welcome to selection jeremy bauer office hours are 1-5 on mondays [email protected]
TRANSCRIPT
Hi! I am Jeremy
Got my Ph.D. at USFAcademic interests
Counterproductive BehaviorsEmotionsMeasurement Demands Identity, cortisol, deviance
Employee HealthPhysical symptoms
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Practical Experience
Tampa ElectricSafety and TrainingEmployee Selection of Customer serviceLineman Evaluation
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Agenda
Review SyllabusAttendanceSurveyBrief Lecture
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Grades
50% for Scale Validation Project
25% for Article Presentation
25% for in-class exercises, reading quizzes, and discussion questions
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Required Reading
Heneman, Judge, & Kammeyer-MuellerAdditional articles will be added for
presentationsOccasionally additional required
chapters and articles will be added to supplement information covered in the weekly chapter.
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Personnel Selection PSY 7600 – Fall, 2013
Course Schedule
Week Date Topic Chapters/Assignment Due
1 Aug 12 Chapter 1: Staffing Models and Strategy Chapter 1 2 19 Chapters 2: Legal Compliance Chapter 2 3 26 Chapter 3: Planning Chapter 3 4 Sep 9 Chapter 4: Job Analysis & Rewards Chapter 4 5 16 Chapter 5: External Recruitment Chapter 5 6 23 Chapter 6: Internal Recruitment Chapter 6 7 30 Chapter 7: Measurement Chapter 7 *October 3rd is last day to withdrawal 8 Oct 7 Chapter 8: External Selection I Chapter 8 9 14 Chapter 9: External Selection II Chapter 9 10 21 Chapter 10: Internal Selection Chapter 10 11 28 Chapter 11: Decision Making Chapter 11 12 Nov 4 Chapter 12: Final Match Chapter 12 13 11 Chapter 13: Staffing System Management Chapter 13 14 18 Chapter 14: Retention Management Chapter 14 15 Dec 2 Wrap-Up Final Paper Due on Dec 4 16 4 Final Exam (Same room and Time)
First Day Attendance
Sheet of Paper (or half)Name (Last, First) ID numberYear in programWhere have you done practicum
experienceWhere else have you worked Where do you want to work once you
graduate?
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Survey
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Do you have any research in conducting research or working in a lab? If so, elaborate.
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Do you have any interest in participating in research at the graduate level?
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Are you interested in completing a thesis?
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Are you tied to the region or would you mind moving far away if you landed a good job with a large company?
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Before graduate school, did you live within a state of Georgia?
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Would you be interested in extended internship opportunities or internships that may require moving for a summer?
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If any, what are some issues in the program that may prevent you from participating in research?
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Are you, or have you, been doing both a practicum and GA simultaneously?
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If you have a GA, is it related to I/O?
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Is your practicum paid? If so, are you satisfied with the pay?
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Have you every been to a SIOP conference?
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Would you be interested in attending to network and participate in the job placement service?
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Would you be interested in presenting research at SIOP or other relevant conferences?
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Do you think you need more help with practicum placement above that provided by SHRM resources?
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If I were to ask you to conduct a factor analysis in SPSS right now, could you?
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How many academic articles do you read on average in your graduate classes?
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Would you be able to compare measures in a regression analysis if asked?
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The Nature of Staffing
Chapter 01:
Staffing Models and Strategy
McGraw-Hill/Irwin Copyright © 2012 by The McGraw-Hill Companies, Inc. All rights reserved.
What is Staffing?
Organizations generally strive for three thingsAssets MoneyHuman capitol
Staffing is the acquiring, deploying, and retaining of sufficient quality and quantity to positively impact the organization
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Model of Quantitative Staffing
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Model of Person/Job Match
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Model of Person/Organization Match
Staffing Organizations Model
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Strategic Staffing Decisions
Staffing LevelsAcquire or Develop TalentHire Yourself or OutsourceExternal or Internal HiringCore or Flexible WorkforceHire or RetainNational or GlobalAttract or RelocateOverstaff or UnderstaffShort- or Long-term Focus
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Strategic Staffing Decisions
Staffing QualityPerson/Job or Person/Organization
matchSpecific or general KSAOsExceptional or acceptable workforce
qualityActive or passive diversity
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