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Long term options for dealing with an employee shortage include hires, transfers into
the position, retraining workers, or transferring the work out of the firm.
In disparate treatment cases, the employee attempts to demonstrate that the defendant's
stated reasons for a practice are a pretext, or smoke screen, for the discriminatory intent
of practice.
As a result of rising recruiting, selection, training, and development costs, companies
are increasingly looking externally to staff positions.
Personality tests and ability tests are examples of substantive assessment methods.
A targeted recruiting message is designed to appeal to a particular audience.
A valuable use of O*NET is that it serves as a starting point in preparing knowledge
statements.
Socially desirable responding, or presenting oneself in a favorable light, doesn't end
once someone takes a job.
Women and minorities are especially interested in working for employers that endorse
diversity through policy statements and in recruiting materials.
Outsourcing is confined almost exclusively to manufacturing work.
Desirability of movement is a weak predictor of voluntary employee turnover.
In general, when rational or narrative job analysis methods are desired, it is advisable to
rely on external consultants rather than internal staff.
Research on the reliability and validity of biodata has been quite positive.
Culture is a set of easily recognized and measured properties of an organization that
mostly includes things like formal policies and procedures.
