Utilization of Human Resource Programs
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Utilization of Human Resource Programs. Are effective and efficient human resource interventions Necessary for organizational survival? When are effective and efficient human resource interventions Necessary for organizational survival?

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Utilization of Human Resource Programs

Are effective and efficient human resource interventions

Necessary for organizational survival?

When are effective and efficient human resource interventions

Necessary for organizational survival?

Are effective and efficient human resources interventions

Necessary for organizational excellence?


Quality of Human Resource Programs

Low

High

Degree to which an organization’s

“Technical core” consists of or is

Dependent on human talent


Do good human resource programs cause good organizations or do good organizations cause good human resource programs?


High do good organizations cause good human resource programs?

Quality of Human Resource Programs

Low

Low

High

Degree of Environmental

Hostility


When should a particular do good organizations cause good human resource programs?

Human resource strategy

Be used?


Equifinality
Equifinality: do good organizations cause good human resource programs?

“A system can reach the same final state from differing initial conditions and by a variety of paths.”

Substitutability:

The degree to which two or more inputs can be substituted for each other to produce a specific amount of an output.


Strategies for enhancing individual performance under different conditions
Strategies for enhancing individual performance under different conditions

Time and resources available for human resource development

Organization

Quality of supervision

Employees

Quality of the applicant pool

Job

Job complexity

Turnover


Selection utility
SELECTION UTILITY different conditions

  • BROGDEN – CRONBACH – GLESER (BCG) UTILITY FORMULAS

    1. TOTAL GAIN IN UTILITY OVER RANDOM SELE (ONE YEAR)

    U = Ns rxy Sdy 8/N – Ns C/N

    U = Total gain over random selection

    Ns = Number of applicants selected

    rxy = Validity of the predictor

    SDy = Standard deviation of dollar value of employees (40% of average annual salary)

    N = Selection ratio (proportion of applicants hired) ( area in upper tail corresponding to cutting score – the smaller the better)

    8 = The ordinate of the normal curve corresponding to the cutting score

    C = Cost of testing one applicant

N

8


Selection utility1
SELECTION UTILITY different conditions

2. NET GAIN IN UTILITY WHEN TWO (NON-RANDOM) SELECTION PROCEDURES ARE COMPARED (ONE YEAR)

U = Ns (r1 – r2) Sdy 8/Ns (C1-C2)/N

r1 = Validity for procedure 1 (new)

r2 = Validity for procedure 2 (old)

C1 = Cost of testing for procedure 1

C2 = Cost of testing for procedure 2

3. NET GAIN IN UTILITY WHEN TWO (NON-RANDOM) SELECTION

PROCEDURES ARE COMPARED (T YEARS)

U = TNs ( r1 – r2) Sdy 8/N – Ns (C1 – C2)/ N

T = Average tenure in years per selectee


Selection utility2
SELECTION UTILITY different conditions

Rxy = Ability & performance rxy = Ability & job satisfaction

EXAMPLE 1EXAMPLE 2

Ns = 996 996

rxy = .17 -.57

Sdy = $5217 $289

N = .086 .086

8 = .1561 .1561

C = $5.00 $5.00

T = .48 .46

U = $679.596 = ($254,827)


Assumptions in selection utility analysis
Assumptions in Selection Utility Analysis different conditions

  • Explicit Assumptions

    1. Liniar relation between cognitive ability and hob performance

  • Implicit assumptions

    1. Productivity is the most important outcome

    2. Cognitive ability is not negatively related to other, important outcomes

    3. There are no “costs” to testing other than the costs of the test and administrators time

    4. The relationship between cognitive ability and hob performance is stable over time

    5. There is a meaningful variance in cognitive ability in the applicant pool

    6. Organizational performance equals the sum or individual performance


Not by robots alone assembly plant characteristics
Not by Robots Alone different conditionsAssembly plant characteristics*


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