4.hunii nuutsiig songoh, ajild avah ba hubiarlah

1. InWEnt – AoM Workshop
September 6-9, 2004
Chair of Business Administration, Organization
and Human Resource Management
Chart 1
Хүний нөөцийн удирлагаХүний нөөцийн удирлага
4.4. ÕÕүний нөөцийүний нөөцийã ñîíãîõ, àæèëä àâàõ áàã ñîíãîõ, àæèëä àâàõ áà
õóâààðèëàõõóâààðèëàõ

2. InWEnt – AoM Workshop
September 6-9, 2004
Chair of Business Administration, Organization
and Human Resource Management
Chart 2
Àæèëä àâàõ ñòðàòåãèéí àëõìóóä
Àæèëä àâàõÀæèëä àâàõ
àðãà áàðèëàðãà áàðèë
Àæèëä àâàõÀæèëä àâàõ
àðãà áàðèëàðãà áàðèë
Àæèëä àâàõÀæèëä àâàõ
ñîíãîëòñîíãîëò
Àæèëä àâàõÀæèëä àâàõ
ñîíãîëòñîíãîëò
Àæëûí áàéðàíäÀæëûí áàéðàíä
òºëºâø¿¿ëýõòºëºâø¿¿ëýõ
Àæëûí áàéðàíäÀæëûí áàéðàíä
òºëºâø¿¿ëýõòºëºâø¿¿ëýõ
¯ð ä¿íòýé àæèëä¯ð ä¿íòýé àæèëä
àâàëòàâàëò
¯ð ä¿íòýé àæèëä¯ð ä¿íòýé àæèëä
àâàëòàâàëò
Õ¿íèé ͺºöèéí Òºëºâëºëò
• Õè÷íýýí àæèëòàí õýðýãòýé áàéãàà?
• Õýäèéä àæèë÷èä õýðýã áîëîõ âý?
• ÿëãààíóóä
Õ¿íèé ͺºöèéí Òºëºâëºëò
• Õè÷íýýí àæèëòàí õýðýãòýé áàéãàà?
• Õýäèéä àæèë÷èä õýðýã áîëîõ âý?
• ÿëãààíóóä
Áàéãóóëëàãûí õàðèóöëàãà
• ÕÍ-èéí ìýðãýæèëòýí áà ¿éë
àæèëëàãààíû ìåíåæåð
• Àæèëä àâàõ òºðõ, îðîëöîõ
• Àæèëä îðîã÷äûã ñóðãàõ
Áàéãóóëëàãûí õàðèóöëàãà
• ÕÍ-èéí ìýðãýæèëòýí áà ¿éë
àæèëëàãààíû ìåíåæåð
• Àæèëä àâàõ òºðõ, îðîëöîõ
• Àæèëä îðîã÷äûã ñóðãàõ
Àæèëä àâàõ ñòðàòåã. øèéäâýð¿¿ä
• Áàéãóóëëàãûí äîòîîäîîñ ýñâýë
ãàäíààñ
• Áàéíãûí ýñâýë óÿí õàòàí á¿ðä¿¿ëýëò
• ßëãààã õàðãàëçàõ
• Àæèëä àâàõ ýõ ¿¿ñâýðèéã ñîíãîõ
Àæèëä àâàõ ñòðàòåã. øèéäâýð¿¿ä
• Áàéãóóëëàãûí äîòîîäîîñ ýñâýë
ãàäíààñ
• Áàéíãûí ýñâýë óÿí õàòàí á¿ðä¿¿ëýëò
• ßëãààã õàðãàëçàõ
• Àæèëä àâàõ ýõ ¿¿ñâýðèéã ñîíãîõ
Àæèëä àâàõ àðãóóä
• Äîòîîä àðãà
• Èíòåðíåò/Web-ýýð
• Ãàäààä àðãà
Àæèëä àâàõ àðãóóä
• Äîòîîä àðãà
• Èíòåðíåò/Web-ýýð
• Ãàäààä àðãà

