HUMAN RESOURCES MANAGEMENT II.docx - HUMAN RESOURCES MANAGEMENT II By Mukhamad Arfian S(C1H016031 Bagas Aji Prasetyo(C1H018030 Novia Yuniarti(C1H018014


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Explain about Realistic Job Previews (RJP), RJP methods, and the effect of RJP Realistic Job Previews is providing job applicants with accurate information about what a position with an organization involves. RJP method : RJPs have been provided by means of short videos or booklets the effects of realistic job previews (RJPs) has more than a 50-year history (Breaugh, 1992). The basic premise upon which the use of an RJP is based is that many job applicants have inaccurate perceptions of positions for which they are applying. Given many employers try to make themselves appear to be a good place to work (Billsberry, 2007), these applicant expectations generally are inflated. If hired, individuals possessing inflated job expectations are thought to be more likely to become dissatisfied with their positions and more likely to quit than applicants who have more accurate expectations (Breaugh & Starke, 2000). As a way to address inaccurate job expectations, it has been suggested that an employer should provide recruits with candid information concerning a job opening (i.e., information about both positive and negative job and organizational attributes). By providing an RJP, those individuals who do not perceive a good person–job/organization fit are able to withdraw from job consideration. Thus, those RJP recipients who remain in the applicant pool, if hired, should experience what they expected which, in turn, should result in such outcomes as employee satisfaction, retention, and a sense that the organization was open and honesty with them during the recruitment process (Breaugh & Starke, 2000).
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Explain recruitment process Fig.1 suggests that, before making decisions concerning such issues as what recruitment methods to use, an organization should thoughtfully establish its recruitment objectives. For example, until an employer decides upon the type of individuals it seeks to attract as job applicants (e.g., type of work experience, level of education), it is difficult for it to make optimal decisions about how to bring a job opening to their attention. Fig. 1 lists several possible recruitment objectives an employer might have. Some of these involve pre-hire objectives such as filling
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  • Fall '12
  • Michael R. Carrell, Christina Heavrin, J.D.

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