1. What were Pfeffer's seven best practices for achieving competitive advantage through people?
    • 1) providing employment security
    • 2) selective hiring
    • 3) extensive training
    • 4) sharing information
    • 5) self-managed teams
    • 6) high pay based on company performance
    • 7) the reduction of status differentials
  2. What are the five essential elements of most workforce plans?
    • 1) Environment Scan
    • 2) Current Workforce Profile
    • 3) Future Workforce ViewAnalysis
    • 4) Targeted Future
    • 5) Closing the gaps
  3. What are the four steps in the recruitment process?
    • 1) documenting the requirements of the job to be performed.
    • 2) Sourcing e.g. advertising and identifying passive candidates through research.
    • 3) Screening and selection.
    • 4) 'onboarding'
  4. What are some methods of screening and selection?
    • Looking for skills/competencies
    • shown through résumés, job applications, interviews,
    • educational or professional experience, the testimony of references, or through in-house testing, psychological/pyschometric tests or employment testing.
  5. What is skills management?
    It is the practice of understanding, developing and deploying the skills of others.
  6. What are the aims of a performance appraisal?
    • 1) Give employees feedback on performance
    • 2) Identify employee training needs
    • 3) Document criteria used to allocate organizational rewards
    • 4) Form a basis for personnel decisions: salary increases, promotions, disciplinary actions, bonuses, etc.
    • 5) Provide the opportunity for organizational diagnosis and development
    • 6) Facilitate communication between employee and employer
    • 7)Validate selection techniques and human resource policies to meet federal Equal Employment Opportunity requirements.
    • 8) To improve performance through counseling, coaching and development.
  7. What is valence?
    The degree to which the rewards offered by an organization align with the needs employees seek to fulfill. High valence indicates that the needs of employees are aligned well with the rewards system an organization offers.
  8. What is expectancy theory?
    That a person will decide to behave or act in a certain way because they are motivated to select a specific behavior over other behaviors due to what they expect the result of that selected behavior will be. In essence, the motivation of the behavior selection is determined by the desirability of the outcome.
  9. What are the key drivers of employee engagement?
    • 1) Employee perceptions of job importance.
    • 2) Employee clarity of job expectations.
    • 3) Career advancement/improvement opportunities
    • 4) Regular feedback and dialogue with superiors
    • 5) Quality of working relationships with peers, superiors, and subordinates
    • 6) Perceptions of the ethos and values of the organization
    • 7) Effective Internal Employee Communications - which convey a clear description of "what's going on".
    • 8) Reward for engagement
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