Personnel Management

1. Chapter Six
Discussants: Rossana B. Barcelona
Francisco I. Barcelona Jr.

2. RECRUITMENT
 Is the discovering of potential applicants for actual or
anticipated organizational vacancies.
GOALS OF RECRUITMENT
 To provide enough information for individuals to self-select
out of process
 To generate a large pool of applicants from which to choose

3. INFLUENCE THAT CONSTRAIN HRM IN
RECRUITING SOURCES
 Nature of job
 Organization attractiveness
 Internal policies
 Government requirements
 Recruiting budget

4. THE PRINCIPAL SOURCES OF RECRUITING EMPLOYEES
 External Search
 Internal Search
 Employee Referral/Recommendations
 Employment Agencies
 School , Colleges , Universities
 Casual and Unsolicited Applicants
 Professional Organizations
 Temporary Rental Services

5. The Primary Purpose of Selection Activities
 Is to predict which job applicant will be successful if hired. During the
selection process candidate are also informed about the job and
organization.
The discrete selection process would include the following:
 Completion of the application form
Company-specific employment forms used to generate specific
information the company wants.
 Initial screening interview
The first step in the selection process whereby inquiries about a job
are screened.

6.  Final employment decision
 Those individuals who perform successfully in the preceding steps are now
considered to be eligible to receive an offer of employment.
 Background investigation
 The process of verifying information job candidates provide.
 Employment test
 The process of relying to a considerable extent on intelligence, aptitude,
ability and interest test to provide major input to the selection process.
 Physical/medical examination
 An examination indicating an applicant is physically fit for essential job
performance.
 Comprehensive interview
 A selection device, in which in-depth information about a candidate can
be obtained.

7. Key elements for successful predictors:
 Validity
 The proven relationship of a selection device to some relevant
criterion.
 is determined either by discovering the extend to which a test represents
actual job content or through statistical analysis that show the test used
relates to an important job related trait or to performance on the job.
 Reliability
A selection device’s consistency of measurement.
 Cut Scores
A point at which applicants scoring below that point is rejected.

8. There are three validation strategy
2. Construct validity
 The degree to which a particular trait is related to successful
performance on the job (e.g. IQ test).
1. Content Validity
 The degree to which the content of the test as a sample represents all
the situations that could have been include (e.g. a typing test for a
clerk typist)
3. Criterion-related validity
 The degree to which a particular selection device accurately predicts the
important elements of work behavior(e.g. the relationship between a test
score and job performance).

9. Validity generalization
 refers to a process whereby test are validated for numerous
occupations through the use of meta- analysis.