Key Topics and Page Number

Chapter Number and Topic

Page Number
4. Job Analysis
THE BASICS OF JOB ANALYSIS
132
Uses of Job Analysis Information
Steps in Job Analysis
134
Job Analysis Guidelines
135
METHODS FOR COLLECTING JOB ANALYSIS INFORMATION
136
The Interview
136
Questionnaires
141
Observation
Participant Diary/ Logs
142
Quantitative Job Analysis Techniques
142
Internet Based Job Analysis
144
WRITING JOB DESCRIPTION
146
Job Identification
Job Summary
149
Relationships
149
Responsibilities and Duties
150
Standards of Performance and Working Conditions
151
Duty: Accurately Posting Accounts Payable
151
Duty: Meeting Daily Production Schedule
151
Using the Internet for Writing Job Descriptions
151

130

132

142

148

WRITING JOB SPECIFICATIONS

153
Specifications for Trained Versus Untrained Personnel
153
Specifications Based on Judgment
153
Job Specifications Based on Statistical Analysis
154
JOB ANALYSIS IN A WORKER-EMPOWERED WORLD
155
From Specialized to Enriched Jobs
155
Competency- Based Job Analysis
How to Write Job Competencies-Based Job Descriptions
157
In summary: Why Competency Analysis?
158
Job Analysis in Indian Firms
158

5
164

156

Human Resource Planning and Recruiting

THE RECRUITMENT AND SELECTION PROCESS
166
PLANNING AND FORECASTING
166
Forecasting Personnel Needs

167
Forecasting the Supply of Inside Candidates
169
Forecasting the Supply of Outside Candidates
171
THE NEED FOR EFFECTING RECRUITING
171
Why Recruiting is Important
171
What Makes Effective Recruiting a Challenge
172
Organizing How You Recruit
172
The Recruiting Yield Pyramid
172
INTERNAL SOURCES OF CANDIDATES
173
2

Using Internal Sources: Pros and Cons

173
Finding Internal Candidates
173
Rehiring
Succession Planning

173

174
Succession Planning at ICICI
174
Improving Productivity Through HRIS: Succession Planning
Systems

174
OUTSIDE SOURCES OF CANDIDATES
175
Recruiting via the Internet

175
HR APPs 4 U: Posting and Accessing Job Openings
176
MANAGING HR IN CHALLENGING TIMES: Reducing Recruitment
Costs

Advertising

178

Employment Agencies
180
Temp Agencies and Alternative Staffing
181
Offshoring and Outsourcing Jobs
Executive Recruiters
184
On-Demand Recruiting Services
185
College Recruiting
Referrals and Walk- Ins
186
Telecommuters
187
Military Personnel
Recruiting Source Use and Effectiveness
187

179

183

185

187

EVIDENCE BASED HR: Measuring Recruiting Effectiveness

188

Improving Productivity Through HRIS: An Integrated Approach to

Recruiting 189
RECRUITING A MORE DIVERSE WORKFORCE
189
Small Town and Rural Residents
189
3

Older Workers
190

MANAGING THE NEW WORKFORCE: Supervising Older Workers

190

Reservation in Jobs
The Disabled
DEVELOPING AND USING APPLICATION FORMS
191
Purpose of Application Forms

191
191

191
Application Guidelines
192
Using Application Forms to Predict Job Performance
193

6
200

Employee Testing and Selection

WHY CAREFUL SELECTION IS IMPORTANT
202
BASIC TESTING CONCEPTS

202
Reliability
Validity

202

203
Evidence- Based HR: How to Validate a Test
204
Test Takers Individual Rights and Test Security
208
MANAGING THE NEW WORKFORCE: Bias Against Working Mothers
208
How do Employers Use Tests at Work?
209
Computerized and Online Testing
210
TYPES OF TEST
211
Tests of Cognitive Abilities
211
HR APPs 4 U: Testing via the iphone
212
Test of Motor and Physical Abilities
212
Measuring Personality and Interests
212
4

Achievement Tests
WORK SAMPLES AND SIMULATIONS
214
Using Work Sampling for Employee Selection

214

214
Management Assessment Centres
215
Situational Testing and Video-Based Situational Testing
216
The Miniature Job Training and Evaluation Approach
217
Realistic Job Previews
217
HR in Practice: Testing Techniques for Managers
217
Summary
218
BACKGROUNG INVESTIGATIONS AND OTHER SELECTION
METHODS
218
Why Perform Background Investigations and Reference Checks?
218
The Legal Dangers and How to Avoid Them
220
How to Check a Candidates Background
220
Using a Preemployment Information Services
223
The Polygraph and Honesty Testing
223
Graphology
225
Physical Exams
225
Substance Abuse Screening
226
Complying with Immigration Law
226
Improving Productivity Through HRIS: Using Automated
Applicant Tracking and Screening Systems
227

7
236

Interviewing Candidates
BASIC TYPES OF INTERVIEWS
238
Types of Employment Interviews

