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Copyright © 2010 Pearson Education, Inc. Publishing as Prentice Hall 7-1
Human Resource Management
Chapter Seven
Selection
Copyright © 2010 Pearson Education, Inc. Publishing as Prentice Hall 7-2
Selection and Performance
Hiring manager has ultimate responsibility for selection of employees
Performance of company is directly correlated to employees hired and the competencies they bring to the job
Employees who are not a good fit tend to make mistakes and/or leave often resulting in lost customers and money
Copyright © 2010 Pearson Education, Inc. Publishing as Prentice Hall 7-3
Selection Systematic process of deciding which applicants to hire, promote or move to other jobs Prediction—selecting an applicant that can do the job or learn to do it well Internal selection is moving current employees into vacant positions
Copyright © 2010 Pearson Education, Inc. Publishing as Prentice Hall 7-4
Person-Job Fit
A good match between applicant’s KSAs and interests with those of the job
Satisfied employees tend to be more productive
A strong fit maximizes the benefits for employees and the organizations for which they work
Copyright © 2010 Pearson Education, Inc. Publishing as Prentice Hall 7-5
Selection Methods Initial screening involves reviewing the information
provided by applicants to decide which applicants are worthy of consideration
Final screening is taking a more in-depth look at applicants, reviewing references, conducting background checks
Applications and resumes reviewed to determine which applicants meet minimum job requirements (education, previous experience, etc.)
Copyright © 2010 Pearson Education, Inc. Publishing as Prentice Hall 7-6
Guidelines for Application Questions
Keep questions job related Ask questions about relevant past work experience, skills, abilities, education, goals and interests Don’t ask personal questions (Are you married?
What year did you graduate from high school?)
Copyright © 2010 Pearson Education, Inc. Publishing as Prentice Hall 7-7
Tips for Screening Resumes
Copyright © 2010 Pearson Education, Inc. Publishing as Prentice Hall 7-8
Screening Interviews
Calling applicant and conducting a short telephone interview
Confirms person is still looking for a job
Provides clues about person’s oral communication skills
Final screening narrows down number of candidates to enable final selection
Copyright © 2010 Pearson Education, Inc. Publishing as Prentice Hall 7-9
Employment Tests
Aptitude tests measure basic talents or abilities Cognitive ability tests measure general
intelligence like numeric fluency, general reasoning or verbal comprehension
Physical ability tests measure endurance, strength or general fitness
Achievement tests or competency tests measure applicant’s current knowledge or skill level
Copyright © 2010 Pearson Education, Inc. Publishing as Prentice Hall 7-10
Employment Tests (cont’d)
Work sample test requires applicant perform a sample of work representative of the job
Knowledge tests measure applicant’s mastery of subject matter to do the job
Personality inventories identify extent to which applicant possesses certain characteristics needed to be successful in job
Copyright © 2010 Pearson Education, Inc. Publishing as Prentice Hall 7-11
When to Use Employment Tests
1. Current selection process does not result in quality of employees desired
2. Turnover or absenteeism is high
3. Current selection methods do not meet professional or legal standards
4. Productivity is low
5. Errors made by employees could have safety, health, or financial consequences
Copyright © 2010 Pearson Education, Inc. Publishing as Prentice Hall 7-12
Interviews Panel interview—several people interviewing applicant at
the same time Unstructured interviews—interviewer will ask job-related
questions but without defined format and uses different questions with different applicants
Structured interview—more accurate means of comparing responses across applicants, same questions asked to all applicants
Situational interview—interviewer poses hypothetical situations and asks how candidate would respond
Behavioral interview—interviewer asks how candidate has handled a situation in the past
7–13
Examples of Questions That Provide Structure
Note: These questions provide structure, insofar as they are job-related and the employer can be consistent in asking them of all candidates.
Situational Questions
1. Suppose a co-worker was not following standard work procedures. The co-worker was more experienced than you and claimed the new procedure was better. Would you use the new procedure?
2. Suppose you were giving a sales presentation and a difficult technical question arose that you could not answer. What would you do?
