sugawara pre employment_presentatn
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TRANSCRIPT
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Pre-Employment
The business of human resources
Sumiye SugawaraExec MLIS, LIBR 204/286San Jose State University
Dr. Haycock and Dr. Sheldon October 31, 2010
Legalities
Terminology
Job◦ Needs assessment,◦ Motivation ◦ Job description and classification
Advertise◦ Labour market
Interviewing◦ Reference / criminal background / credit check◦ Resumes
Offer of employment◦ Trial period
Table of Contents
USA◦ Uniform Guidelines on
Employee Selection Procedures (by the Equal Employment Opportunity Commission)
◦ Americans with Disabilities Act (ADA)
◦ Fair Labor Standards Act (FLSA)
◦ Equal Pay Act
Canada◦ Canadian Human Rights
Act◦ Employment Standards
Act (ESA)◦ Employment Equity Act◦ Privacy Act◦ Occupational Health
and Safety◦ Unions◦ Accessibility for
Ontarians with Disabilities Act (OADA)
Just some of the many legalities
Legalities continued
Geek Speak
Williams, Kondra, and Vibert (2008).
Human resource management (HRM)◦ Find, develop, keep the right people to form a qualified workforce
Human resource planning (HRP)◦ Forecast the organization’s employee needs to do HRM
Workforce forecasting◦ Predict number and type of workers and skills to be needed
Bona fide occupational requirements (BFORs)◦ Knowledge and competencies required to perform the job
The process
NeedsAssessment
• bona fide occupational requirement
• Job analysis• Forecasting
Job Description Hiring
How, when, whyEquipment, toolsContextKnowledge, skills
• internal•external
Work force
forecasts
Forecasting / Pre-planning
• Direct managerial input• Best guess• Statistical / historical ratiosForecasting
methods
The process
NeedsAssessment
• bona fide occupational requirement
• Job analysis
Job Description
• Tasks• duties• Responsibilities• qualifications
Hiring
• Recruitment• Selection
How, when, whyEquipment, toolsContextKnowledge, skills
“A well-researched and well-developed job description is the foundation
stone of smart recruiting, interviewing, and hiring, as well as staff retention.”
(Muller, 2009, pp. 1)
Job Descriptions
• Verify the parameters of the work
• Do you really need to replace someone?
• Should you merge the job duties with another?
• Do you need to consider a Union reaction to changing a job description?
Click icon to add picture
The process
NeedsAssessment
• bona fide occupational requirement
• Job analysis
Job Description
• Tasks• duties• Responsibilities• qualifications
Hiring
• Recruitment• Tests• Interviews• References
How, when, whyEquipment, toolsContextKnowledge, skills
Advertising◦ Trade journals, list
serves, ◦ employee referrals,◦ area newspapers,
radio, associations◦ internet◦ Decide if electronic
or paper resumes accepted
The job was advertised where?
“employees do not leave jobs; they leave their managers.” (Fernandez-Araoz, pp. 83)
Interviews Audition (often used in show
business)
Behavioural (use previous reactions to predict future ones)
Informational (pre-employment; job-seeking)
Group (multiple applicants per interviewer; used to show personality traits and interaction skills)
Panel (multiple interviewers per applicant, often formal, structured, and intimidating)
Serial (only one chance to impress each interviewer)
Sequential (multiple interviews over a period of time)
Situational (role-playing)
Stress (applicant is deliberately antagonized to provoke a reaction which is evaluated)
Structured (pre-prepared questions; can have a rigid format)
Resumes, referencesThe goal of a resume is to get an interview or a job offer. It is the candidates personal marketing tool and should be concise and applicable to the position.
Job offer
Offer of Employment Negotiable
Verbal offer
Written offer ◦ start date, time, location,◦ Unionized position or
not,◦ hours of work, ◦ rate of pay, ◦ pay type (bi-weekly), ◦ job title,
◦ duration of trial period,◦ Benefits,
Relevant documents◦ Confidentiality
agreement◦ Others
Deadline
(2007). A guide to screening and selection in employment. Canadian Human Rights Commission. Toronto, ON: Minister of Public Works and Government Services. Retrieved from http://www.chrc-ccdp.ca/pdf/screen.pdf
Muller, M. (2009). The manager’s guide to HR. New York [Alexandria, VA]: AMACOM Books. Retrieved from http://netlibrary.com/Reader
Sivak, A. & De Long, K. (2009, Fall). The blind man describes the elephant: the scope and development of the 8Rs Canadian library human resource study. In Library Trends, 58(2) pp. 167-178. Retrieved from http://muse.jhu.edu.libaccess.sjlibrary.org
Williams, C., Kondra, A., & Vibert, C. (2008). Managing human resource systems. In Management (2nd Canadian ed., pp. 364-406). Toronto, ON: Nelson.
Sources
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Sumiye Sugawara
Related:
Library (USA) job links: www.libraryjobpostings.org
Library Trends [journal]
Whitmell, V., (Ed). (2005). Staff planning in a time of demographic change. Toronto, ON: Scarecrow Press.
Evans, G., & Ward, P. (2007). Managing people. In Management basics for information professionals (pp. 359-382). New York, NY: Neal-Schuman.
Fernandez-Araoz, C, Groysberg, B, & Nohria, N. (2009, May). The definitive guide to recruiting in good times and bad. Harvard Business Review, 87(5), 74-84.
Gordon, S. (2010). Once you get them, how do you keep them? Millennial librarians at work. In New Library World, 111 (9/10), pp. 391-398. Available through SJSU Library.
Assigned Readings