3. InWEnt – AoM Workshop
September 6-9, 2004
Chair of Business Administration, Organization
and Human Resource Management
Chart 3
Àæèëä àâàõ ñòðàòåãèéí øèéäâýð¿¿ä
Àæèëä àâàõ ýõÀæèëä àâàõ ýõ
¿¿ñâýðèéã ñîíãîõ:¿¿ñâýðèéã ñîíãîõ:
Ãàäààä ýñâýë äîòîîäÃàäààä ýñâýë äîòîîä
Àæèëä àâàõ ýõÀæèëä àâàõ ýõ
¿¿ñâýðèéã ñîíãîõ:¿¿ñâýðèéã ñîíãîõ:
Ãàäààä ýñâýë äîòîîäÃàäààä ýñâýë äîòîîä
ÁàéãóóëëàãûíÁàéãóóëëàãûí
äîòîîäîîñ ýñâýëäîòîîäîîñ ýñâýë
ãàäíààñãàäíààñ
ÁàéãóóëëàãûíÁàéãóóëëàãûí
äîòîîäîîñ ýñâýëäîòîîäîîñ ýñâýë
ãàäíààñãàäíààñ
Áàéíãûí ýñâýë óÿíÁàéíãûí ýñâýë óÿí
õàòàí á¿ðä¿¿ëýëòõàòàí á¿ðä¿¿ëýëò
Áàéíãûí ýñâýë óÿíÁàéíãûí ýñâýë óÿí
õàòàí á¿ðä¿¿ëýëòõàòàí á¿ðä¿¿ëýëò
Àæèëä àâàõ áàÀæèëä àâàõ áà
çîõèöóóëàõ/çîõèöóóëàõ/
ßëãààòàé áàéäëûãßëãààòàé áàéäëûã
õàðãàëçàõõàðãàëçàõ
Àæèëä àâàõ áàÀæèëä àâàõ áà
çîõèöóóëàõ/çîõèöóóëàõ/
ßëãààòàé áàéäëûãßëãààòàé áàéäëûã
õàðãàëçàõõàðãàëçàõ
Àæèëä àâàõÀæèëä àâàõ
ñòðàòåãèñòðàòåãè
Àæèëä àâàõÀæèëä àâàõ
ñòðàòåãèñòðàòåãè

4. InWEnt – AoM Workshop
September 6-9, 2004
Chair of Business Administration, Organization
and Human Resource Management
Chart 4
Ãàäààä, äîòîîä ýõ ¿¿ñâýðýýñ àæèëä àâàõûí äàâóó áîëîí
ñóë òàëóóä
Äàâóó òàëóóä Ñóë òàëóóä
• Morale of promotee
• Áîëîìæ ÷àäâàðûã èë¿¿ ñàéí ¿íýëíý
• Çàðèì àæëûí çàðäàë áóóðíà
• Ñàéí ã¿éöýòãýëä ìîòèâàö áîëíî
• Òóøààë äýâøèõ àìæèëòûí øàëòãààí
• Øèíý õ¿í äîîä àëáàíä ë àâäàã
• Äîòíî õýëõýý õîëáîîòîé áîëîõ
• Ñîíãîãäîîã¿é õ¿ì¿¿ñèéí ¸ñ ñóðòõóóíû
çºð÷èë人í
• Àëáàí òóøààëûí òºëºº äîòîîä òýìöýë
• Õºãæëèéí õºòºëáºðèéí õýðýãöýý
Àæèëä àâàõ
ýõ ¿¿ñâýð
Äîò îîä
Ãàäààä • Øèíý “öóñ” øèíý õàíäëàãûã àâ÷ èðíý
• Ìýðãýæèëòíýý ñóðãàõààñ èë¿¿ õóðäàí,
õÿìä
• Áàéãóóëëàãà äîòîð äýìæèõ õàìãààëàõ
á¿ëýãëýë áàéõã¿é
• Øèíý ¿éëäâýðëýëèéí õýðýãòýé ñàíààã
ãàðãàæ ìàãàäã¿é
• Òóõàéí àæèë, áàéãóóëëàãàä
òîõèðîõã¿é õ¿íèéã ñîíãîæ ìàãàäã¿é
• Ñîíãîãäîæ ÷àäààã¿é ººðèéí àæèë÷èä
¸ñ ñóðòõóóíû áýðõøýýëèéã ¿¿ñãýõ
• Áàéãóóëëàãàä äàñàõàä öàã õóãàöàà
øààðääàã

