Ch 8 Selection_w1 - MGMT 321 Selecting Human Resources Chapter 8 1 Learning Objectives After you have participated in this lecture and read this

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1 MGMT 321 Selecting Human Resources Chapter 8
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2 Learning Objectives After you have participated in this lecture and read this chapter, you should be able to: Outline the sequence of a typical selection process. Identify types of selection tests and legal concerns about their uses. Discuss several types of selection interviews and some key considerations in conducting these interviews. Explain how legal concerns affect background investigations of applicants and use of medical examinations in the selection process.
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3 Selection and Placement Selection The process of choosing individuals with qualifications needed to fill jobs in an organization. Organizations need qualified employees to succeed. “Hire hard, manage easy.” “Good training will not make up for bad selection.”
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4 HR’s Role in Selection and Placement Reasons for centralizing selection Contact with outside applicants is more efficient. Managers can concentrate on operating responsibilities rather than the selection process. Selection costs are lower with no duplicated efforts. EEO compliance is more assured. How do line managers and HR work together to select the best employees?
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5 Placement Person-job fit Matching the knowledge, skills and abilities (KSAs) of people to the characteristics of jobs (tasks, duties and responsibilities - TDRs). Person-organization fit Synergy between candidate’s interests, needs and values and what the organization offers/stands for Benefits of “fit” Higher employee performance Lower turnover and absenteeism
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6 Job Performance, Selection Criteria, and Predictors Figure 8–2
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7 The Selection Process Legal Concerns in the Selection Process Equal employment opportunity (EEO) laws and regulations Non-discriminatory job-related selection practices Who is an applicant? The employer must have taken steps to fill a particular job. The individual must follow the application procedure. The individual must have expressed interest in a particular position. Applicant Flow Documentation Separate form recording demographic information (candidate completes voluntarily or company representative completes via visual screen)
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8 Selection Process Flowchart Figure 8–3
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9 Applicant Job Interest Realistic Job Preview The process through which a job applicant receives an accurate picture of the organizational realities of the job. Prevents the development of unrealistic job expectations that cause disenchantment, dissatisfaction, and turnover in new employees.
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Pre-Employment Screening Pre-Screening Interview Purpose: verify minimum qualifications Usually phone-based, recruiter administered Electronic Screening Applicant Tracking Systems In what situations would applicant tracking systems be most beneficial? Computer-based Testing
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This note was uploaded on 02/21/2011 for the course MANAGEMENT 321 taught by Professor Joshi during the Spring '09 term at George Mason.

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Ch 8 Selection_w1 - MGMT 321 Selecting Human Resources Chapter 8 1 Learning Objectives After you have participated in this lecture and read this

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