Dandridge, web based tutorial
Upcoming SlideShare
Loading in...5
×
 

Like this? Share it with your network

Share

Dandridge, web based tutorial

on

  • 372 views

The purpose of the web-based tutorial is to address inconsistencies, confusion, and negative feedback regarding the recruitment and selection process. This tutorial is designed to educate hiring ...

The purpose of the web-based tutorial is to address inconsistencies, confusion, and negative feedback regarding the recruitment and selection process. This tutorial is designed to educate hiring managers to ensure that the recruitment and selection process is consistent and fair. Upon completion, the student will be able to demonstrate awareness of the process and expectations of the recruitment and selection process.

Statistics

Views

Total Views
372
Views on SlideShare
372
Embed Views
0

Actions

Likes
0
Downloads
1
Comments
0

0 Embeds 0

No embeds

Accessibility

Categories

Upload Details

Uploaded via as Microsoft PowerPoint

Usage Rights

© All Rights Reserved

Report content

Flagged as inappropriate Flag as inappropriate
Flag as inappropriate

Select your reason for flagging this presentation as inappropriate.

Cancel
  • Full Name Full Name Comment goes here.
    Are you sure you want to
    Your message goes here
    Processing…
Post Comment
Edit your comment
  • Notes/Text/Audio Narration : Welcome to the recruitment and selection tutorial. This tutorial is designed to educate hiring managers (HM) to ensure that the recruitment and selection process is consistent and fair. Although the target audience for this course is hiring managers, the tutorial may be used for other individuals involved in the recruitment and selection process (i.e., supervisors, members of the interview panel). This training will consider new hiring managers and experienced hiring managers who may be interested in a refresher.
  • Text/Audio Narration : The instructional goal for the tutorial is that upon completion of this tutorial, the learner will be able to demonstrate awareness of the process and expectations of the recruitment and selection process. In alignment with the instructional goal, the performance-based objectives are (1) when recruiting to fill a vacancy, the hiring manager (HM) will apply the all applicable policies, procedures, and guidelines 80% of the time, (2) using the skills taught, the HM will ensure the selection process is free from discrimination, and (3) state the 2 main ideas in the selection process with exactness. Before we get started, I am going to provide you with some tips on navigating through this tutorial. If you need to go back, click the back button. If you need to go forward in the lesson, click the next button.
  • Text/Audio Narration : Before we begin, let’s talk about what recruitment and selection are. Recruitment and selection is “the process of attracting and choosing candidates for employment” (BusinessDictionary, n.d.). Interviewing, evaluating, and selecting an individual to fill a vacancy are the components within the recruitment and selection process. The ideal preparation for a efficient, consistent, and job-related process it is important to ensure that the job description is current, business needs are identified (ex. shift), and a recruitment strategy to include advertising is designed.
  • Text/Audio Narrations : There are several legal mandates that should always be in the back of your mind when going through the recruitment and selection process. Equal employment opportunity (EEO), affirmative action, and discrimination. EEO forbids employment discrimination. Discrimination is the prejudiced or unjust treatment of people. Affirmative action consists of good-faith efforts to recruit and advance qualified minorities, females, persons with disabilities, and covered veterans. These mandates work together to create a recruitment and selection process that is free of discrimination. According to the EEOC, there are more charges of discrimination based upon selection practices compared to any other employment practice.
  • Text/Audio Narration : Press play to begin the video. This video is being used to drive home the benefits of a diverse workforce.
  • Text/Audio Narration : To ensure that the process remains free of discrimination the process must remain consistent and job-related. In accordance with that, conducting interviews includes selecting interview questions and an appropriate interview panel. “ What you do with one candidate, you need to do with all candidates. The questions you ask and who asks them, the location you use to interview the candidates and requests for work samples, the procedure you use - all play a part in this process. Consistency decreases the risk of discrimination or the perception of discrimination. If you have treated everybody the same, charges of favoritism are reduced or the charge will not be confirmed (DHRM, n.d.). Discrimination is prohibited based upon age, sex, ethnic origin, political affiliation, religious affiliation/preference, sexual preference, disability, and marital status.
