人力资源管理4(双语)

Chapter4

RecruitingandSelectingApplicants人力资源管理4(双语)全文共64页，当前为第1页。LearningObjectivesUnderstandhowafirm’srecruitingandselectingpracticescanleadtocompetitiveadvantage.Explainthechoicesinvolvedinplanningarecruitmentstrategy.Discussthevariousrecruitmentmethods.Explainthevariousselectionmethodsusedbyfirms.人力资源管理4(双语)全文共64页，当前为第2页。OpeningCase:GainingCompetitiveAdvantageattheLosAngelesUnitedSchoolDistrictProblem:Apoorrecruitingsystemresultinginlow-qualityhiresSolution:UsinganonlinesystemandrollingouttheredcarpetHowthenewrecruitmentprocessenhancedcompetitiveadvantageDistrictattractstopcandidates,with95%ofnewhiresinthepastyearbeinghighlyqualifiedThroughtheuseofautomatedservices,thedistrictsavesabout$10millionperyear人力资源管理4(双语)全文共64页，当前为第3页。Recruitment

Theprocessofattractingindividualsonatimelybasis,insufficientnumbers,andwithappropriatequalifications,andencouragingthemtoapplyforjobswithanorganization人力资源管理4(双语)全文共64页，当前为第4页。SelectionTheprocessofchoosingfromagroupofapplicantstheindividualbestsuitedforaparticularpositionandanorganization.人力资源管理4(双语)全文共64页，当前为第5页。TheRecruitmentandSelectionProcessDecidewhatpositionsyou’llhavetofillthroughpersonnelplanningandforecasting.Buildapoolofcandidatesforthesejobsbyrecruitinginternalorexternalcandidates.Havecandidatescompleteapplicationformsandperhapsundergoaninitialscreeninginterview.Useselectiontechniquesliketests,backgroundinvestigations,andphysicalexamstoidentifyviablecandidates.Decidewhotomakeanofferto,byhavingthesupervisorandperhapsothersontheteaminterviewthecandidates.人力资源管理4(双语)全文共64页，当前为第6页。StepsinRecruitmentandSelectionProcessTherecruitmentandselectionprocessisaseriesofhurdlesaimedatselectingthebestcandidateforthejob.人力资源管理4(双语)全文共64页，当前为第7页。

RecruitingYieldPyramid人力资源管理4(双语)全文共64页，当前为第8页。人力资源管理4(双语)全文共64页，当前为第9页。人力资源管理4(双语)全文共64页，当前为第10页。RecruitmentLocateapplicantsAttractapplicants人力资源管理4(双语)全文共64页，当前为第11页。RecruitingProgramGoalsAchievecostefficiencyAttracthighlyqualifiedcandidatesHelpensureemployeeretentionComplywithnondiscriminationlawsCreateamorediverseworkforce人力资源管理4(双语)全文共64页，当前为第12页。AchieveCostEfficiencyLimitrecruitmentcostswithoutloweringproductivity人力资源管理4(双语)全文共64页，当前为第13页。AttractHighlyQualifiedApplicantsCapturecandidates’attention.Stimulatecandidates’interest.人力资源管理4(双语)全文共64页，当前为第14页。FactorsInfluencingApplicantDecisionsAlternativeJobOpportunitiesAttractivenessofCompanyAttractivenessoftheJobRecruitmentActivities人力资源管理4(双语)全文共64页，当前为第15页。RealisticJobPreviewInformingapplicantsaboutallaspectsofthejob,includingbothitsdesirableandundesirablefacets.Includedescriptiveandjudgmentalinformation.Limitdiscussionofnegativestoissuesthathavecausedturnoverinthepast.Reflecttheactualbalanceofpositiveandnegativefactors.人力资源管理4(双语)全文共64页，当前为第16页。RealisticJobPreviewPositivebenefitsofRJPImprovedemployeejobsatisfactionReducedvoluntaryturnoverEnhancedcommunicationthroughhonestyandopennessRealisticjobexpectations人力资源管理4(双语)全文共64页，当前为第17页。AchieveLegalComplianceRecruitunderutilizedgroups.人力资源管理4(双语)全文共64页，当前为第18页。CreateaMoreCulturallyDiverseWorkforceExtendrecruitmenteffortstodisadvantagedgroups.OlderworkersQualifiedworkerswithdisabilities人力资源管理4(双语)全文共64页，当前为第19页。RecruitmentPlanningSteps1.Identifythejobopening.2.Decidehowtofillthejobopening.3.Identifythetargetpopulation.4.Notifythetargetpopulation.5.Meetwiththecandidates.人力资源管理4(双语)全文共64页，当前为第20页。Step1:IdentifytheJobOpeningAreanynewbudgetedpositionsopeningsoon?Isacontractundernegotiationthatmayresultintheneedforadditionalhires?Whatistheamountofexpectedturnoverinthenextseveralmonths?人力资源管理4(双语)全文共64页，当前为第21页。AlternativestoFillingJobOpeningsOutsourcingOvertimeJobeliminationJobredesign人力资源管理4(双语)全文共64页，当前为第22页。Step2:DecideHowtoFill

