Selecting applicants

  • 2,034 views
Uploaded on

 

More in: Business , Technology
  • 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
2,034
On Slideshare
0
From Embeds
0
Number of Embeds
0

Actions

Shares
Downloads
72
Comments
0
Likes
1

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. Selecting and Placing Human Resources
  • 2. Selection and Placement
    • Selection
      • Proses pemilihan individu yang memiliki kualifikasi untuk mengisi jabatan di organisasi
    • Person-job fit
      • Mencocokkan pengetahuan, keterampilan dan kemampuan (knowledge, skills and abilities -KSAs) dari orang terhadap karakteristik pekerjaan (tasks, duties and responsibilities).
      • Manfaat person-job fit
        • Higher employee performance
        • Lower turnover and absenteeism
  • 3. Person-Organization Fit Figure 8 –2
  • 4. Job Performance, Selection Criteria, and Predictors Figure 8 –3
  • 5. Combining Predictors
    • Multiple Hurdles
    • Compensatory approach
  • 6. Selection Process Flow Chart Figure 8 –4
  • 7. Limiting Who Becomes an Applicant Figure 8 –5
  • 8. Pre-Employment Screening
    • Pre-screening interview
    • Electronic pre-screening
    • Electronic submission of applications
  • 9. Sample Application Form Figure 8 –6a
  • 10. Sample Application Form (cont’d) Figure 8 –6b
  • 11. Selection and Testing: Ability Tests
    • Cognitive Ability Tests
    • Physical Ability Tests
    • Psychomotor Tests
    • Assessment Centers
    • Another Test:
    • Personality test
    • Honest & integrity test
    • Graphology (Handwriting Analysis)
  • 12. Types of Selection Interviews Figure 8 –9
  • 13. Who Does Interviews Video Interviewing Individuals Panel Interviews Team Interviews Interviews
  • 14. Common Selection Interview Questions Figure 8 –10
  • 15. Problems in the Interview Problems in the Interview Halo Effect Snap/sudden Judgments Negative Emphasis Biases and Stereotyping Cultural Noise
  • 16. Underlying Bias in Interviews
    • Interviewer hindered by:
      • first impression
      • stereotypes
      • lack of adequate job information
    • Interview procedure impaired by:
      • different information utilization
      • different questioning content
      • lack of interviewer knowledge regarding the job requirements
  • 17. Background Investigation
    • Falsification of Background Information
    • Reference Checking Methods
      • Telephoning the reference
      • Preprinted reference forms
      • Outsourcing reference checking
  • 18. Reliability and Validity in Interviews Face Validity Interrater Reliability Intrarater Reliability Interview Reliability and Validity Issues
  • 19. Concurrent and Predictive Validity Figure 4 –8