Description
Human Resource Management in Public Service
- Chapter 3, “Recruitment: From Passive Posting to Social Media Networking”
- Chapter 4, “Selection: From Civil Service Commissions to Decentralized Decision Making” (pp. 131–175)
Berman, E. M., Bowman, J. S., West, J., & Van Wart, M. R. (2020).
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Explanation & Answer
Answer.
Berman, Bowman, West, & Wart, Human Resource Management in Public Service, Sixth Edition
SAGE Publishing, 2020
Study Questions
Chapter 3: Recruitment: From Passive Posting to Social Media Networking
1. What are the key paradoxes of recruiting? (99–100)
One essential paradox of recruiting is balancing competing values. Another paradox is what to
emphasize during the recruitment process between motivation, abilities, skills, knowledge, or even
diversity. Another critical paradox is that staffing practices do not continually produce the brightest
and the best. Another central paradox is whether recruitment should get based on future potential or
current skills. The next paradox is what responsibility the company has to the applicants.
2. Which decades were the high water mark for prestige of the public service? (100)
The 1940’s and 1930’s
3. What five factors affect finding talented workers? (102)
They are five significant factors affecting the recruitment's effectiveness. These include benefits and
pay, the labor pool's size and the job's location, corporate image, benefits and pay, and the process's
quality and breadth.
4. Which is often the first factor that potential applicants review and consider? How do the
private, public, and nonprofit sectors compare in this respect? (103)
The first factor that potential applicants consider and review is benefits and pay. The nonprofit sector
usually suffers substantially from more limited benefits and lower pay scales. On the other hand, the
private sector typically has worse benefits and pay than the public one, although it has better
recruiting strength. While in the public sector has better healthcare and pension while its ay usually
varies from moderately competitive to uncompetitive depending on the position, location, and agency.
5. What is your experience with recruitment from an applicant’s perspective? (101)
Berman, Bowman, West, & Wart, Human Resource Management in Public Service, Sixth Edition
SAGE Publishing, 2020
In my experience, recruitment was done in a timely fashion, and I have no negative feelings about the
process.
6. What are the three steps in recruitment or staffing? (105)
The three steps involved in staffing include planning and approval of a position, post or position
announcements, and recruitment strategies.
7. What is proceduralism? (105)
Proceduralism or red tape gets characterized by processes that became excessively protracted,
complicated, impersonal, and detailed such as going for interviews in several locations.
8. What are the three ways government reform initiatives have changed staffing? 106–107)
With legislative approval, most human offices are now showing a willingness to utilize flexibility and
technological innovations, including fully online applications, on-spot hiring, and electronic
applications scaling. Further, the government seems to be making a sincere effort to invigorate and
simplify intake functions. Better agencies are inputting more effort in selling themselves to future
workers to ease new workers onboarding into the workforce. Further, there has been an enhanced
drive to decentralize staffing activities within the organizations where historically, extreme
centralization was the norm.
9. What is a labor-market survey? (107)
Specific position parity or labor market surveys are studies that compare organization job groups.
These surveys investigate the trends in terms of education levels, salaries, as well as availability.
10. Why do a needs assessment? (107)
A needs assessment usually helps identify what an organization expects its requirements will be or
eliminated positions, restructured positions, and new ones.
11. What are examples of important issues that can be found by a needs assessment? (104)
Berman, Bowman, West, & Wart, Human Resource Management in Public Service, Sixth Edition
SAGE Publishing, 2020
There are several examples of important issues that get established through a needs assessment,
including housing boom, mass retiring, responsibilities evolution preparations, hiring public safety
personnel, and strengthening facilitative or educative role.
12. What are some forms planning can take? (107–108)
Organizations can work their image to impact recruitment positively. Another form of planning is
organizations can enhance their job quality. Further, the organization can also ensure that the staff
recruitment function gets appropriately funded.
13. What are some red flags for managers? (109)
A major red flag for managers is recent positions’ applicants are poorly qualified, and the best
potential candidates do not apply for a job. Further, another red flag is supervisors complaining that
new employees do not fit in their department perfectly. Additionally, the other red flag is the most
desired applicants having found work before a post gets offered.
14. What is the point about hiring underqualified, but high-potential candidates? (109)
Hiring high potential but unqualified applicants are usually worth the costs since the class's size can
justify the work training offered to single appoints. Additionally, furnishing a trainer can reduce the
demand on the current and already overworked employees within the organizations for who training
new hire gets considered a distraction.
15. What is “pool hiring?” What are its advantages? (110)
Entry-level and broad classifications utilize Pool-hiring within reasonably large organizations. There
are several advantages of pool-hiring, including enhanced efficiency, multiple qualified applicants’
considerations, and low cost.
16. What are the three options concerning the breadth of involvement in recruiting? (110)
With entry-level positions, a supervisor is the single decision-maker and works with the personal
authority exclusively. With professional and senior-level positions, the option is to use search
committees that select interviews' finalists while recommen...