Concern there may be a lawsuit filed is reason enough to use race or gender as a
determinant of hiring, even if there is a detrimental impact on another group.
Employers can fire or reassign an employee who files EEO charges or parties who
testify on behalf of plaintiffs in cases of disparate treatment with no need to consider
the legal implications of those actions.
The same process that is used to identify data for a job description can be used to
determine what should be taught in training programs for new hires.
As a component of its management training program, a restaurant used a case study of a
manufacturing firm; this is a critical strategy to ensure trainees are able to transfer the
learning back to the job.
Job specifications define the job in terms of its content and scope.
The greater the specificity in the content of the appraisal, assuming the content is
compatible with the strategic goals of the organization, the more effective the appraisal
system.
A visit to a college campus is a major source of recruiting for professional and
managerial positions.
Unlike some HRM functions, job analysis methodology and outcomes such as job
descriptions and the level of detail necessary are the same from one county to another.
Personnel selection applies only for promotions.
OSHAs has workplace standards for most potential hazards, with the exception of noise
levels in the work place.
While making data driven decisions is important in other areas of HRM, decisions
related to HR planning and recruitment are most effective using more subjective,
intuitive methods.