Past Behavior Questions
3. Based on your past work experience, what is the most significant action you have ever taken to help out a co-worker?
4. Can you provide an example of a specific instance where you developed a sales presentation that was highly effective?
Background Questions
5. What work experiences, training, or other qualifications do you have for working in a teamwork environment?
6. What experience have you had with direct point-of-purchase sales?
Job Knowledge Questions
7. What steps would you follow to conduct a brainstorming session with a group of employees on safety?
8. What factors should you consider when developing a television advertising campaign?
Copyright © 2010 Pearson Education, Inc. Publishing as Prentice Hall 7-14
Other Screening Techniques
Reference checks—potential employer can contact applicant’s references to verify information (applicants should sign release form granting permission)
Background checks—verifying information provided during the application process or to obtain additional information (education, criminal check, credit reports)
Copyright © 2010 Pearson Education, Inc. Publishing as Prentice Hall 7-15
Assessment Centers
Put candidates through a series of simulations designed to assess their ability to perform aspects of job they are seeking (example: communication, decisiveness, delegation, planning, etc.)
In-basket—candidates sort through and respond to letters, memos, reports within a specified time frame
Leaderless group discussion—candidates are given a problem to solve
Role plays—candidates play out job-related situations
Copyright © 2010 Pearson Education, Inc. Publishing as Prentice Hall 7-16
Drug and Medical Tests Drug-Free Workplace Act of 1988
requires federal contractors to develop policies to ensure workers are drug free
Drug testing has decreased in recent years due to cost
Medical exams can only be required after an offer of employment has been made
Copyright © 2010 Pearson Education, Inc. Publishing as Prentice Hall 7-17
Rating Errors
Bias—one’s personal views affect the decision making Candidate’s personal characteristics (attractiveness,
age, and gender) affect the decision Contrast effect—evaluation is artificially inflated or
deflated compared to another applicant Halo effect/devil’s horns effect—positive or negative
characteristic of a job candidate affects the other attributes
Impression management—applicant engages in behavior to falsely impress interviewer (self promotion, ingratiation)
Copyright © 2010 Pearson Education, Inc. Publishing as Prentice Hall 7-18
Selection in Practice
Copyright © 2010 Pearson Education, Inc. Publishing as Prentice Hall 7-19
Factors Affecting Selection Practices
Company’s strategy and core competencies required of all employees
Low-cost strategy might focus on efficiency and productivity using simple application, short interview
Differentiation might focus on customer service using role plays, situational interviews, etc.
Larger companies use more formal and extensive selection process, smaller companies very informal, simplified process
Copyright © 2010 Pearson Education, Inc. Publishing as Prentice Hall 7-20
Factors Affecting Selection Practices (cont’d)
Person-Organization fit—how well a person fits within the broader organizational culture (values)
Promotion-from-within policy—extent to which a company tends to promote current employees rather than look outside the organization
Efforts to reduce bias and treat applicants in fair and consistent manner
Labor market including skills of applicants and willingness of applicants to accept jobs
Globalization and need to modify selection process for language differences
Copyright © 2010 Pearson Education, Inc. Publishing as Prentice Hall 7-21
Technology and Selection
Applications are completed at a computer kiosk
Computer based personality or situational judgment questionnaire used for screening interview
Applicants call in to respond to questions Reference and background checking may
now be done by companies online
Copyright © 2010 Pearson Education, Inc. Publishing as Prentice Hall 7-22
Globalization and Selection
Hiring increasingly large numbers of international employees to work domestically
Selecting internal candidates to send to other countries
Hiring host-country nationals to work in host countries
Hiring international employees to work for company abroad
Copyright © 2010 Pearson Education, Inc. Publishing as Prentice Hall 7-23
Privacy Concerns
Selection methods like background checks, credit reports, drug tests should be used only when job related and less invasive alternatives are not available
Rationale should be explained to applicants Reliability and validity should be
established Think through what information is ethical
and responsible to divulge to applicants