recruitmentPPT推荐.pptx

recruitmentPPT推荐.pptx

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HumanResourceManagementSession4:

@#@RecruitmentMaralMuratbekovammuratbekovaescpeurope.euRecruitingHumanResourcesRecruitmentSourcesRecruiterTraitsandBehaviorsCHAPTERPlanningforHumanResources5AholisticprocessPlanningRecruitRetainRewardFORRESULTSJobDescriptions&@#@SpecificationsJobDescriptionwhatdoesthejobconsistof?

@#@alistofthetasks,duties,andresponsibilities（TDRs）thataparticularjobentails.JobSpecificationswhatdothepeopleinthejobneedtohave?

@#@Alistoftheknowledge,skill,abilities,andothercharacteristics（KSAOs）thatanindividualmusthavetoperformaparticularjobSampleJobDescriptionSampleJobSpecificationsRecruitingHumanResourcesRecruitingAnyactivitycarriedonbytheorganizationwiththeprimarypurposeofidentifyingandattractingpotentialemployeesThreeareasoffocus:

@#@PersonnelpoliciesRecruitmentsourcesCharacteristicsoftherecruiterRecruitingHumanResourcesFigure5.2PersonnelPoliciesRecruitingfromwithinoroutsidethecompanyPaystrategiesEmploymentatwillvs.due-processpoliciesImageAdvertisingRecruitmentSources:

@#@internalorexternalACCOUNTABILITYFreedomtoactMagnitudeAreaImpactKNOW-HOWTechnicalknow-howPlanning&@#@organizationPROBLEMHumanrelationskillsSOLVINGThinkingenvironmentThinkingChallengeCheaperandQuickerCandidatesknowwhattoexpectApplicantsareadaptedtocompanyscultureBringsnewideasEntrylevelsneedexternalapplicantsSpecializedupper-levelpositionswithexperienceinothercompaniesRecruitmentSourcesFigure5.4RecruiterCharacteristicsandBehaviorTrue=A;@#@False=BApplicantsrespondmorepositivelywhentherecruiterisanHRspecialistthanlinemanagersorincumbents.ApplicantsrespondpositivelytorecruiterswhomarewarmandinformativePersonnelpoliciesaremoreimportantthantherecruiterwhendecidingwhetherornottotakeajob.Realisticjobpreviewsshouldhighlightthepositivecharacteristicsofthejobratherthanthenegative.ConstraintsonrecruitingeffortsCertainrealitiescannotbeignoredApoolofqualifiedapplicantsmaynotincludethebestcandidatesThebestcandidatesmaynotwanttoworkfortheorganizationSomelimitationsandconstraintsmayhindertherecruitersfreedomtorecruitandselectacandidateoftheirchoiceSelectingEmployeesandPlacingtheminJobsSelectionProcessSelectionDecisionsCHAPTER6Selection:

@#@DefinitionAprocessthroughwhichorganizationsmakedecisionsaboutwhowillorwillnotbeallowedtojointheorganizationWhatisthedifferencebetweenrecruitmentandselection?

@#@InitialScreeningRECRUITINGEFFORTSPOOLAPPLICANTINITIALSCREENINGStepsintheSelectionProcess1.InitialScreening2.ApplicationForm3.Employmenttest4.ComprehensiveInterview5.Backgroundexamination6.ConditionalJobOffer（selection）7.Medical/PhysicalExamination8.FinalJobOfferApplicantrejectedPASSEDPASSEDPASSEDPASSEDPASSEDPASSEDPASSEDFailedtomeetminimumqualificationsFailedtocompleteapplicationFailedjobspecificationsFailedtestsFailedtoimpressinterviewerProblemsencounteredUnfittodoessentialelementsofthejobTypesofSelectionMethodsInterviewsReferencesPhysicalAbilityTestsCognitiveAbilityTestWorkSamplesGatheringinformationthroughformeremployersorcolleaguesMeasuresmuscularendurance,power,flexibility,balancecoordinationTestdesignedtomeasuresuchmentalabilitiesasverbalskills,quantitativeskills,andreasoningabilityAssessabilitytoperformasampleoftheworkDialogtogatherinformationandevaluateanapplicantsqualificationsBiographicalDataCurriculumVitae,ApplicationformsPersonalityInventoriesTeststhatattempttocategorizeindividualsbytheirpersonalityCriteriaforEvaluatingSelectionMethodsThedegreetowithaperformancemeasureisfreefromrandomerrorTheextenttowhichalltherelevantandonlytherelevantaspectsofjobperformanceareassessed.ThedegreetowhichthevalidityofaselectionmethodestablishedinonecontextextendstoothercontextsThedegreetowhichtheinformationprovidedbyselectionmethodsenhancestheeffectivenessofselectionprocessesIstheprocesslegal?

@#@ReliabilityThedegreetowhichameasureisfreefromrandomerrorIfameasureofsomesupposedlystablecharacteristic（ex.intelligence）isreliable,thenthescoreapersonreceivesbasedonthatmeasurewillbeconsistentovertimeandindifferentcontextsContent-RelatedValidityAmeasureofvaliditybasedontheconsistencybetweenthetestitemsorproblemsandthekindsofsituationsorproblemsthatoccuronthejobContentvalidityisachievedthroughaprocessofexpertjudgmentCriterion-RelatedValidityAmeasureofvaliditybasedonshowingasubstantialcorrelationbetweentestscoresandjobperformanceTwoApproachestoCriterion-RelatedValidityPredictivevalidationUsestestscoresofallapplicantsandlooksforarelationshipbetweenthescoresandfutureperformance.ConcurrentvalidationAdministersatesttopeoplewhocurrentlyholdajob,thencompa