5. InWEnt – AoM Workshop
September 6-9, 2004
Chair of Business Administration, Organization
and Human Resource Management
Chart 5
Ñîíãîõ áà àæèëä õóâààðèëàõ
 Ñîíãîí øàëãàðóóëàëò
– Áàéãóóëëàãûí òîäîðõîé àæèëä òîõèðîõ ÷àäâàðòàé õóâü õ¿íèéã
ñîíãîí øàëãàðóóëàõ ¿éë ÿâö
– Àìæèëò ãàðãàõ ìýðãýæèëòýé àæèë÷èí áàéãóóëëàãàä õýðýãòýé
• “ñàé í ñó ðãàë ò ìó ó ñîíãîë ò ûã ñàé æ ðó ó ë àõ ã¿ é . ”
• “Àæ è ë ä àâàõ àä õ ýö ¿ ¿ , ó äè ðäàõ àä õ ÿë áàð. ”
 Àæèëä õóâààðèëàõ
– Õóâü õ¿íä òîõèðñîí àæëûã íü îíîîõ.
 Õ¿í- àæèë õî¸ðûí òîõèðîî
– Àæëûí îíöëîãò (¿¿ðýã äààëãàâàð,õàðèóöëàãàä ¯ÄÕ) àæèë÷íû
ìýäëýã òóðøëàãà ÷àäâàð ÌÒ× òîõèðîõ
– Àæèë- õ¿í õî¸ð òîõèðñíû ¿ð ºãººæ
• Àæèëòíû ã¿éöýòãýë ºíäºð
• Àæëàà òàñëàõ õàëàãäàõ ÿâäàë áàãà
ÌÒ× = ¯ÄÕ = Àæëûí àìæèëò?ÌÒ× = ¯ÄÕ = Àæëûí àìæèëò?

6. InWEnt – AoM Workshop
September 6-9, 2004
Chair of Business Administration, Organization
and Human Resource Management
Chart 6
Job performance, selection criteria, and predictors

7. InWEnt – AoM Workshop
September 6-9, 2004
Chair of Business Administration, Organization
and Human Resource Management
Chart 7
Ñîíãîí øàëãàðóóëàõ çàãâàð
ßðèëöëàãà
ººð.èëýðõ-ëýõ
áàéäëûí
øèíæèëãýý
ÿéöýòãýëèéí
øèíæèëãýý
Õàðèëöàí
¿éëäëèéí
øèíæèëãýý
TEÑT
ÿéöýòãýë
Îþóí óõààíû
÷àäàìæ
Õóâü õ¿íèé
îíöëîã
¯íýëãýýíèé òºâ
Àæëûí ñèìóëÿöè
ëàáîðàòîðè
ªðãºäëèéí
÷èãëýë¿¿äèéã
óðüäààñ òîãòîîõ
Òóðøëàãàòàé
ìåíåæåðýýð
ä¿ãí¿¿ëýõ
Íàìòàð ò¿¿õèéí
àñóóëãà
Ñîíãîõ
¿ç¿¿ëýëòýý
ãàðãàõ
ªðºãäºë ãàð-ã÷
õàðèóëòûí
õóâèëáàðóóäààñ
ñîíãîõ
¯íýëãýýã ãàðãàõ

8. InWEnt – AoM Workshop
September 6-9, 2004
Chair of Business Administration, Organization
and Human Resource Management
Chart 8
¯íýëãýýíèé á¿ðýëäõ¿¿í õýñã¿¿ä
Õóâü õ¿íèé àæëûí àäèë íºõöëèéã áèé áîëãîõ (çîõèîí áàéãóóëàëò, òºëºâëºëò,
øèéäâýð ãàðãàõ, õÿíàëò, øèíæèëãýý)
Òîäîðõîé ä¿ðòýé ýñâýë ä¿ðã¿éãýýð ÿðèëöëàãà õèéõ
-Õàìòðàí àæèëëàõ ýñâýë ºðñºëäºõ ýëåìåíò¿¿äòýé á¿ëãýýð õèéõ äààëãàâàð
Èëòãýë õèéõ
Ä¿ðä òîãëîõ
Ãàíöààð÷èëñàí áà á¿ëãèéí ÿðèëöëàãà
ªºðèé㺺 òàíèëöóóëàõ
×àäàìæ áà ã¿éöýòãýëèéí øàëãàëò
Õóâü õ¿íèé îíöëîã áà ñîíèðõëûã øàëãàõ òåñò
Áèçíåñ òîãëîîì
Òàéâøðóóëàõ äàñãàëóóä
Íàìòðûí àñóóëãà

