Talent Management

HRM 5365 Midterm Study Guide COMPLETE THE STUDY GUIDEChapter 11. What is strategic staffing? How does it influence organizational performance?2. Explain the components of strategic staffing. Planning The differences between sourcing, recruitment, and selection. Deployment Retaining talent3. What is the importance of employer branding? What are the four components? What are the steps in strategic branding?4. Integrating the functional areas of human resource managementChapter 25. Competitive Advantage a. sustainabilityb. substitutabilityc. sources of competitive advantaged. types of strategies to gain competitive advantages6. Talent Philosophye. human resource strategyf. staffing strategyg. viewing employees as assets or investments7. Strategic Staffing Decisionsh. nine questionsi. core or flexible workersj. internal or external talent focusk. proactive or reactive staffingl. job-oriented or talent-orientedm. idiosyncratic jobsn. centralized or decentralizedo. human capital advantage or humanp. human process advantageChapter 38. Employment relationshipsa. Explicit employment contracts vs. implicit employment contractb. Employment-at-willc. Difference between temporary workers, leased workers, outsourcing, and independent contractors.9. All the laws and executive orders relevant to staff. (55-59) Affirmative action Pros and cons Quotasd. Difference between BFOQ and Business Necessitye. Disparate treatment and adverse impactf. What is a mixed motives case?g. Stock, flow, or concentration statistics10. Barriers to Legally Defensible Staffing (75-76)11. Beauty biasChapter 412. What is the purpose of a job analysis? What is the first step?What are the components of job-worker match?13. What is a job? What is a job family? What is a job task?14. What is the purpose of a job description? A person specification?15. What is an essential function? Essential criteria vs. desirable criteria?16. Job analysis methods: define, advantages and disadvantages of each?a. Task inventory methodb. Critical incident techniquec. Job elements methodd. Structured questionnaire methodi. PAQ17. What is O*NET used for? What types of information are available?18. What are KSAOs? How are they related to job duties?19. What are competencies? Why is competency modeling important?20. Why is it important to understand the employee value proposition? Chapter 5 21. What are the steps in the workforce planning process?22. How would you apply the forecasts on pp. 118-119 to determine labor demand?23. When would you use the following: Trend analysis Judgment forecasting ROI analysis Ratio analysis Scatter plots Transitional analysis24. What is the primary limitation of all forecasting techniques?25. What is the purpose of a talent inventory? Replacement chart?26. Dealing with gaps between labor supply and demand. (129-131)27. Difference between staffing yields and hiring yields. How is each determined?28. How are workload-driven forecasting and staffing efficiency determined?Chapter 6In this chapter, everything is important, so study it carefully! Just some points to focus on:29. What is the difference between an active and a passive job seeker?30. How would you use each of the internal recruiting sources?31. How would you use each type of external recruiting sources?32. Pull-up hiring? Poaching? Raiding? Is it ethical?33. What is data mining? X-raying Flip searching Web crawlers34. Networking LinkedIn Twitter Pinterest35. Creating a Sourcing PlanChapter 736. Perceptions of fairness: Distributive Procedural Interactional Spillover effect37. Recruiter characteristics Demographics Signaling38. What are some strategic recruitment metrics and their uses?39. What makes up a companyâ??s image? If the image is already positive, what can be done to improve the quality of the applicants40. What are the three functions of the realistic job preview?41. What are noncompensatory screen variables42. What is the purpose of a recruitment guide?Other43. Gen Yers44. Pregnancy discrimination45. Big data46. Pre-employment testing articles

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