theJobOpeningCorevs.contingencypersonnel?Internalvs.externalrecruiting?人力资源管理4(双语)全文共64页，当前为第23页。AdvantagesofUsingContingentPersonnelFlexibilitytocontrolfixedemployeecostsRelievescompanyofmanyofitsHRMburdensCostsavings“Jobtryout”forpermanentpositions人力资源管理4(双语)全文共64页，当前为第24页。DisadvantagesofUsingContingentPersonnelContingentpersonnelmayneedconsiderableorientationandtrainingoncompanyprocedures.Contingentemployeesmaybelesscommittedto“hostorganization.”人力资源管理4(双语)全文共64页，当前为第25页。WhentoUseContingentPersonnelWhenhard-to-findexpertiserequiredWhenstaffingnewofficesingeographicareasfarfrommainheadquartersWhenprojectshavehighriskfactors人力资源管理4(双语)全文共64页，当前为第26页。InternalRecruitmentAdvantagesIncreasesmoraleofallemployeesKnowledgeofpersonnelrecordsChaineffectofpromotionNeedtohireonlyatentrylevelUsuallyfaster,lessexpensiveLessorientationandtrainingrequiredDisadvantagesInternalinfightingInbreeding&nepotismApplicantpoolisrelativelysmallerPeterPrinciple人力资源管理4(双语)全文共64页，当前为第27页。ExternalRecruitmentAdvantagesApplicantspoolisgreaterNewideas,contactsReducesinternalinfightingMinimizesPeterPrincipleDisadvantagesReducesmoralofallemployeesAdjustmentororientationtimeislonger人力资源管理4(双语)全文共64页，当前为第28页。WhentoUseExternalRecruitmentNeedanoutsiderwithnewideasandinnovationsNoqualifiedinternalapplicantsNeedtoincreaserepresentationofunderutilizedgroups人力资源管理4(双语)全文共64页，当前为第29页。Step3:IdentifytheTargetPopulationSpecifyworkerrequirements.Decidewhethertotargetcertainsegmentsoftheapplicantpopulation.人力资源管理4(双语)全文共64页，当前为第30页。Step4:NotifytheTargetPopulationLimittheapplicantpooltoamanageablesize.Discourageunqualifiedapplicantsfromapplying.Clearlystatethejobqualificationsinthevacancynotification.人力资源管理4(双语)全文共64页，当前为第31页。Step5:MeetwiththeCandidatesProvideapplicantswithinformationaboutthejobandthecompany.Providespecificratherthangeneralinformation.人力资源管理4(双语)全文共64页，当前为第32页。MethodsofinternalRecruitmentComputerizedcareerprogressionsystemsSupervisorrecommendationsJobpostingCareerdevelopmentsystems人力资源管理4(双语)全文共64页，当前为第33页。MethodsofExternalRecruitmentEmployeereferralsApplicant-initiatedrecruitmentHelp-wantedadvertisementsPublicemploymentagenciesPrivateemploymentagenciesExecutivesearchfirmsCampusrecruitingorganizationOn-Line人力资源管理4(双语)全文共64页，当前为第34页。MethodsofExternalrecruitingEmployeeReferralsApplicant-InitiatedRecruitment/Walk-Ins/Gate-HiresHelp-WantedAdvertisementsPublicEmploymentAgenciesPrivateEmploymentAgenciesExecutiveSearchFirms/HeadHunter(猎头公司)CampusRecruitingOnlineRecruiting/E-recruiting/Jobboard（求职网站）JobFairs（招聘会）SpecialRecruitingEvents（特色招聘活动）InternshipsProfessionalAssociationsVirtualJobFairs人力资源管理4(双语)全文共64页，当前为第35页。WhattoincludeinanEffectiveRecruitingAd:ASampleTheCompany:Agloballeaderinthemanufactureofpressure-sensitiveadhesivesandmaterials,officeproductsandsystems,withmorethan20,000employeesworldwideandmorethan200manufacturingfacilitiesandsalesofficein40countries.Jobtitle:TrainingManagerLocationofjob:Guangzhou,ChinaThePosition:ReportingtotheHumanResourcesManager,China,thepositionholderisresponsiblefordevelopingandimplementingacomprehensivetrainingprogramforthecompany,managingthetrainingbudgets,selectingtrainingvendorsandconductingsoftskilltraining.