9. InWEnt – AoM Workshop
September 6-9, 2004
Chair of Business Administration, Organization
and Human Resource Management
Chart 9
Ñîíãîõ ¿éë ÿâöûí àëõìóóä
ªðãºäºë ãàðãàã÷èéí àæèëëàõ ñîíèðõîë
Àæèëä îðîõîîñ ºìíºõèéã íü øàëãàõ
ªðãºäëèéí ìàÿãò
Íàìòðûã íü øàëãàõ
Íýìýëò ÿðèëöëàãà (ñîíãîëòîîð)
Òîäîðõîé íºõöºëòýé àæèë ñàíàë áîëãîõ
Ýð¿¿ë ìýíäèéí ¿çëýã
Àæèëä òîìèëîõ
ßðèëöëàãàÒåñò
1
2
3
4 5
6
7
8

10. InWEnt – AoM Workshop
September 6-9, 2004
Chair of Business Administration, Organization
and Human Resource Management
Chart 10
Ñîíãîõ ¿éë ÿâöûí àëõìóóä 1/9
 Àæëûã áîäèòîéãîîð óðüä÷èëàí õàðàõ
 ªðãºäºë ãàðãàã÷ íü òóõàéí áàéãóóëëàãàä õ¿ññýí àæëûíõàà òàëààð íàðèéí
îéëãîëòòîé áîëîõ ¿éë ÿâö þì.
– Ýíý íü áîäèòîé áóñ õ¿ëýýëòèéã áèé áîëãîæ ¿¿íèé óëìààñ ñýòãýë òàâã¿éðõýí óëìààð
àæëààñ ãàðàõàä õ¿ðýõýýñ ñýðãèéëíý.
 Pre-screening interview
– Verify minimum qualifications
 Electronic pre-screening
– Scanning resumes and applications
 Electronic submission of applications
Pre-Employment Screening
ªðãºäºë ãàðãàã÷èéí àæëûí ñîíèðõîë1
2

11. InWEnt – AoM Workshop
September 6-9, 2004
Chair of Business Administration, Organization
and Human Resource Management
Chart 11
Ñîíãîõ ¿éë ÿâöûí àëõìóóä 2/9
 ªðãºäëèéí çîðèëãóóä
– ªðãºäºë ãàðãàã÷èéí àæëûí òàëààðõ ñîíèðõëûí òýìäýãëýãýý
– ªðãºäºë ãàðãàã÷äûí ä¿ð òºðõèéã òýìäýãëýãýý
– Àæèëä îðñîí ºðãºäºë ãàðãà÷äûí ¿íäñýí òýìäýãëýãýý
– Ñîíãîõ ¿éë ÿâöûí ¿ð ä¿íã ñóäëàõ
 Application Disclaimers and Notices
– Employment-at-will
• Indicates the right of the employer or employee to terminate the employment
relationship without cause or notice
– References contacts
• Obtains applicant’s permission of contact references
ªðãºäë¿¿ä3

12. InWEnt – AoM Workshop
September 6-9, 2004
Chair of Business Administration, Organization
and Human Resource Management
Chart 12
Stages of the Selection Process Flow Chart 3/9
 Employment-at-will
– Indicates the right of the employer or employee to terminate the employment relationship
at any time with or without notice or cause.
 References contacts
– Obtains applicant’s permission to contact references.
 Employment testing
– Notifies applicants of required drug tests, physical exams, or other tests.
 Application time limits
– Indicates how long the application will remain active.
 Information Falsification
– Indicates that false information is grounds for termination.
Application Disclaimers and Notices

