Staffing & Developing a diverse workforce

Contingent workforce
Contingent work -Any work arrangement in which the individual does not have an explicit or implicit contract for long term employment or one in which the minimum hours of work can vary in a nonsystematic way

Workforce diversity
Differences in the demographic, cultural and personal characteristics of employees At Lockheed Martin, were at our best when we bring talented people with diverse capabilities and experiences together to take on our customers toughest challenges. Embracing diversity sparks creativity, generates new ideas, and raises smart, insightful questions. Thats when innovation really takes flight.

Marillyn Hewson, Chief Executive Officer and President

 Respect each employees uniqueness Surface level diversity

Observable demographic or physiological differences in people

Deep level diversity

Differences in psychological characteristics of employees: personalities, beliefs, attitudes, values

Staffing process

Organizational strategy & Planning

Plan human resource needs

Recruit job applicants

Select job applicants

Develop employees

Maintain a diverse workforce

Human resource planning

The process of ensuring that the organization has the right kinds of people in the right places at the right time

Human resource planning

Conduct job analysis Estimate human resource demand Document current human resource supply

Estimate future external human resource supply

Estimate future internal human resource supply

Job analysis
The systematic investigation and documentation of duties performed, tools and equipment involved, conditions surrounding work and competencies required by job incumbents to perform the work

Results in job description, includes job specification

Human resource planning

Conduct job analysis Estimate human resource demand Document current human resource supply

Estimate future external human resource supply

Estimate future internal human resource supply

Staffing process
Recruiting job applicants

Internal vs External recruitment Choosing recruitment channels Recruitment and diversity

Reliability and validity of selection methods Application forms, resumes, reference checks Work sample tests Employment interviews Ability and diversity Selection and diversity Employee orientation Training needs analysis Training methods Supporting the training process

Selecting job applicants

Orienting and developing employees

Recruitment
A set of activities that improves the number and quality of people who apply for employment and the probability that qualified and compatible applicants will accept employment offers

Internal Vs External recruitment

Internal recruitment- reliable source, less expensive, less time, familiar with organization, reward successful people External- not enough qualified, Google faces, brings new perspectives

Choosing recruitment channels

Internal- Job postings- intranet- career planning- referrals from immediate supervisor External- Advertisements, campus visits, government and private employment agencies, executive search firms Online recruitment- internet- Google Guerrilla recruitment- driven by organizations motives; fight for profits/ market share not talent

Guerrilla marketing

SELECTING JOB APPLICANTS

The process of deciding which job applicants will make the most suitable employees

 Suitable employees???? Prediction of selection methods???

SUITABILITY- Skills Abilities Values Interpersonal skills

RELIABILITY & VALIDITY OF SELECTION METHODS

Reliability- how consistently a selection method measures a persons characteristics Validity- how well a selection method predicts an applicants suitability as an employee

Selection method Application forms, resumes, references checks Work sample tests Unstructured employment interview Patterned behaviour description interview

Popularity High

Validity Moderate

Comments Good as information provided, should verify information provided

Moderate

Moderately high Low to moderate Moderately high

Demonstrates candidates behavior & performance; expensive; not easy to apply to some jobs Validity increases with number of interviewers & type of questions asked Less popular

Very high

Moderate

Ability tests

Moderate

Moderate

Knowledge based tests are close to sample tests, job aptitude are linked to job-related behaviour
Increasingly popular

Personality tests

Moderately low

Low to moderate

Patterned behaviour description interviewA structured interview method that asks applicants to recall specific incidents in the past and describe how they handled the situations

Aptitude test
A selection method that measures a persons potential ability such as general intelligence and finger dexterity

Personality
The relatively stable patterns of behaviors and consistent states that explains a persons behavioral tendencies

ORIENTING AND DEVELOPING EMPLOYEES

Employee orientation- the organizations systematic process of helping new employees to make sense of and adapt to the new context
Realistic job preview during selection

Training needs analysis

Performance gap analysis Organizational analysis

Training methods
Training method Lectures, readings, discussion Audio visual materials Description Learning outcome Receiving factual Transfers explicit knowledge; information from presenter/ changes attitudes other trainees Watching/ listening to information of observing behaviour Audio transfers explicit knowledge & video transmits both explicit & tacit knowledge through role modeling

Computer based training

Coaching/ mentoring

Learning through interaction Develops knowledge & some with website, CDROM cognitive skill
Providing one-one feedback and job related information to improve the trainees self awareness & knowledge about job-related skills Develops skills, knowledge and self- confidence through feedback , focused information and support

Training methods
Training method Job rotation Description Giving trainees a series of job related assignments for fixed periods in different parts Learning outcome Develops skills through practice on the job Develops skills through practice away from the usual work environment Develops cognitive skills , knowledge & interpersonal skills

Simulations Practicing job related behaviors in a and role playing environment that replicates the work environment Action learning Investigating in teams and applying solutions to real and complex organizational problems or opportunities with immediate relevance to the company

Supporting the training process

Is the trainee ready to learn? Is the training practice well designed? Is the trainees transfer of learning supported?