Chapter 6 Summary: Recruitment, Human Capital, and Communication

Recruitment and Retention

Recruitment and retention is the process of finding and hiring new members of the organization. The slides emphasize that organizations use recruitment to find employees who best fit the existing culture and that organizational success depends heavily on people and their knowledge, skills, and abilities (KSAs).

Human capital refers to the economic value of an organization’s employee skill set and is presented as one of the organization’s most important resources.

Selection and Managerial Priorities

The slides note that some employers evaluate applicants through work samples, observing how they perform tasks rather than relying only on listed qualifications. This helps identify abilities such as critical thinking and collaboration.

Buckingham and Coffman’s four managerial activities highlighted in the slides are to select for talent, set expectations by defining outcomes, motivate by focusing on strengths, and develop people by helping them find the right fit.

Communication and Employability

The lecture stresses the importance of communication for employment success. Among the most important employability factors identified in the slides are oral communication, written communication, and listening.

Attitude

Attitude is defined as an evaluative statement, favorable or unfavorable, about objects, people, or events. The slides describe three intertwined components of attitude:

• Cognition: an opinion or belief
• Affect: the emotional or feeling component
• Behavior: the intention to act in a certain way

The Southwest Airlines example illustrates how behavior and attitude can influence employment outcomes during recruitment.