Federal Manager's Daily Report: Friday, October 29, 2004 FEDweek is the largest information resource in the federal government with now over one million weekly readers. To Subscribe, Go to http://www.fedweek.com/subscribepopup.htm *********************************************************** Valued Added Service to Our Readers:
Federal Job Search http://www.fedweek.com/Jobs/default.asp Job Bulletin Board http://www.fedweek.com/Jobs/default.asp Unlimited Internet Access for as low as $10.90 http://fedweek.sparklist.com/t/294969739/821889/148/0/ Our Readers Will Get Special Discounted Travel Rates Including, Airfare, Hotels, RV's, Car Rentals, and Special Weekend Getaways--Anywhere in the world http://fedweek.sparklist.com/t/294969739/821889/339/0/ ********************************************************** In This Week's Issue 1. MSPB: Automated Hiring On the Rise 2. Automated Hiring Changes Role of Managers and HR 3. Hiring Automation is Organizational Change, Says Report 4. Brand New Federal Employees Legal Survival Guide Just Published http://www.fedweek.com/pub/index.php *********************************************************** 1. MSPB: Automated Hiring On the Rise Federal agencies are increasingly using automated hiring systems with the potential to "streamline the application process, assess applicants fairly and thoroughly, and reduce hiring time," but only "when used wisely," according to a new report from the Merit Systems Protection Board. Automation of hiring is being driven by evolving IT, the desire to accelerate the process, and the prospect of greater efficiency, said to the report -- adding that such systems "are much more than electronic filing cabinets," for resumes. It said that while these systems can help identify promising candidates, people still must determine what the systems would look for, decide how, and manage the process, so rather than full automation, these systems are far from "hands off." "There is no realistic alternative; manual, paper-based hiring processes are too burdensome, labor-intensive, and costly to be practical on a large scale," said MSPB, insisting that an effective hiring process is a requirement rather than merely a plus. It said the systems should be used to improve applicant sorting, but that they do not go beyond the limitations of any initial applicant assessment, so they are best suited to making broad distinctions among applicants, such as not qualified, or highly qualified. However, they can also be used to administer support for "other types of assessment such as objective tests and structured interviews," said the report. 2. Automated Hiring Changes Role of Managers and HR Professionals, Says Report The introduction of an automated hiring system is labor intensive and requires transitional work, new skills, and changes to the roles of mangers and HR professionals, according to MSPB's report. It said it is "unrealistic to expect immediate gains in efficiency" from initiating these systems, especially if they result in a reduction to HR staff, and pointed out that managers would continue identifying assessment criteria, selecting and using assessment tools and exercising informed judgment throughout the hiring process. While automation does not relieve managers and HR professionals of having to conduct interviews and reference checks, and recommend and select new employees, it can support those tasks and eliminate repetitive work, said MSPB. It said automation actually increases the importance of these tasks because systems cannot "work around" poor job analysis or rating procedures, nor can they handle misstated or falsified applicant statements. 3. Hiring Automation is Organizational Change, Says Report The report recommended treating hiring as a "critical business process" rather than as an "administrative function," and managing the introduction of such as system not as an IT or HR office initiative, but as an organizational change. It said successful hiring not only depends on valid selection criteria and assessment methods, but relies on managers and HR professionals whose roles in the hiring process will be changed. Agencies need to "communicate roles and expectations to line managers, HR professionals, and applicants," as well as "clearly define these roles and expectations," according to the report. It said that line managers in particular, need to recognize that these hiring systems do not relieve them of their responsibilities, including their active participation in job analysis and applicant assessment. The report further cautioned that HR professionals, while they may perform adequately in a paper-based context, may not be prepared for an IT intensive process with new demands on knowledge and judgment - thus, ensuring the competence of HR professionals is central to making automated hiring work, said the report. 4. Brand New Federal Employees Legal Survival Guide Just Published New Publication Announcement: The Federal Employees Legal Survival Guide http://www.fedweek.com/pub/index.php Passman & Kaplan announces the October 2004 publication of the SECOND EDITION of the Federal Employees Legal Survival Guide. This comprehensive book, first published by Passman & Kaplan in 1999, has been called the definitive how-to guide for enforcing the rights of federal employees. The second edition of the Guide includes 100 PAGES OF ADDITIONAL NEW MATERIAL (now 616 total pages) and useful advice. New features include information on internet legal research, preparing for and conducting a hearing, sample discovery requests, and up-to-date contact information for federal personnel agencies. The Guide also includes a listing of frequently used civil service acronyms and practical appendices of sample forms, charts illustrating appeal rights, and commonly-needed deadlines. As with the first edition of the Guide, Passman & Kaplan has attempted to move away from the "legalese" which so often complicates an already-bewildering array of regulations and policies. Although the Federal Employees Legal Survival Guide, Second Edition is clearly an invaluable resource for practioners, Passman & Kaplan has maintained its commitment to target the book to the average federal employee. *********************************************************** To place your order for The Federal Employees Legal Survival Guide just go to http://www.fedweek.com/pub/index.php and place your secure order online. The cost of this publication is only $49.95 Plus $6 s&h--Remember, this is a 616 page reference that is chalked full of invaluable information that every federal manager must have! Or you can mail your order with payment of $55.95 to FEDweek, PO Box 5519, Glen Allen, VA 23058. This is a one of a kind book you can't afford to be without! ************************************************************ Published by FEDweek 11541 Nuckols Rd. Suite D Glen Allen, VA 23059 (804) 288-5321 Website: http://www.fedweek.com [EMAIL PROTECTED] --- You are subscribed to federalmanagersdailyreport as [EMAIL PROTECTED] To unsubscribe, send a blank email to [EMAIL PROTECTED]
