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In the strategy phase, the company develops a mix of individual, social, and
organizational recruiting techniques for receiving applications.
Interest inventories play a key role in organizational selection decisions.
HR representatives report that one of the key advantages of outsourcing is access to
superior information from specialists.
Accommodations such as job restructuring, telework, changes in work schedules, or
purchase of adaptive devices for those with disabilities are considered undue hardships.
Studies suggest that drug users are no more likely to be involved in accidents or to be
injured at work.
The most difficult factor in the economic gain formula to estimate is "cost per
applicant."
Staffing is more of a process than an event.
Research suggests that the quality of the school a person graduates from makes a
difference in the labor market.
Organizations can gauge the likely reactions of job applicants to job offers not only by
conducting formal research, but also by gathering information about various
preferences from the offer recipient during the actual recruitment/selection process.
Temporary employees are considered to be employees of the temporary help agency
that obtained them through its own staffing process.
Seniority and experience are among the most prevalent methods of internal selection.
Targeted recruitment, inclusion of women and African-Americans on top management
teams, work family accommodations, and affirmative action plans increase the racial
and gender diversity of the organization's managerial workforce.
Employee turnover does not represent a significant cost to most organizations.
It is not really necessary, or even advisable, to have an incumbent or supervisor serve as
job analysts.
Experts note that effective HR is usually conducted independent of strategic concerns,
because it allows HR managers to stick to what they know best in terms of policy and
legal compliance.
The legal implications of analyzing competencies beyond job specific ones are
well-known.
The sample size used in job analysis is not relevant to legal defensibility.
Organizations find that talent management systems are low cost and require little
expertise.