  • Text/Audio Narration : Company guidelines regarding recruitment and selection are: (1) the position must be approved at the facility level before posting, (2) positions must be posted for at least five days, (3) applications must be submitted using the online system (4) criminal background checks and drug screenings are conducted on all potential new employees. These were just a few of the guidelines included in the hiring policy. For more information, the complete policy is located on the Intranet.
  • Text/Audio Narration : Learning activity-case study. Using the information in the case study, select an interview panel which is appropriately diverse.
  • Text/Audio Narration : As a learning activity, review the American Association for Affirmative Action blog spot to review current issues and opportunities being discussed regarding affirmative action and diversity.
  • Text/Audio Narration : Congratulations on completing this course. At the end of this course you are now able to define recruitment and selection, practice anti-discriminatory practices, and identify & practice the 2 main ideas. Please select the next button to complete the assessment.
  • Text/Audio Narration : This summative assessment will verify understanding of the tutorial. The learner must obtain a score of at least 80% correct to “pass” this tutorial.
  • Text/Audio Narration : This summative assessment will verify understanding of the tutorial. The learner must obtain a score of at least 80% correct to “pass” this tutorial.
  • Text/Audio Narration : This summative assessment will verify understanding of the tutorial. The learner must obtain a score of at least 80% correct to “pass” this tutorial.
  • Text/Audio Narration : This summative assessment will verify understanding of the tutorial. The learner must obtain a score of at least 80% correct to “pass” this tutorial.
  • Text/Audio Narration : This summative assessment will verify understanding of the tutorial. The learner must obtain a score of at least 80% correct to “pass” this tutorial.
  • Text/Audio Narration : This summative assessment will verify understanding of the tutorial. The learner must obtain a score of at least 80% correct to “pass” this tutorial.
  • Text/Audio Narration : This summative assessment will verify understanding of the tutorial. The learner must obtain a score of at least 80% correct to “pass” this tutorial.
  • Text/Audio Narration : This summative assessment will verify understanding of the tutorial. The learner must obtain a score of at least 80% correct to “pass” this tutorial.
  • Text/Audio Narration : This summative assessment will verify understanding of the tutorial. The learner must obtain a score of at least 80% correct to “pass” this tutorial.
  • Text/Audio Narration : This summative assessment will verify understanding of the tutorial. The learner must obtain a score of at least 80% correct to “pass” this tutorial.
  • Text/Audio Narration : This summative assessment will verify understanding of the tutorial. The learner must obtain a score of at least 80% correct to “pass” this tutorial.
  • Text/Audio Narration : This summative assessment will verify understanding of the tutorial. The learner must obtain a score of at least 80% correct to “pass” this tutorial.
  • Text/Audio Narration : This summative assessment will verify understanding of the tutorial. The learner must obtain a score of at least 80% correct to “pass” this tutorial.
  • Text/Audio Narration : This summative assessment will verify understanding of the tutorial. The learner must obtain a score of at least 80% correct to “pass” this tutorial.
  • Text/Audio Narration : This summative assessment will verify understanding of the tutorial. The learner must obtain a score of at least 80% correct to “pass” this tutorial.
  • Text/Audio Narration : This summative assessment will verify understanding of the tutorial. The learner must obtain a score of at least 80% correct to “pass” this tutorial.
  • Text/Audio Narration : This summative assessment will verify understanding of the tutorial. The learner must obtain a score of at least 80% correct to “pass” this tutorial.
  • Text/Audio Narration : This summative assessment will verify understanding of the tutorial. The learner must obtain a score of at least 80% correct to “pass” this tutorial.
  • Text/Audio Narration : This summative assessment will verify understanding of the tutorial. The learner must obtain a score of at least 80% correct to “pass” this tutorial.
  • Text/Audio Narration : This summative assessment will verify understanding of the tutorial. The learner must obtain a score of at least 80% correct to “pass” this tutorial.
  • Text/Audio Narration : This summative assessment will verify understanding of the tutorial. The learner must obtain a score of at least 80% correct to “pass” this tutorial.
  • Text/Audio Narration : This summative assessment will verify understanding of the tutorial. The learner must obtain a score of at least 80% correct to “pass” this tutorial.
  • Text/Audio Narration : This summative assessment will verify understanding of the tutorial. The learner must obtain a score of at least 80% correct to “pass” this tutorial.
  • Please select the “X” button to close this window and complete the end of course evaluation.
  • Explanation/Notes

