Chapter 16 Human Resources I: The Hiring Process. Learning Outcomes: Human Resources I: The Hiring Process. Outline the human resources process. Contrast job description, job analysis, and job specification. Outline the recruiting and selection process.
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Chapter 16Human Resources I: The Hiring Process
Outline the human resources process.
Contrast job description, job analysis, and job specification.
Outline the recruiting and selection process.
Discuss the guideline for conducting an effective interview.
Explain the advantages and disadvantages of the various selection tools for hiring practices.
Determining the Job to be Filled
Recruiting and Selection
Basic Concept of Job Design
Training and Development
Programs to Retain Employees
Job analysis – is the investigation and determination of the skills, knowledge and abilities required to perform a job.
Structure questionnaire method
Technical conference method
Job Description is
a written statement of the necessary components to do a job in an effective and efficient manner.
Job Specification is
a statement of the qualifications needed to perform a job.
most used but possibly the least effective
May be discriminatory
Expensive but good predictors
Positive correlation to candidates suggest in tasks
Physical exams to ensure fitness for the job.
Drug testing for illegal substance abuse.
The hiring process is one of the most critical jobs in a organization. One needs to be able to select the best workers for the jobs.
In determining the job to be filled one needs to have a job description that explains the necessary components of a job that are expected of a worker and job specifications that list the essential qualifications or personal characteristics needed to perform the work.
A job analysis is often done to determine the various components of a job.
When recruiting and selecting a worker, the most frequent method is the interview. Other methods would include written tests, assessment centers, work sampling, or a combination of these methods.