Planning based on a specific group of employees, such as faculty in specialized areas of
a university or nursing employees, is called population-based HRP.
Team-based work has increased the need for flexibility, and requires a different
approach to job analysis because team members perform multiple roles and have
multiple responsibilities.
The interview is the central means through which an applicant can learn about the job
and organization.
The two major types of ability tests are aptitude and achievement.
Biodata refers to medical or physiological tests of applicants prior to hiring.
In general, HR specialists should orchestrate the development of staffing policies and
procedures for all departments, but play a secondary, or supporting role in the ultimate
decision to hire in areas outside of the HR department.
Depth of information and relevance are the only advantages that internal selection has
over external selection.
If an individual has a z-score of 2.0 on a performance test, this indicates this person’s
score is twice as high as the average test score.
When head count requirements exceed availabilities, the organization will be
overstaffed.
Internal hiring methods are often less expensive than external hiring methods.
The most frequently used methods of initial assessment are education level, training and
experience, reference checks, and initial interview.
Disclaimers are used as a means of protecting employer rights.
The hope with realistic job previews is that job applicants will self-select into and out of
the organization.
Research has shown that since the 1970’s there has been a radical shift in top
management in most organizations, with nearly half of all top executive positions being
held by women.