Chapter 16 human resources i the hiring process
This presentation is the property of its rightful owner.
Sponsored Links
1 / 12

Chapter 16 Human Resources I: The Hiring Process PowerPoint PPT Presentation


  • 96 Views
  • Uploaded on
  • Presentation posted in: General

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.

Download Presentation

Chapter 16 Human Resources I: The Hiring Process

An Image/Link below is provided (as is) to download presentation

Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author.While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server.


- - - - - - - - - - - - - - - - - - - - - - - - - - E N D - - - - - - - - - - - - - - - - - - - - - - - - - -

Presentation Transcript


Chapter 16 human resources i the hiring process

Chapter 16Human Resources I: The Hiring Process


Learning outcomes 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.

Discuss the guideline for conducting an effective interview.

Explain the advantages and disadvantages of the various selection tools for hiring practices.


Human resources i the hiring process

Human Resources I: The Hiring Process

Determining the Job to be Filled

Recruiting and Selection

Basic Concept of Job Design

Training and Development

Performance Evaluation

Programs to Retain Employees


Determining the job to be filled

Determining the Job to be Filled

Job analysis – is the investigation and determination of the skills, knowledge and abilities required to perform a job.

Observation method

Individual/Group Interview

Structure questionnaire method

Technical conference method

Diary method


Determining the job to be filled1

Determining the Job to be Filled

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.


Recruiting and selection

Recruiting and Selection

The Interview

most used but possibly the least effective

Written Tests

May be discriminatory


Recruiting and selection1

Recruiting and Selection

Assessment Center

Expensive but good predictors

Work Sampling

Positive correlation to candidates suggest in tasks


Additional considerations

Additional Considerations

Physical exams to ensure fitness for the job.

Drug testing for illegal substance abuse.


Summary

Summary

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.


Summary1

Summary

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.


Summary2

Summary

A job analysis is often done to determine the various components of a job.


Summary3

Summary

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.


  • Login