components of staffing (recruitment, selection, and employment) from the
perspective of the job applicant?
2. Are some of the 13 strategic staffing decisions more
important than others? If so, which ones? Why?
3. What guidelines would you recommend for deciding whether
statistical differences between men and women, or nonminorities and minorities,
reflects discrimination occurring throughout an organization’s staffing system?
4. What types of staffing activities (recruitment,
selection, and employment) might cause the statistical differences? For
example, the selection rate for men is 50% and for women is 11%. How would the
organization collect the data necessary to compute the selection rates, how
would you decide if the difference in selection rates (50% versus 11%) is big
enough to indicate possible discrimination, and what sorts of practices might
cause the difference in selection rates?
5. How should task statements be written, and what sorts of
problems might you encounter in asking a job incumbent to write these
statements?
6. What are the advantages and disadvantages of using
multiple methods of job analysis for a particular job? Multiple sources?
7. Why do you think HR professionals were not able to very
accurately predict the importance of many rewards to employees? What are the
implications for creating the EVP?