Dandridge, web based tutorial Presentation Transcript

  • 1. Recruitment and Selection Michelle D. Dandridge AET 545 September 24, 2012
  • 2. At the completion of this tutorial the HM will: PBO# 1: Be able to apply all applicable policies, procedures, and guidelines with 80% accuracy PBO #2: Conduct a selection process that is free from discrimination. PBO #3: State the 2 main ideas in the selection process with exactness.Back Next
  • 3. Recruitment and Selection “The process of attracting and choosing candidates for employment”Back Next
  • 4. Legal Mandates • Equal Employment Opportunity (EEO) • Discrimination • Affirmative ActionBack Next
  • 5. Next
  • 6. Discrimination Prohibited based upon: Age Sex Ethnic Origin Political Affiliation Religious Affiliation/Preference Sexual Preference Disability Marital StatusBack Next
  • 7. Company Guidelines •Position must be approved at the facility level before posting. •Positions must be posted for at least five (5) days. •Applications must be submitted using the online system. •Criminal background checks and drug screenings are conducted on all potential new employees. For more information, the complete policy is located on the Intranet at: www.fakepolicylink.orgBack Next
  • 8. Case StudyAt Michelle, Inc. you are required to have the interview panel approved by therecruitment manager prior to conducting interviews. You have several peoplein mind that you know will be beneficial to selected the candidate who isqualified and has the best fit.Create a diverse interview panel which you know that the recruitment managerwill approve. Keep in mind, that you want to include minorities, females, andsomeone in a similar role or higher.
  • 9. BLOG
  • 10. You Should Now Be Able To: • Define recruitment and selection. • Practice anti-discriminatory practices in the recruitment and selection process. • Identify and practice the 2 main ideas.Back Next
  • 11. Question 1: EEO forbids employment discrimination? True FalseQuestion 2: The EEOC enforces federal anti-discrimination laws? True FalseQuestion 3: Discrimination is prohibited on the grounds of which protectedclass?a.Sexb.Racec.Religiond.National origine.All of the above Back Next
  • 12. Question 4: According to EEO law, employers are required to hire minoritiesregardless if they are qualified? True FalseQuestion 5: There are more charges of discrimination based upon selectionpractices compared to any other employment practice? True FalseQuestion 6: The risk of discrimination or perceived discrimination is reducedwhen the process is:a.Consistentb.Job relatedc.Both Back Next
  • 13. Question 7: Which of the following is false regarding interview questions?a.Be consistentb.Job relatedc.Open endedd.SpecificQuestion 8: Best practices for forming an interview panel are to have at least 3members and be diverse. True FalseQuestion 9: Interview panels do not need to be present for all interviews? True FalseQuestion 10: Good-faith efforts are no longer necessary to achieve affirmativeaction goals? Back True False Next
  • 14. Question 1: EEO forbids employment discrimination? TrueEEO forbids employment discrimination. Discrimination is the prejudiced or unjust treatment of people.Back Next
  • 15. Question 1: EEO forbids employment discrimination? Incorrect! The answer is TrueEEO forbids employment discrimination. Discrimination is the prejudiced or unjust treatment of people. Back Next
  • 16. Question 2: The EEOC enforces federal anti-discrimination laws? True The U.S. Equal Employment Opportunity Commission (EEOC) is an agency of the United States Government that enforces the federal employment discrimination laws.Back Next
  • 17. Question 2: The EEOC enforces federal anti-discrimination laws? Incorrect! The answer is True The U.S. Equal Employment Opportunity Commission (EEOC) is an agency of the United States Government that enforces the federal employment discrimination laws.Back Next
  • 18. Question 3: Discrimination is prohibited on the grounds of which protected class? Correct!Discrimination is prohibited based upon age, sex, ethnic origin, politicalaffiliation, religious affiliation/preference, sexual preference, disability, and marital status.Back Next
  • 19. Question 3: Discrimination is prohibited on the grounds of which protected class? Almost! Discrimination is prohibited based upon age, sex, ethnic origin, political affiliation, religious affiliation/preference, sexual preference, disability, and marital status.Back Next
  • 20. Question 4: According to EEO law, employers are required to hire minorities regardless if they are qualified? FalseEmployers should hire the best-qualified and best-suited individual for the position. Back Next
  • 21. Question 4: According to EEO law, employers are required to hire minorities regardless if they are qualified? Incorrect! The answer is FalseEmployers should hire the best-qualified and best-suited individual for the position.Back Next
