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Although culture is intangible, it can have very significant effects on staffing planning
activities.
Task statements are written to emphasize the outcomes of a work process, as well as
describing how the task is expected to be performed.
A disclaimer on an employment application blank stating that the employee can be
terminated "with or without cause" and "with or without notice" is legally enforceable.
The UGESP addresses the need to determine if a selection procedure is causing adverse
impact, and if so, the validation requirements for the procedure.
Standardized staffing systems are more likely to generate legal challenges by job
applicants.
Integrity tests are paper-and-pencil or computerized tests that attempt to assess an
applicant's honesty and moral character.
If a recruiting search is too narrow, the organization will likely be engaged in a
long-term process of looking.
The least common form of long-term variable pay in the private sector is the cost of
living adjustment.
Human body weight is an example of a variable measured on a ratio scale of measure.
Many turnover costs are hidden in the time demands placed on the many employees
who must handle the separation, replacement, and training activities.
Small and midsized organizations have increasingly turned to outsourcing as a way to
improve the quality of certain recruiting and hiring processes.
Research suggests that job knowledge tests have relatively poor validity in predicting
job performance.
