Nondirective interviews are more of a conversation without any structure

Nondirective interviews are more of a conversation

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choose from. Nondirective interviews are more of a conversation without any structure. Structured interviews are more likely to provide the type of information needed to make a sound decision. Situational interviews focus on hypothetical situations while behavioral description interviews assess how a candidate reacted to a past work problem. The organization must also determine how they are going to conduct these interviews, such as on the phone, in person or over a computer. It is important to remember to be ethical and ensure the questions the interviewer is asking are legal. The final stage before making a hiring decision is the post-interview screening. Things like reference checks, background checks, and credit checks are ways to determine the
validity of the candidate. Preemployment tests such as job knowledge tests, work sample tests and cognitive ability tests are ways to determine the reliability of the candidate’s knowledge and skills. Drug testing, medical examinations and polygraph tests also fall under the preemployment test category. Employers must be cautious during this phase not to violate any human rights, and have a bon fide reason for conducting such tests. Unit 5 Why do employers and workers undertake training? Where do their interests converge and diverge? What purposes does orientation serve for employers and workers? When organizations attempt to use worker development to reduce barriers to advancement for women, how does the gendered division of labour in society limit its effectiveness? Unit 6 What purposes does performance management serve? Performance management is the process of creating a work environment in which people can perform to the best of their abilities in order to meet a company’s goals. It is an entire work system that flows from a company’s goals. Aligning the goals of employees with those of the firm, providing continuous on-the-job feedback, evaluating employee’s performance, and encouraging and rewarding them for a job well done are all steps in the performance management process. Performance management serves two purposes; developmental and administrative. The goal of the developmental style is to build on a person’s strengths, eliminate potential weaknesses, and further his or her
career while improving the performance of the organization as well. By taking a developmental approach to the performance management process, managers help employees understand that the feedback they are getting is designed to improve their future competencies and further their careers and are not being conducted simply to judge them. The administrative approach is used to provide input regarding the entire range HRM activities, such as promotions, transfers, layoffs, and pay decisions.

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