  • 22. Question 5: There are more charges of discrimination based upon selection practices compared to any other employment practice? TrueAccording to the EEOC, there are more charges of discrimination based upon selection practices compared to any other employment practice.Back Next
  • 23. Question 5: There are more charges of discrimination based upon selection practices compared to any other employment practice? Incorrect! The answer is TrueAccording to the EEOC, there are more charges of discrimination based upon selection practices compared to any other employment practice. Back Next
  • 24. Question 6: The risk of discrimination or perceived discrimination is reduced when the process is: Almost! To ensure that the process remains free of discrimination the process must remain consistent and job-related.Back Next
  • 25. Question 6: The risk of discrimination or perceived discrimination is reduced when the process is: Correct!To ensure that the process remains free of discrimination the process must remain consistent and job-related.Back Next
  • 26. Question 7: Which of the following is false regarding interview questions? Correct! Interview questions should be consistent, job-related, and specific. Several types of questions may be asked during an interview which include open-ended, behavioral, and closed.Back Next
  • 27. Question 7: Which of the following is false regarding interview questions? Almost! Interview questions should be consistent, job-related, and specific. Several types of questions may be asked during an interview which include open-ended, behavioral, and closed.Back Next
  • 28. Question 8: Best practices for forming an interview panel are to have at least 3 members and be diverse? True Best practices for an appropriate interview panel are (1) diverse, (2) consists of at least 3 members, (3) trained, (4) in the same position or higher, and (5) are able to participate in all interviews.Back Next
  • 29. Question 8: Best practices for forming an interview panel are to have at least 3 members and be diverse? Incorrect! The answer is True Best practices for an appropriate interview panel are (1) diverse, (2) consists of at least 3 members, (3) trained, (4) in the same position or higher, and (5) are able to participate in all interviews. Back Next
  • 30. Question 9: Interview panels do not need to be present for allinterviews? False The same panel members must interview each candidate. Back Next
  • 31. Question 9: Interview panels do not need to be present for allinterviews? Incorrect! The answer is False The same panel members must interview each candidate. Back Next
  • 32. Question 10: Good-faith efforts are no longer necessary to achieve affirmative action goals? FalseDiscrimination is the prejudiced or unjust treatment of people. Affirmative action consists of good-faith efforts to recruit and advance qualified minorities, females, persons with disabilities, and covered veterans.Back Next
  • 33. Question 10: Good-faith efforts are no longer necessary to achieve affirmative action goals? Incorrect! The answer is FalseDiscrimination is the prejudiced or unjust treatment of people. Affirmative action consists of good-faith efforts to recruit and advance qualified minorities, females, persons with disabilities, and covered veterans. Back Next
  • 34. XPASSING SCORE OF 90%
  • 35. References BusinessDictionary.com. (n.d.). Employee selection. Retrieved from http://www.businessdictionary.com/definition/employee-selection.html Department of Human Resource Management (DHRM). (n.d.). MVP Before the Interview. Retrieved from https://covkc.virginia.gov/Kview/ CustomCodeBehind/Customiz ation/Login/COV_Login.aspx Merriam-Webster. (2012). Discrimination. Retrieved from http://www.merriam- webster.com/dictionary/discrimination U.S. Equal Employment Opportunity Commission (EEOC). Employers. Retrieved from http://www.eeoc.gov/employers/index.cfmBack Next
  • 36. HelpInternet ConnectionA broadband Internet connection is strongly recommended. Slower connections should still be able to access elearning, but will take longer to load. A wired Ethernet connection is more dependable for test-taking than a wireless connection.System RequirementsLog In• Open your Internet browser and navigate to https://lms@michelleds.edu• Click the "e-Learning Login" button• Login using your username and password.NavigatingWhile using e-Learning, navigation should be done using the icons and links within the system to avoid interruptions to the course. The browsers back and forward buttons should be avoided while participating in elearning.Log OutA Logout link is located in the upper right corner of the screen. When you click Logout, you are not actually logged out of the system. You must completely close your browser before your logout takes affect (UF University, 2012).