concepts is a section on sources of information about job candidates except for

Concepts is a section on sources of information about

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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 bemade 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: ObjectivesDiscuss 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 designinga 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: ObjectivesExplain the advantages and disadvantages of external recruitment.Explain the advantages and disadvantages of recruiting from within the
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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: ObjectivesExplain 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 interviewList 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
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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
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