Schwind07IM06 - Chapter 6 Selection SELECTION CHAPTER...

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Unformatted text preview: Chapter 6 Selection SELECTION CHAPTER OBJECTIVES After studying this chapter, you should be able to: Explain the strategic significance of the selection function. Describe the various steps in the selection process. Discuss the types and usefulness of application blanks in selecting employees. Explain the role of employment tests in the selection process. Discuss the major approaches to test validation. Outline the various steps in conducting an employment interview. POWERPOINT SLIDES Canadian Human Resource Management includes a complete set of Microsoft PowerPoint files for each chapter. (Please contact your McGraw-Hill Ryerson representative to find out how instructors can receive these files.) In the lecture outline that follows, a reference to the relevant PowerPoint slide for this chapter is placed beside the corresponding lecture material. The slide number helps you to see your location in the slide show sequence and to skip slides that you dont want to show to the class. (To jump ahead or back to a particular slide, just type the slide number and hit the Enter or Return key.) 6-1 6 Part 3 Attracting Human Resources LECTURE OUTLINE (with PowerPoint slides) Selection Slide 1 Selection Process Defined Slide 2 Strategic Significance of Selection Slide 3 Strategic Significance of Selection (contd) Slide 4 SELECTION PROCESS DEFINED The selection process is a series of specific steps used to decide which recruits should be hired. Begins when recruits apply for employment and ends with the hiring decision-- Steps in between involve matching the employment needs of the organization and the applicant STRATEGIC SIGNIFICANCE OF THE SELECTION FUNCTION The selection process is integral to the strategic success of firms. Critical dimensions include: 1. Successful Execution of an Organizations Strategy Depends on the Calibre of its Employees-- Overall effectiveness and success depends on the quality and calibre of the employees it hires 2. An Organizations Selection Decisions Must Reflect Job Requirements-- Mismatch could result in poor hires or possible lawsuits from applicants who believe they were discriminated against c. Selection Strategy Should Be Linked to an Organizations Stage in Its Life Cycle-- As organizations reach different stages in their life cycle, different priorities emerge 4. Selection Strategy Should Recognize Organizational Constraints-- Selection systems need to be cost-effective and adhere to budgets and policies 5. Selection Strategy Should Recognize Labour Market Realities-- Ideally, an organization has a large, qualified pool of recruits from which to select applicants-- Selection ratio is the relationship between the number of applicants hired and the total number of applicants e e.g. 1:25 is a large selection ratio; 1:2 is a small selection ratio 6. Selection Practices Must be Ethical-- Hiring decisions are shaped by the ethics of employment spets 6-2 Chapter 6 Selection Steps in the Selection...
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Schwind07IM06 - Chapter 6 Selection SELECTION CHAPTER...

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