人力资源管理4(双语)全文共64页，当前为第36页。WhattoincludeinanEffectiveRecruitingAd:ASampleTheResponsibilities:1.Preparenecessarytrainingmaterials;2.Administertrainingsessions;3.Managetrainingcenter/facilities;4.Assistinmonitoringandevaluationoftrainingprogrameffectiveness.Qualifications:Bachelor’sdegree;Atleast6-yearrelevantsupervisory/managementexperienceinsizableormulti-nationalorganizations;Strongcapabilityoftrainingsolutionsdesignanddelivery;Dynamicpresentationskillsandinterpersonalandconsultingskills;Goodcommandofspoken&writtenEnglish.人力资源管理4(双语)全文共64页，当前为第37页。WhattoincludeinanEffectiveRecruitingAd:ASampleTheApplication:OnlyENGLISHapplicationwillbeprocessed.Pleasesendindetailedresumewithcurrentandexpectedsalaries,witharecentdigitalphototoheqian@byJuly1,2007,withsubjecttitle“ApplyforTrainingManager”.人力资源管理4(双语)全文共64页，当前为第38页。FactorsAffectingtheChoiceofRecruitmentMethodsTypeofjobbeingfilledHowquicklythejobneedstobefilledGeographicregionofrecruitmentCostofimplementingtherecruitmentmethodEEOconsequencesofusingrecruitmentmethod人力资源管理4(双语)全文共64页，当前为第39页。RECRUITMENTMETHODTYPEOFJOB(S)SPEEDGEOGRAPHICLOCATIONCOSTEEOEmployeereferralsApplicantinitiatedHelp-wantedadvertisementsPublicagenciesPrivateagenciesExecutivesearchfirmsCampusrecruitingOn-lineAllAllAllClericalBlue-collarSalesClericalTechnicalLowmanagementExecutivesManagementCollegegradsAllFastFastFast/moderateModerateModerateSlowSlowAllAllAllLocalLocalRegional/nationalRegional/nationalAllLowLowModerateLowModerateHigh/MHighLowPoorPoorGoodGoodFairFairGoodGoodComparisonofExternalRecruitingMethods人力资源管理4(双语)全文共64页，当前为第40页。LineManagersandRecruitmentIdentifyrecruitmentneeds.CommunicaterecruitmentneedstotheHRMdepartment.Interactwithapplicants.人力资源管理4(双语)全文共64页，当前为第41页。TheHRMDepartmentandRecruitingPlantherecruitmentprocess.Implementtherecruitmentprocess.Evaluatetherecruitmentprocess.人力资源管理4(双语)全文共64页，当前为第42页。HRPlanningJobAnalysisRecruitmentSelectionWorkplaceJusticeUnionsSafety&HealthInternationalCompetenceMotivationWorkAttitudesOutputRetentionLegalComplianceCompanyImageCostLeadershipProductDifferentiationTraining/Develop.PerformanceApp.CompensationProductivityImp.HRMandCompetitiveAdvantage人力资源管理4(双语)全文共64页，当前为第43页。OpeningCase:GainingCompetitiveAdvantageatSouthwestAirlinesProblem:SelectingthebestemployeesfromthousandsofapplicantsSolution:ImplementingtargetedselectionHowtheuseoftargetedselectionenhancedcompetitiveadvantageSWAhasbeenquitesuccessfulinachievingacompetitiveadvantage,due,inpart,toitsselectionpractices.人力资源管理4(双语)全文共64页，当前为第44页。SelectionSelectionTheprocessofchoosingindividualswhohaverelevantqualificationstofillexistingorprojectedjobopenings.SelectionConsiderationsPerson-jobfit:jobanalysisidentifiesrequiredindividualcompetencies(KSAOs)forjobsuccess.Person-organizationfit:thedegreetowhichindividualsarematchedtothecultureandvaluesoftheorganization.人力资源管理4(双语)全文共64页，当前为第45页。TheGoalofSelection:

