Your SlideShare is downloading. ×
  • Like
Selection Overview Human Resource Management
Upcoming SlideShare
Loading in...5
×

Thanks for flagging this SlideShare!

Oops! An error has occurred.

×

Now you can save presentations on your phone or tablet

Available for both IPhone and Android

Text the download link to your phone

Standard text messaging rates apply

Selection Overview Human Resource Management

  • 2,763 views
Published

It is for education sharing purpose. Thanks Deviantart members for all the images I used in this ppt

It is for education sharing purpose. Thanks Deviantart members for all the images I used in this ppt

Published in Education
  • Full Name Full Name Comment goes here.
    Are you sure you want to
    Your message goes here
    Be the first to comment
No Downloads

Views

Total Views
2,763
On SlideShare
0
From Embeds
0
Number of Embeds
0

Actions

Shares
Downloads
151
Comments
0
Likes
2

Embeds 0

No embeds

Report content

Flagged as inappropriate Flag as inappropriate
Flag as inappropriate

Select your reason for flagging this presentation as inappropriate.

Cancel
    No notes for slide

Transcript

  • 1. SELECTION
    OVERVIEW
  • 2. 1.
    THE SIGNIFICANCE OF EMPLOYEE SELECTION
  • 3. … a process of choosing
  • 4. P
    P
    P
    P
    P
    P
    P
    P
    P
    P
    P
    P
    P
    P
    P
    P
    P
    P
    P
    P
    P
    P
    P
    P
    P
    P
    P
    … from a group of ap licants
    P
    P
    P
    P
    P
    P
  • 5. GOAL
    … MATCH PEOPLE WITH JOBS AND THE ORGANIZATION
  • 6. ENVIRONMENT FACTORS AFFECTING THE SELECTION PROCESS
    2.
  • 7. CONSIDERATION
  • 8. SPEED OF DECISION MAKING
  • 9. ORGANIZATIONAL HIERARCHY
  • 10. APPLICANT POOL
  • 11. TYPE OF ORGANIZATION
  • 12. Probationary period
  • 13. 3.
    THE PRELIMINARY INTERVIEW
  • 14. to eliminate those who do not meet position’s requirements
  • 15. HOW
    interviewers ask straight forward questions
  • 16. WHY
    to prevent both firms and applicants from wasting times
  • 17. ADVANTAGES
    Build good will for firms
    Maximize recruitment
    Selection effectiveness
  • 18. PHONE INTERVIEW
  • 19. VIDEOTAPED
    INTERVIEW
  • 20. COMPUTER INTERVIEW
  • 21. 4.
    ADMINISTRATION OF SELECTION TESTS
  • 22. in the public sectormedium-sizeDlarge companies
  • 23. ADVANTAGES
    honestysafetywork valuesdruG avoidancecustomer service skillsattitude toward supervision
  • 24. POTENTIAL PROBLEMS
    …so numerous & complex
  • 25. CHARACTERISTICS
    Standardization
    Objectivity
    Norm
    Reliability
    Validity
  • 26. 5.
    TYPES OF VALIDATION STUDIES
  • 27. Criterion-Related Validity
    Concurrent validity
    Predictive validity
  • 28. ContentValidityConstructValidity
  • 29. 6.
    TYPES OF EMPLOYMENT TESTS
  • 30. Cognitive Aptitude Tests
    ability memory
    vocabulary
    verbal fluency
    numerical ability
  • 31. Psychomotor Abilities Tests
    strength coordination dexterity
  • 32. Job-Knowlegde Tests
    candidate’s knowledge of the duties of the job
  • 33. Work-Sample Tests
    a high predictive validity, reduces adverse impact, be more acceptable to applicants.
  • 34. Vocaltional Interest Tests
    compares one’s interests with those of successful employees
  • 35. Personality Tests
    firms can create diverse teams for creativity or homogeneous teams for compatibility.
  • 36. Drug and Alcohol Testing
    Drug testing is more commonplace in the U.S
  • 37. Genetic Testing
    determine whether a person carries the gene mutation for heart disease, colon cancer, breast cancer, and Hutington’s disease
  • 38. 7.
    THE EMPLOYMENT INTERVIEW
  • 39. a goal – oriented conversation in which the interviewer and applicant exchange information
  • 40. INTERVIEW PLANNING
    Compare an applicant’s application and resume with job requirements Develop questions related to the qualities sought Prepare the information of company Determine how to ask for examples of past behavior of applicants
  • 41. CONTENT OF THE INTERVIEW
    Occupational Experience Academic Achievement Interpersonal Skills Personal Qualities Organizational Fit Candidate Objectives
  • 42. 8.
    TYPE OF INTERVIEW
  • 43. U STRUCTURED
    N
    COMPREHENSIVE
    MORE TIME CONSUMING
    The applicants may volunteer information that the interviewer does no need to know.
  • 44. STRUCTURED
    Situational questions
    Job-knowledge questions
    Job-sample simulation questions
    Worker requirements questions
  • 45. BEHAVIORAL INTERVIEW
    Analyzing the job Determine which behavioral questions to ask about the particular jobDevelop a structured format tailored for each job.Set benchmark responsesTrain the interviewers.
  • 46. 9.
    METHODS OF INTERVIEWING
  • 47. ONE ON ONE
    INTERVIEW
    Less threatening
  • 48. GROUP
    INTERVIEW
    interpersonal competence as engaging in group discussion
    saves time for busy professionals and executives
  • 49. BOARD
    INTERVIEW
    The candidate has learned a lot about the company, the strong team culutre, its people.
  • 50. STRESS INTERVIEW
    While some degree of stress may be felt in any job, it seems clear that the stress interview is not appropriate for the majority of situations.
  • 51. Realistic Job Previews
  • 52. LEGAL IMPLICATIONS OF INTERVIEWING
    One simple rule, all questions must be job-related
  • 53. LEGAL IMPLICATIONS OF INTERVIEWING
    Avoiding of discrimination appearance
  • 54. In case there are disabled candidates, interviewers should inquire about the need for reasonable accomodations.
  • 55. When the interview has obtained the necessary information and answered the applicant’s questions, the interview should be concluded. At this point, the interviewer should tell the applicant that he or she will be notified of the selection decision shortly
  • 56. 10.
    ASSESSMENT CENTER
  • 57. technique used to identify and select employees for positions in the organizations
    Requires individuals to perform activities similar to those they might encounter in an actual job.
  • 58. 11.
    PERSONAL REFERENCE CHECKS
  • 59. gain additional insight into the information provided by an applicant and to verify the accuracy of the information provided.
  • 60. 12.
    PROFESSIONAL REFERENCES AND BACKGROUND INVESTIGATIONS
  • 61. Previous employmentEducationPersonal referencesCriminal historyDriving recordCivil litigationWorkers’ compensation historyCredit historySocialSecurity number
  • 62. 13.
    NEGLIGENT HIRING AND RETENTION
  • 63. Negligent hiring
  • 64. Negligent retention
  • 65. 14.
    POLYGRAPH TESTS
  • 66. …to verify background information
  • 67. 15.
    THE SELECTION DECISION
  • 68. The person whose qualifications most closely conform to the requirements SHOULD BE SELECTED.
  • 69. 16.
    PHYSICAL EXAMINATION
  • 70. to determine whether an applicant is physically capable of performing the work
  • 71. 17.
    NOTIFICATION OF CANDIDATES
  • 72. The selection process results should be made known to both successful and unsuccessful candidates as soon as possible.
  • 73. THANK YOU