Concepts is a section on sources of information about

concepts is a section on sources of information about job candidates,
except for testing and interviewing. These two sources of information
are presented in expanded discussions so the reader will have sufficient
background for developing a further understanding of the values of both
of these tools. In studying the material about testing, reference should be
made to Chapter 3, which covers the EEOC requirements. This chapter
concludes with a discussion of what is involved in reaching a selection
decision. While the clinical approach to decision making is mentioned,
the emphasis is placed on statistical approaches.
Chapter 4: Objectives
Discuss the relationship between job requirements and the performance
of HRM functions.
Indicate the methods by which job analysis typically is completed.
Identify and explain the various sections of job descriptions.
Provide examples illustrating the various factors that must be taken into
account in designing a job.
Examine how international ethical standards differ from country to
country.
Describe the different group techniques used to maximize employee
contributions.
Differentiate and explain the different adjustments in work schedules.
Chapter 5: Objectives
Explain the advantages and disadvantages of external recruitment.
Explain the advantages and disadvantages of recruiting from within the

organization.
Discuss how job opportunities can be inventoried and employee
potential assessed.
Explain how a career management program integrates individual and
organizational needs.
Define consideration and describe contracts lacking in consideration.
Explain why diverse recruitment and career development activities are
important to companies.
Chapter 6: Objectives
Explain the objectives of the personnel selection process.
Identify the various sources of information used for personnel selection.
Compare the value of different types of employment tests.
Illustrate the different approaches to conducting an employment
interview
List and describe the contracts that must be in writing under the Statute
of Frauds.
HRM
Function
Possible Outcomes of
Filling Job Opening with
No Job Description
Possible Outcomes
with Job Description
Recruitment Company: Difficult to
generate accurate list of job
qualifications for job
postings
Employees: Unclear or
perhaps inaccurate view of
job qualifications, which
may lead to applying for
job when they shouldn’t or
not applying when they
should
Company: Has a basis for
clearly communicating
what they need in a job
candidate
Employees: Have
information to help them
determine if they have what
it takes to do the job
Selection Company: Poorer hiring
decisions often occur when
decision makers have only
a vague idea of what kind
of person they need
Company: Has criteria by
which to evaluate job
candidates
Employees: Can
communicate how they are

Employees: Individuals
may be a poor fit for the
job they’ve been hired to
do
best suited to job if they
know what the job requires
Training &
Development
Company: Probably won’t
know where skill