238
5

Structured Versus Unstructured Interviews

238
Interview Content (What Types of Questions to Ask)
241
How Should We Administer the Interview?
242
HR AAPs 4 U: iphone Job Interviews
243

MANAGING HR IN CHALLENGING TIMES: Acing the Skype

Interview
244
Three Ways to Make the Interview Useful
245
WHAT ERRORS CAN UNDERMINE AN INTERVIEWS USEFULNESS?
246
First Impression (Snap Judgments)
246
Not Clarifying What the Job Requires
246
Candidate-Order (Contrast) Error and Pressure to Hire
247
Nonverbal Behavior and Impression Management
247
Effect of Personal Characteristics: Attractiveness, Gender, Race
248
MANAGING THE NEW WORKFORCE: Applicant Disability and the
Employment Interview
248
Interviewer Behavior
249
HOW TO DESIGN AND CONDUCT AN EFFECTIVE INTERVIEW
250
The Structured Situational Interview
250
How to Conduct an Effective Interview
251
Using a Streamlined Interview Process
254
Guidelines for Interviews
255
Innovative Recruitment and Selection Techniques Followed by
Indian Companies
257

8
270

Training and Developing Employees

6

INTRODUCTION TO ORIENTING AND TRAINING EMPLOYESS

272
The purpose of Employee Orientation/ Onboarding
272
The Orientation Process
273
HR AAPs 4 U: Mobile Company Directory
275
The Training Process
275
Training, Learning, and Motivation
277

EVIDENCE- BASED HR: Sounds and Shortcuts: How to Design the

Training Format to Improve Training Results
278
ANALYZING TRAINING NEEDS AND DESIGNING THE PROGRAM
278
Task Analysis: Assessing New Employees Training Needs
278
Performance Analysis: Assessing Current Employees Training
Needs 281
Designing the Training Program
282
MANAGING HR IN CHALLENGING TIMES: Free Training
Alternatives
283
IMPLEMENTING TRAINING PROGRAMS
283
On-the-Job Training
283
Apprenticeship Training
284
Apprenticeship in India
285
Informal Learning
285
Job Instruction Training
285
Lectures
286
Programmed Learning
287
Audiovisual- Based Training
287
Vestibule Training
288
Teletraining and Videoconferencing
288

Electronic Performance Support Systems (EPSS)

288
Computer-Based Training
288
Simulated Learning
289
Internet-Based Training
289
Improving Productivity Through HRIS: Learning Management
Systems
291
The Virtual Classroom
292
Using Internet- Based Learning
292
HR AAPs 4 U: Mobile Learning
292
Lifelong and Literacy Training Techniques
292
Voice and Accent Training in BPOs
293

MANAGING THE NEW WORKFORCE: Diversity Training

294
HR in Practice: Creating Your Own Training Program
294
IMPLEMENTING MANAGEMENT DEVELOPMENT PROGRAMS
295
Designing Mile III Plus Program for Thomas Cook India Limited
296
Managerial On-the-Job Training
269
Off-the-Job Management Training and Development Techniques
297
MANAGING ORGANIZATIONAL CHANGE PROGRAMS
300
What to Change
Lewins Change Process

301

301
Leading Organizational Change
302
Using Organizational Development
303
EVALUATING THE TRAINING EFFORT
305
Designing the Study
305

Training Effects to Measure

306

9
316

Performance Management and Appraisal

BASIC CONCEPTS IN PERFORMANCE MANAGEMENT AND

APPRAISAL
318
Defining the Employees Goals and Work Standards
319
TECHNIQUES FOR APPRAISING PERFORMANCE
320
Why Appraise Performance?
320
Realistic Appraisals
The Supervisors Role
321
Steps in Appraising Performance
Graphic Rating Scale Method
322
Alternation Ranking Method
322
Paired Comparison Method
324
Forced Distribution Method
325
Critical Incident Method
Narrative Forms
Behaviorally Anchored Rating Scales
328
Management by Objectives
330
Computerized and Web-Based Performance Appraisal
331
Electronic Performance Monitoring
331
Appraisal in Practice
333
DEALING WITH PERFORMANCE APPRAISAL PROBLEMS
333
Potential Appraisal Problems
333
MANAGING THE NEW WORKFORCE: The Gender Gap in
Appraisals
335

320

321

327
328

Five Guidelines for How to Hold Effective Appraisals

335
Appraisals and the Law
336
Who Should Do the Appraising?
337
EVIDENCE- BASED HR: Should We Encourage Upward Feedback?
339
THE APPRAISAL INTERVIEW
340
Types of Appraisal Interviews
340
How to Conduct the Appraisal Interview
341
Appraisals in Practice
343
PERFORMANCE MANAGEMENT
340
What is Performance Management?
343
Performance Appraisal Versus Performance Management
343
Basic Building Blocks of Performance Management
344
Why Performance Management?
344
Using Information Technology to Support Performance
Management
345
HR APPs 4 U: Mobile Performance Management
345
Improving Productivity Through HRIS: TRSs New Performance
Appraisal/ Management System
345
Performance Management Examples in India
346
Quality Improvement of Performance Management System
347

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