13. InWEnt – AoM Workshop
September 6-9, 2004
Chair of Business Administration, Organization
and Human Resource Management
Chart 13
ªðãºäëèéí ýíãèéí õýëáýð 1/2
Àæèëä îðîõ ºðãºäºë
Õóâèéí ìýäýýëýë Today’s date:
Íýð Ýöãèéí íýð Îâîã Íèéãìèéí äààòãàëûí äóãààð
Îäîîãèéí õàÿã Õîò Óëñ Êîä Óòàñíû äóãààð
ßìàð àëáàí òóøààëä îðîõîîð õ¿ñýëò ãàðãàæ áàéãàà? Date Available For Employment e-mail õàÿã
Òà í¿¿õ áîäîëòîé Òà çîð÷èõûã õ¿ñýæ áàéíà óó? Öàã õóãàöàà, àìðàëòûí ºäð¿¿ä, èë¿¿ öàã àæèëëàõàä
Áàéãàà þó?? ÿìàð íýã òàòãàëçàõ ç¿éë áèé þó? ÿàãààä?
 Òèéì  ¯ã¿é  Òèéì  ¯ã¿é
Òà ºìíº ýíý áàéãóóëëàãàä Õóãàöàà áîëîí áàéðëàëûã çààíà óó
ýñâýë ñàëáàðóóäàä íü àæèëëàæ áàéñàí óó?
 Òèéì  ¯ã¿é
Can You, After Employment, Submit Verification Of íîöòîé ãýìò õýðýãò õîëáîãäîæ
Your Legal Right to Work In Mongolia? Øèéòã¿¿ëæ áàéñàí óó?
 YES  NO  Òèéì  ¯ã¿é
Ãýìò õýðãèéí õ¿íä õºíãºí, ÿë
ýäýëýñýí õóãàöààíààñ
õàìààðàí õ¿ñýëò ãàðãàñàí
õ¿íèéã æàãñààëòààñ õàñàõ
ýñýõèéã øèéäíý.
Àæëûí ÷èã ¿¿ðãèéí ã¿éöýòãýë
Ǻâøèëöºëòýéãýýð ýñâýë çºâøèëöºëã¿éãýýð òà õ¿ñýëò ãàðãàñàí àæëûíõàà á¿õ ÷èã ¿¿ðãèéã ã¿éöýòãýõ áîëîìæòîé þó?
 Ǻâøèëöºëã¿éãýýð Òèéì  Ǻâøèëöºëòýéãýýð Òèéì  ¯ã¿é
Õýðýâ Òà çºâøèëöºëòýéãýýð á¿õ ÷èã ¿¿ðãèéã ã¿éöýòãýæ ÷àäíà ãýæ ¿çýæ áàéãàà áîë ÿìàð çºâøèëöºëòýéãýýð ¿¿ðýã äààëãàâðàà õýðõýí
àìæèëòòàé ã¿éöýòãýõ âý

14. InWEnt – AoM Workshop
September 6-9, 2004
Chair of Business Administration, Organization
and Human Resource Management
Chart 14
ªðãºäëèéí ýíãèéí õýëáýð 2/2
Áîëîâñðîë
Ñóðãóóëü Ñóðãóóëèéí íýð õàÿã Æèë Òºãñºëò Ñóðñàí ÷èãëýë
Åð. Áîë. ñóðãóóëü
Áèçíåñèéí ñóðãóóëü
Êîëëåæ
Èõ ñóðãóóëü
Õóâèéí æîëîîíû .............
This Section Is To Be Completed Only If The Operation Of A Motor Vehicle Will Be required In The Course Of The Applicant‘s Employment.
How Long Have You Been A Licensed Driver? Drivers License Number: Expiration Date: Issuing State:
Within the Past 5 Years Have You Been Convicted of Reckless Been Cited for Moving
Had A Vehicle Accident? Or Drunken Driving? Violations?
 YES  NO  YES  NO  YES  NO
Has Your Driver’s License Been If YES, explain: Is Your Diver’s License Restricted? If YES, explain:
Revoked or Suspended?
 YES  NO
If YES, Give
Dates:
If YES, Give
Dates:

