Human resource management第46 章节Word文件下载.docx
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Theactualactivityperformedbytheposition.
Jobanalysisseekstodeterminewhattheworkerdoes.Thepurposeoftheactionandthetoolsneededtouseintheprocess.
2.Jobcontext:
Theconditionunderwhichaperson’jobisperformedandthedemandsuchjobimposeontheindividual.
3.Workerqualification:
Thequalificationaworkerneedstoperformaparticularjobsuccessfully.
第五周
INF.Tocollectforanalyzingthejob3types
1.Jobcontent
2.Jobcontext
3.Worker----qualification/requirement
MajorINF:
Thatthecompanyneed
Applicant:
Personswhoapplyforaposition
Howtocollect3typesofINF:
1Interview:
thepersonwhoperformtheposition
1.1Advantage:
Getalldetails
1.2Disadvantage:
Thepersonwhoperformsthepositionwhichistheintervieweemaybeexaggeratingtheimportantoftheposition.
2Observation:
Checkingbylooking,avoidthebias.
2.1Disadvantage:
Somepositionyoucan’tobserve
3Questionnaire:
Questionthatanswerbychecking.Notallowtoomuchexplanation.
◆Jobdescription工作说明:
Thedocumentthatcollectalldetailofeachposition.It’stheguidelineforapplicationtolearneasilywhatthecompanyexpectthemtoperformandwhattheauthoritytheyhavetoachievetheirresponsibility.
Thereare2majorpartsofjobdescription:
1.jobdescription:
Jobcontent工作范围,jobcontext工作环境.背景
2.jobspecification工作规范;
工作要求;
职务规格:
Workerrequirement.
2.1)knowledgeofapplicantsorexperiences.
2.2)Skillneeded
2.3)ability
2.4)specialcondition
:
Whatexactlythispositionperform
--Relationship
--Authority
--Responsibility
1.
Jobcontent
3.
Jobspecification
Workerrequirement----
例如:
学历,会使用电脑…
Recruitment:
定义
Processofattractingpotentialemployeetoapplyfortheopeningposition.(老师的解释:
processtofindthepersonwhoqualifiedforopeningposition)
Effectiverecruitmentwillresultthatallapplicantswhoapplyforopeningpositionareallqualified.
Linkingrecruitment定义:
Theinformationaboutopeningpositionisclearenoughforpotentialapplicationssothatonlyqualifiedapplicantapplyfortheposition.
Findthebestemployee-----fitinwithcompany’spolicy/culture-----highGPA-----employeesatisfaction-----creativity----differentiation
Pitfallofrecruitment:
overselltheposition
Oversell:
导致jobsatisfaction下降
导致turnoverrate升高(costleadership增加,recruitment增加)
导致no.ofexperience(loyalemployee)下降
导致creativity下降
导致differentiation不能实现
Stepsofrecruitmentplanning
Step1.Identifyjobopening-----Thepositionneedstobefulfillinacompany.
Step3.Identifytargetpopulation
Step4.Notifytargetpopulation:
Choosetheappropriatemethod
---employeereferrals=refer
---help—wanted,advertisement
---campusrecruiting
---on-linerecruiting
Step5.Meetwithapplicants
第六课
大纲:
1.definition
2.linkingselectiontocompetitiveadvantage
3.Guidelineofpossiblequalitiesneededfromapplicants.
4.Selectionmethods
--application
--backgroundinvestigation
--biosdatedinventors’
--referencecheck
--employmentinterview
Knowledge
--employmenttest
Skill
--Qualifiedtechnicalqualification
Ability
--Qualifiednon-technicalqualification
---communication
---interpersonal=abilitytounderstandcomplicatedissueandbeabletoseparatepersonalfeelingfromtruth.
---abilitytohandlestress:
stressincludestimelimit,co-ordination,andconflictofinterest.
---assertiveness:
consistencymaintainsabilitytokeepgoing.
---otherqualification:
Workhabits.
---conscientiousness:
Enjoyandlovework.
---motivation:
Bemotivatedbysomething.
---organizationalcitizenships:
Participative,working,loyalty.
1--Initiative:
Creativity,abilitytoacceptchange.
--self-discipline:
Rulesandregulation.
2—absenceofdysfunctionalbehavior
--abusivebehavior
--theft
--violent
3—Job-personfit
--applicationshouldknowandacceptcompany’sculturebythemselves
Selection:
AnHRpracticeinwhichcompanyassessandchoosefromamongjobcandidates.
:
Processtofindtherightman.
Linkingselection---completiveadvantage.
Selectingtherightperson—turnoverrate降低
--------recruitmentandselectioncost----导致costleadership减少
导致trainingcost减少导致costleadership减少导致experiencedemployee升高导致creativity升高
Selectionmethods:
1.Application:
Thedocumentfromdesignedtocollectneedinformation.Andalsohelpprimaryscreeningprocessfororganization.
Companyapplicationsserve3primarypurposes.
1Todeterminewhethercandidatemeettheminimumqualification.
2Applicationshelpemployeejudgethepresenceorabsenceofcertainjob-relatedattributes.
3Applicationcanusedtogive“redflag”anypotentialproblem.
Thequestionthatshouldavoidinapplication.
1Questionthatallowemployeetoidentifyanapplicant’sprotectedgroupmembership:
exdateofbirth
2Notrelatedtojob:
heightandweight
3Traditionallyhasbeenusedtoscreenoutapplicants:
maritalstatusnumberofchildren.
2.Biodatainventories:
Aresimilartoapplicationblankinthattheyaskapplicantstoprovidebackgroundinformationaboutthemselves.Theanswerwouldbescoredandeffecttheselection.
3.Backgroundinvestigation:
Anin-depthprobeofanapplicant’sbackgroundusuallyconductedbyaninvestigativeagency:
Mostforecoposition
4.Referencecheck:
collectinginformationfromanapplicant’spreviousemployer.
5.Employmentinterview:
Theinformationcollectedfrominterview.
1Technicalknowledge
2Self-evaluativeinformation:
questionaboutlikesanddislikestrengthandweakness.
3Situationalinformation:
questionthatexaminehowapplicantwouldincertainjob-relatedsituation.
6.Employmenttest:
1Methodabilitytest:
testdesignedtomeasureandapplicantaptitude
2Personalitytest:
designtoassessavarietyofpersonalitychar.
TheFivepersonalitycharacteristicsmostoftenmeasureare:
⑴extroversion:
Checkingtheoutgoing.Assertivenessandsociable.
⑵emotionalstability:
Checkingthecalmness,self-confidence
⑶agreeableness:
Checkingthecooperative,warmandfriendly
⑷conscientiousness:
Checkingthehard-workingorganizeddependable.
⑸opennesstoexperience:
Checkingcreativitycuriosityandculture.