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Staffing

Staffing. BMA 360 Session 6. Recruitment. Staffing: Attraction & selection for maximum P-J-O fit. Selection. Human Resource Management. Explain the importance of the person-job-organization match and how it can be established.

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Staffing

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  1. Staffing BMA 360 Session 6

  2. Recruitment Staffing: Attraction & selection for maximum P-J-O fit Selection Human Resource Management Explain the importance of the person-job-organization match and how it can be established Interpret & analyze how HRM policies & practices support the entire organization Identify & explain HR policies & practices that motivate workers Discuss avenues to maintain strong employment relationships Planning for human resources Understanding work: Job/work analysis

  3. Recruitment, Selection & HR • Recruitment & selection = Staffing • Applicants • Organizations • Affects other organizational activities

  4. Labor Markets & Staffing • Relevant labor market • Internal labor market • External labor market • Responding to changes in labor markets

  5. Common Recruitment Mistakes • Lack of specificity in job ads • Word of mouth recruitment • Inaccurate information

  6. Designing Recruitment Programs • Strategically planned • Carefully done

  7. Recruitment Philosophy • Internal • External

  8. Recruitment Strategy • Where • Whom • How • When • Recruiters • Information

  9. Wal*Mart Recruitment • http://www.walmartstores.com/GlobalWMStoresWeb/navigate.do?catg=218

  10. Wal*Mart Recruitment - China • http://www.wal-martchina.com/english/career/career.htm • http://www.wal-martchina.com/english/career/mustknow.htm

  11. Recruitment Evaluation • Number of jobs filled • Number/quality of resumes/applications • Acceptance to offer ratio • Salary offered • Rejected offers • Time to fill • Cost per hire • Cost of operations • Affirmative action goals • New employee performance • Most effective methods

  12. Reliability Validity Selection Strategy Business strategy Organizational culture Selection Strategy

  13. Measurement Issues in Selection • Reliability • Validity

  14. Measurement Issues in Selection Job performance Test score

  15. EEOC Uniform Guidelines • What is a “test?” • Application blank? • Interview? • Performance appraisal? • Training programs?

  16. Steps in Developing Selection Tests Systematic processes that define job (work) content Job analysis Elements of work that are organized around one unique purpose Tasks Knowledge, skills, abilities & other characteristics KSAOs Anything having an effect on the terms & conditions of employment Test

  17. Steps in Developing Selection Tests Job analysis Tests that measure ability on the task: Job content valid tests Tasks Examples: Word processing tests “Ten-key” tests Role plays of tasks Driving tests Work samples tests

  18. Steps in Developing Selection Tests Examples: Intelligence tests Personality tests Aptitude tests Ability tests Job analysis Tasks Tests that measure the underlying KSAO which the task requires KSAOs

  19. Resumes Cover letters Application blanks Weighted application blanks Biographical information Handwriting analysis Reference reports Letters of recommendation Reference checks Background testing Literacy testing Genetic screening Initial interviews Initial Selection Methods

  20. Mental ability Other ability Job knowledge Integrity Objective personality Interviews Work samples Substantive Selection Methods

  21. Interview as Selection Device • Unstructured interviews • Structured interview • Situational • Experiential

  22. Choosing Right Predictor • Depends on • Job • Validity • Selection ratio • Cost • Adverse impact

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