Framework for the Course - PowerPoint PPT Presentation

About This Presentation
Title:

Framework for the Course

Description:

Framework for the Course – PowerPoint PPT presentation

Number of Views:17
Avg rating:3.0/5.0
Slides: 29
Provided by: leedsfacu
Category:

less

Transcript and Presenter's Notes

Title: Framework for the Course


1
Framework for the Course
  • MGMT 4020
  • Hiring and Retaining Human Resources

2
Major Themes of Books
  • Talent Flow
  • Performance yield-gt Performance problems are
    inevitable
  • Flow and change is also inevitable
  • Job Satisfaction is a key driver of talent flow
  • High-Impact Hiring
  • The state of practice in hiring lags behind the
    state of the art
  • Effective hiring is systematic, comprehensive and
    performance-focused an investment, not a cost
  • Avoiding problem employees is as critical as
    hiring effective employees (and yet different)
  • Evidence-Based Management

3
Perf Yield Typical Interview
4
Perf Yield Good System
5
Why is Performance Yield so Low?
  • Difficulty of job
  • Limitations of hiring system
  • How selective you are
  • Accuracy (validity) of hiring tools
  • Bad decisions by applicant
  • Changes in employee after hiring

6
Factors Affecting Hiring Success
  • Difficulty of Job

7
(No Transcript)
8
Successful Employees
Unsuccessful Employees
Base rate of success 9/18, or 50
9
Successful Employees
Unsuccessful Employees
Base rate of success 14/18, or 78
10
Factors Affecting Hiring Success
  • Selection Ratio
  • (How selective you can be)

11
True Positives
False Negatives
False Positives
True Negatives
Success rate 8/12, or 67
12
True Positives
False Negatives
False Positives
True Negatives
Success rate 8/12, or 67 Success rate 5/6,
or 80
13
Factors Affecting Hiring Success
  • Validity of Hiring System
  • (r .83 vs .63)

14
r .83 (vs. 67)
False Negatives
True Positives
True Negatives
False Positives
Success rate 73 (vs 67) (and no False
Negatives)
15
True Positives
False Negatives
True Negatives
False Positives
Success rate 73 (vs 67) Success rate 100
(vs 80)
16
So What Can You Do?
  • Increasing Yield
  • Simplify job
  • Recruit more/better candidates
  • Use more valid hiring procedures
  • Help applicants make better decisions (RJPs)
  • Coping with Failures
  • Training
  • Placement may be as important as selection
  • Over-hiring (continuous hiring)
  • Remove hiring mistakes
  • ?

17
Performance Yield over Time
18
(No Transcript)
19
Post-Hire Changes in Performance
  • Relative rates of change in performance
  • From positive to negative
  • From negative to positive
  • Relative rates of exit of high and low performers

More common!
Turnover generally higher among better
performers! WHY?
20
Study of Hiring Managers
Whats the secret to successful hiring?

21
Summary Why Hiring Failed
  • Inadequate Process 50
  • Inadequate Applicants 14
  • Pressure to Hire Wrong Person 13
  • Limitations of Interviewer 12
  • Fooled by Applicant 11
  • Didnt Explain Job 3

22
Why Hiring Failed
  • Inadequate Process (50)
  • Interviews 15
  • Reference-checking 13
  • Not enough time 7
  • Wrong qualifications 7
  • Not selective enough 4

23
Evidence-Based Practice
  • Evidence-based medicine is a methodology for
    evaluating the validity of research in clinical
    medicine and applying the results to the care of
    individual patients. Evidence is gathered through
    systematic review of the literature, and is
    critically appraised.  The results are then
    integrated with physician/patient decision
    making.
  • http//www.ebmny.org/thecentr2.htmlWHY

24
Evidence-Based Practice Project
  • Develop a focused clinical question concerning
    the patient's problem(s)
  • Search secondary databases and the primary
    literature for relevant articles
  • Assess the validity and usefulness of those
    articles
  • Judge the relevance to the individual patient
  • Implement the findings in patient care

25
Why Performance Problems?
  • Hiring Issues
  • Limitations of hiring system
  • Difficulty of job ? not much you can do
  • How selective you are ? Recruitment
  • Accuracy (validity) ? much can be done
  • Bad decisions by applicant ? RJPs?
  • Obsolescence of skills
  • ? Hire for ability training
  • Changes in employee behavior
  • ? reduce job dissatisfaction encourage
    constructive problem-solving

26
(No Transcript)
27
Three Models of Hiring
  • Warm-Body Hiring
  • Ritual Hiring
  • High-Impact Hiring

28
High Impact Hiring Principles
  • Systematic
  • Comprehensive
  • Performance-oriented
  • does it deliver better job performance?

29
Steps to High Impact Hiring
  • Understanding job performance
  • Anticipating hiring needs
  • Recruiting high potential applicants
  • Comprehensive evaluation of applicants
  • Performance-based decision-making
Write a Comment
User Comments (0)
About PowerShow.com