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Seniority-based systems may need to be eliminated as a means of reducing the
prevalence of glass ceiling effects.
Sending mass e-mails advertising positions may be an ineffective strategy because
many applicants will regard these messages as junk mail or spam.
The job requirements matrix is composed of two components: tasks and KSAOs.
If only an external recruitment search is conducted, the morale of existing employees
may be reduced when they feel that they have been passed over for a promotion.
Biodata items are generally the same, regardless of the job being staffed.
A noncompete agreement restricts a departing employee from competing against the
organization.
Adverse impact refers to the possibility that a disproportionate number of protect class
members may be rejected using a given predictor.
When it comes down to it, most employees don't care very much about how decisions
for internal job opportunities are made, they just care about the actual outcomes.
Applicant appearance may be a source of error or bias in an unstructured interview.
A key strategic HR reason for performing competency modeling is to create awareness
and understanding of the need for change in business.
Replacement and succession planning are conducted primarily for managerial jobs.
Under a parallel track system, the job titles and salaries of technical specialists are
treated as hierarchically arranged.
Sometimes individuals who have excellent skills in engineering and scientific positions
do not have good managerial skills.
Staffing systems exist primarily to fill specific vacancies, and are not closely linked to
overall organizational profitability and growth.
To maintain employee motivation, alternative mobility paths may need to be
supplemented with pay for skill development and counseling sessions.
Experience is better suited to predict long-term rather than short-term potential.
A standard level for statistical significance is p < .50.
Some organizations understaff in order to avoid costly layoffs.
It is possible to weight task dimensions using either relative time spent, percentage of
time spent, or importance to overall job performance.
