12-1 McGraw-Hill/Irwin © 2004 The McGraw-Hill Companies, Inc., All Rights Reserved. CHAPTER TWELVE...
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Transcript of 12-1 McGraw-Hill/Irwin © 2004 The McGraw-Hill Companies, Inc., All Rights Reserved. CHAPTER TWELVE...
12-1
McGraw-Hill/Irwin © 2004 The McGraw-Hill Companies, Inc., All Rights Reserved.
CHAPTER TWELVECHAPTER TWELVE
Final MatchFinal Match
Screen graphics created by:Jana F. Kuzmicki, PhD
Troy State University-Florida and Western Region
12-2
McGraw-Hill/Irwin © 2004 The McGraw-Hill Companies, Inc., All Rights Reserved.
Organization Strategy HR and Staffing Strategy
Staffing Policies and Programs
Staffing System and Retention Management
Support ActivitiesLegal compliancePlanningJob analysis
Core Staffing ActivitiesRecruitment: External, internalSelection:Measurement, external, internalEmployment:Decision making, final match
OrganizationVision and Mission
Goals and Objectives
Staffing Organizations ModelStaffing Organizations Model
12-3
McGraw-Hill/Irwin © 2004 The McGraw-Hill Companies, Inc., All Rights Reserved.
Chapter OutlineChapter Outline Employment Contracts
Requirements for Enforceable Contract
Parties to Contract Form of Contract Disclaimers Contingencies Reneging Other Employment Contract
Sources Unfulfilled Promises
Job Offers Applicant Attraction
Strategies Job Offer Content
Job Offer Process Formulation of Job Offer Presentation of Job Offer Job Offer Acceptance and
Rejection Reneging
New Employee Orientation & Socialization
Legal Issues
12-4
McGraw-Hill/Irwin © 2004 The McGraw-Hill Companies, Inc., All Rights Reserved.
Employment ContractsEmployment Contracts
Requirements for enforceable contract Parties to contract Form of contract Disclaimers Contingencies Reneging Other employment contract sources Unfulfilled promises
12-5
McGraw-Hill/Irwin © 2004 The McGraw-Hill Companies, Inc., All Rights Reserved.
Employment ContractsEmployment Contracts
Requirements for enforceable contract
Offer
Acceptance
Consideration
Parties to contract
Employee or independent contractor
Third parties
Employment
contract
12-6
McGraw-Hill/Irwin © 2004 The McGraw-Hill Companies, Inc., All Rights Reserved.
Employment ContractsEmployment Contracts(continued)(continued)
Form of contractWritten contract
SuggestionsOral contract
One-year rule Parole evidence Suggestions
DisclaimersOral or written statement explicitly limiting an
employee right and reserving that right for employerRecommendations for enforcement
12-7
McGraw-Hill/Irwin © 2004 The McGraw-Hill Companies, Inc., All Rights Reserved.
Employment ContractsEmployment Contracts(continued)(continued)
ContingenciesExtending a job offer contingent on certain conditions
being fulfilled by offer receiver Reneging
Employment-at-willDoctrine of promissory estoppel
Other employment contract sourcesEmployee handbooksOral statements made by employer representatives
12-8
McGraw-Hill/Irwin © 2004 The McGraw-Hill Companies, Inc., All Rights Reserved.
Employment ContractsEmployment Contracts(continued)(continued)
Unfulfilled promises
Organizational HR issues Do not make promises unwilling to keep
Be sure promises made are kept
Potential legal claims
Breach of contract
Promissory estoppel
Fraud
12-9
McGraw-Hill/Irwin © 2004 The McGraw-Hill Companies, Inc., All Rights Reserved.
Job OffersJob Offers
Applicant attraction strategies
Job offer content
12-10
McGraw-Hill/Irwin © 2004 The McGraw-Hill Companies, Inc., All Rights Reserved.
Exh. 12.1: Model of Applicant Attraction ProcessExh. 12.1: Model of Applicant Attraction Process
Labor market conditionsVacancy characteristicsOrganizational characteristicsPhase of attraction processLegal considerations
Contingencies
Other Human Resource PracticesAttraction Strategies
Recruitment Inducements Applicant Pools
Preemployment
Postemployment
AttractionOutcomes
12-11
McGraw-Hill/Irwin © 2004 The McGraw-Hill Companies, Inc., All Rights Reserved.
Job Offer ContentJob Offer Content
Starting date Duration of contract Compensation
Starting pay Flat vs. differential rates Exh. 12.2: Example of
Starting Pay Policies Variable pay
Short term Long term
Benefits - Exh. 12.3 Hours
Special hiring inducements
Hiring bonuses Relocation assistance Hot skill premiums Severance packages
Restrictions on employees Other terms and
conditions Acceptance terms Sample job offer letter
Exh. 12.4
12-12
McGraw-Hill/Irwin © 2004 The McGraw-Hill Companies, Inc., All Rights Reserved.
Job Offer ProcessJob Offer Process
Formulation of job offer
Presentation of job offer
Job offer acceptance and rejection
Reneging
12-13
McGraw-Hill/Irwin © 2004 The McGraw-Hill Companies, Inc., All Rights Reserved.
Formulation of Job OfferFormulation of Job Offer
Knowledge of competitors
Labor demand issues Who are the competitors?
What terms and conditions are they offering forthe job for which the hiring organization is staffing?
Labor supply issues Offers need to attract number of staff required
Offers need to consider KSAOs of each offer receiver and the worth of the KSAOs
12-14
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Formulation of Job OfferFormulation of Job Offer(continued)(continued)
Applicant truthfulnessMinimal evidence exists on degree of applicant
truthfulnessTo combat deceit, organizations are pursuing
verification of all applicant information Likely reactions of offer receivers
Approaches to assess reactions to offers Gather information about various preferences from offer
receiver during recruitment/selection process Conduct research on why offer receivers accept or decline
job offers
12-15
McGraw-Hill/Irwin © 2004 The McGraw-Hill Companies, Inc., All Rights Reserved.
Formulation of Job OfferFormulation of Job Offer(continued)(continued)
Policies on negotiations and initial offersJob offers occur for both external / internal staffingConsider costs of job offer being rejected by
candidateCandidates may be receiving counteroffers from
current employerCurrently employed candidates incur costs for leaving
and expect a “make whole” offerCandidates are sophisticated in presenting their
demands
12-16
McGraw-Hill/Irwin © 2004 The McGraw-Hill Companies, Inc., All Rights Reserved.
Strategies for presenting initial offer
Lowball
Competitive
Best shot
Formulation of Job OfferFormulation of Job Offer(continued)(continued)
12-17
McGraw-Hill/Irwin © 2004 The McGraw-Hill Companies, Inc., All Rights Reserved.
Presentation of Job Offer Presentation of Job Offer
Two approaches
Mechanical approach
Sales approach
Exh. 12.6: Example of a Sales Approach to Job Offers
12-18
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Exh. 12.6: Example of aExh. 12.6: Example of aSales Approach to Job OffersSales Approach to Job Offers
12-19
McGraw-Hill/Irwin © 2004 The McGraw-Hill Companies, Inc., All Rights Reserved.
Job Offer Process:Job Offer Process:Acceptance, Rejection, Reneging Acceptance, Rejection, Reneging
Acceptance
Rejection
By organization
By offer receiver
Reneging
Exh. 12.7: Organization Actions to Dealwith Reneging
12-20
McGraw-Hill/Irwin © 2004 The McGraw-Hill Companies, Inc., All Rights Reserved.
New EmployeeNew EmployeeOrientation and SocializationOrientation and Socialization
OrientationExh. 12.8: New Employee Orientation Program
Suggestions Socialization
Content People Performance proficiency Organization goals and values Politics Language History
Delivery
12-21
McGraw-Hill/Irwin © 2004 The McGraw-Hill Companies, Inc., All Rights Reserved.
Legal IssuesLegal Issues
Authorization to workUnder IRCA, company is prohibited from
hiring or continuing to employan alien not authorized to work in U.S.
Negligent hiringWorkplace torts issue involving claims by an injured
plaintiff that plaintiff was harmed by an unfit employee who was negligently hired by company
Employment-at-will Involves right of either employer or employee to
unilaterally terminate employment relationship