15. InWEnt – AoM Workshop
September 6-9, 2004
Chair of Business Administration, Organization
and Human Resource Management
Chart 15
Ñîíãîí øàëãàðóóëàõ ¿éë ÿâöûí ¿å øàòóóä 4/9
 Òàíèí ìýäýõ¿éí ÷àäàìæèéí òåñò
– Õóâü õ¿íèé ñýòãýõ¿é, îé òîãòîîëò, reasoning, ÿðèàíû áîëîîä ìàòåìàòèê ñýòãýëãýý
 Áè¸ áÿëäðûí ÷àäàìæèéí òåñò
– Õ¿÷ ÷àäàë, òýñâýð õàòóóæèë, õºäºë㺺íèéã õýìæèõ
 Psychomotor Tests
– Measure dexterity, ãàð-í¿äíèé áàðèìæàà, arm-hand steadiness, áóñàä õ¿÷èí ç¿éëñ.
 Work Sample Tests
– Require an applicant to perform a simulated task.
 Assessment Centers
– A series of evaluation exercises and tests used for the selection and development of
managerial personnel.
– Multiple raters assess participants in multiple exercises and problems that are job
content-related to the jobs for which the individuals are being screened.
Ñîíãîõ áà øàëãàõ: ×àäàìæèéí øàëãàëò4

16. InWEnt – AoM Workshop
September 6-9, 2004
Chair of Business Administration, Organization
and Human Resource Management
Chart 16
Stages of the Selection Process Flow Chart 5/9
Other Tests:
 Personality Tests
– Minnesota Multiphasic Personality Inventory (MMPI)
– Myers-Briggs
 Honest and Integrity Testing
– Overt integrity tests
– Personality-oriented integrity tests
 Graphology (Handwriting Analysis)
– Analysis of the characteristics of an individual’s writing that purports to reveal personality
traits and suitability for employment.
 Psychics
– Persons who are supposedly able to determine a person’s intellectual and emotional
suitability for employment

17. InWEnt – AoM Workshop
September 6-9, 2004
Chair of Business Administration, Organization
and Human Resource Management
Chart 17
Stages of the Selection Process Flow Chart 6/9
5 Interviews:
 Conducting an Effective Interview
– Planning the interview
– Controlling the interview
– Using proper questioning techniques
 Question types to avoid in interviews
– Yes/No questions
– Obvious questions
– Questions that rarely produce a true
answer
– Leading questions
– Illegal questions
– Questions that are not job related
Structured Interviews
• Behavioral Interviews
• Situational Interviews
Structured Interviews
• Behavioral Interviews
• Situational Interviews
Less Structured
Interviews
• Non-Directive Interviews
• Stress Interviews
Less Structured
Interviews
• Non-Directive Interviews
• Stress Interviews
Unstructured
Interviews
Unstructured
Interviews
Most Effective
Least Effective

18. InWEnt – AoM Workshop
September 6-9, 2004
Chair of Business Administration, Organization
and Human Resource Management
Chart 18
Stages of the Selection Process Flow Chart 7/9
Problems inProblems in
the Interviewthe Interview
Problems inProblems in
the Interviewthe Interview
HaloHalo
EffectEffect
HaloHalo
EffectEffect
SnapSnap
JudgmentsJudgments
SnapSnap
JudgmentsJudgments
NegativeNegative
EmphasisEmphasis
NegativeNegative
EmphasisEmphasis
Biases andBiases and
StereotypingStereotyping
Biases andBiases and
StereotypingStereotyping
CulturalCultural
NoiseNoise
CulturalCultural
NoiseNoise

19. InWEnt – AoM Workshop
September 6-9, 2004
Chair of Business Administration, Organization
and Human Resource Management
Chart 19
Stages of the Selection Process Flow Chart 8/9
6 Background Investigation:
Source: Based on Pinkerton, Top Security Threats and Management Issues
Facing Corporate America Year 2000 Survey of Fortune 1000 Companies.

20. InWEnt – AoM Workshop
September 6-9, 2004
Chair of Business Administration, Organization
and Human Resource Management
Chart 20
Stages of the Selection Process Flow Chart 9/9
8 Making the Job Offer:
 Drug Testing
– Tests monitored to protect integrity of results.
 Genetic Testing
– Tests for genetic links to workplace hazards
– Tests for genetic problems related to the workplace
– Tests to exclude workers for increased risks
 Offer Guidelines
– Formalize the offer with a letter to the applicant clearly stating the terms and conditions
of employment.
– Avoid vague, general statements and promises.
– Require return of a signed acceptance of the offer.
7 Medical Examinations and Inquires: