicant Tracking and Screening Systems227
7Interviewing Candidates236
BASIC TYPES OF INTERVIEWS238
Types of Employment Interviews238
Structured Versus Unstructured Interviews238
Interview Content (What Types of Questions to Ask)241
How Should We Administer the Interview?242
HR AAPs 4 U: iphone Job Interviews243
MANAGING HR IN CHALLENGING TIMES: Acing the Skype Interview244
Three Ways to Make the Interview Useful245
WHAT ERRORS CAN UNDERMINE AN INTERVIEWS USEFULNESS?246
First Impression (Snap Judgments)246
Not Clarifying What the Job Requires246
Candidate-Order (Contrast) Error and Pressure to Hire247
Nonverbal Behavior and Impression Management247
Effect of Personal Characteristics: Attractiveness, Gender, Race248
MANAGING THE NEW WORKFORCE: Applicant Disability and the Employment Interview248
Interviewer Behavior249
HOW TO DESIGN AND CONDUCT AN EFFECTIVE INTERVIEW250
The Structured Situational Interview250
How to Conduct an Effective Interview251
Using a Streamlined Interview Process254
Guidelines for Interviews255
Innovative Recruitment and Selection Techniques Followed by Indian Companies257
8Training and Developing Employees270
INTRODUCTION TO ORIENTING AND TRAINING EMPLOYESS272
The purpose of Employee Orientation/ Onboarding272
The Orientation Process273
HR AAPs 4 U: Mobile Company Directory275
The Training Process275
Training, Learning, and Motivation277
EVIDENCE- BASED HR: Sounds and Shortcuts: How to Design the Training Format to Improve Training Results278
ANALYZING TRAINING NEEDS AND DESIGNING THE PROGRAM278
Task Analysis: Assessing New Employees Training Needs278
Performance Analysis: Assessing Current Employees Training Needs281
Designing the Training Program282
MANAGING HR IN CHALLENGING TIMES: Free Training Alternatives283
IMPLEMENTING TRAINING PROGRAMS283
On-the-Job Training283
Apprenticeship Training284
Apprenticeship in India285
Informal Learning285
Job Instruction Training285
Lectures286
Programmed Learning287
Audiovisual- Based Training287
Vestibule Training288
Teletraining and Videoconferencing288
Electronic Performance Support Systems (EPSS)288
Computer-Based Training288
Simulated Learning289
Internet-Based Training289
Improving Productivity Through HRIS: Learning Management Systems291
The Virtual Classroom292
Using Internet- Based Learning292
HR AAPs 4 U: Mobile Learning292
Lifelong and Literacy Training Techniques292
Voice and Accent Training in BPOs293
MANAGING THE NEW WORKFORCE: Diversity Training294
HR in Practice: Creating Your Own Training Program294
IMPLEMENTING MANAGEMENT DEVELOPMENT PROGRAMS295
Designing Mile III Plus Program for Thomas Cook India Limited296
Managerial On-the-Job Training269
Off-the-Job Management Training and Development Techniques297
MANAGING ORGANIZATIONAL CHANGE PROGRAMS300
What to Change301
Lewins Change Process301
Leading Organizational Change302
Using Organizational Development 303
EVALUATING THE TRAINING EFFORT305
Designing the Study305
Training Effects to Measure306
9Performance Management and Appraisal316
BASIC CONCEPTS IN PERFORMANCE MANAGEMENT AND APPRAISAL318
Defining the Employees Goals and Work Standards319
TECHNIQUES FOR APPRAISING PERFORMANCE320
Why Appraise Performance?320
Realistic Appraisals320
The Supervisors Role321
Steps in Appraising Performance321
Graphic Rating Scale Method322
Alternation Ranking Method322
Paired Comparison Method324
Forced Distribution Method325
Critical Incident Method327
Narrative Forms328
Behaviorally Anchored Rating Scales328
Management by Objectives330
Computerized and Web-Based Performance Appraisal331
Electronic Performance Monitoring331
Appraisal in Practice333
DEALING WITH PERFORMANCE APPRAISAL PROBLEMS333
Potential Appraisal Problems333
MANAGING THE NEW WORKFORCE: The Gender Gap in Appraisals335
Five Guidelines for How to Hold Effective Appraisals335
Appraisals and the Law336
Who Should Do the Appraising?337
EVIDENCE- BASED HR: Should We Encourage Upward Feedback?339
THE APPRAISAL INTERVIEW340
Types of Appraisal Interviews340
How to Conduct the Appraisal Interview341
Appraisals in Practice343
PERFORMANCE MANAGEMENT340
What is Performance Management?343
Performance Appraisal Versus Performance Management343
Basic Building Blocks of Performance Management344
Why Performance Management?344
Using Information Technology to Support Performance Management345
HR APPs 4 U: Mobile Performance Management345
Improving Productivity Through HRIS: TRSs New Performance Appraisal/ Management System345
Performance Management Examples in India346
Quality Improvement of Performance Management System347
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