1. Why is it important for the organization to view all 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 ex, 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 prepare 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?