Maximize“Hits”MISS

Inaccurate

prediction

(Personwouldhavesucceededonthejob)HIT

Accurate

prediction

(Personsucceedsonthejob)HIT

Accurate

prediction

(Personwouldnothavesucceededonthejob)MISS

Inaccurateprediction

(Personfailsonthejob)PredictedSuccessJobPerformanceLowLowHighHigh人力资源管理4(双语)全文共64页，当前为第46页。WhyCarefulSelectionisImportant“Selectingqualifiedemployeesislikeputtingmoneyinthebank.”“Goodtrainingwillnotmakeupforbadselection.”“Hirehard,manageeasy.”“Paradise-Hell”人力资源管理4(双语)全文共64页，当前为第47页。LinkingSelectionPracticestoCompetitiveAdvantageSelectHigh-QualityApplicantsCompetitiveAdvantageProductiveEmployeesIncreaseOverallProductivityTrainingNeedsAndCostsAreMinimizedLegalCostsAndNegativeReputationAreMinimizedFirmHiresMostSuitableCandidatesRejectedApplicantsFeelFairlyTreated人力资源管理4(双语)全文共64页，当前为第48页。TypicalStepsintheSelectionProcessApplicationorResumeInitialInterviewReference&BackgroundChecksAbility,Personality,InterestTestsWorkSimulationsFollow-UpInterviewAnalysisandDecisionMaking-Reject-Hold-OfferJobMedical&PhysicalTestsReasonableAccommodationNotificationofCandidatesRecordingofResultsforLegal/ResearchFollow-upEnsureCandidateAcceptsOffer人力资源管理4(双语)全文共64页，当前为第49页。BasicTestingConceptsReliabilityTheconsistencyofscoresobtainedbythesamepersonwhenretestedwiththeidenticalorequivalenttests.Arethetestresultsstableovertime?TestvalidityTheaccuracywithwhichatest,interview,andsoonmeasureswhatitpurportstomeasureorfulfillsthefunctionitwasdesignedtofill.Doesthetestactuallymeasurewhatweneedforittomeasure?人力资源管理4(双语)全文共64页，当前为第50页。ValidityDefinedTheappropriateness,meaningfulness,andusefulnessofselectioninferencesThetechnicaltermfor“effectiveness”效度：指招聘者真正测试到了的品质与想要测的品质的符合程度。（测量结果与想要测量的内容的相关系数）Testvalidityanswersthequestion,“Whatdoesthistestmeasure?”“Doesthistestmeasurewhatitissupposedtomeasure?”人力资源管理4(双语)全文共64页，当前为第51页。HowtoAchieveSelectionValidityUsejobanalysistodeterminejobqualifications.Useselectionmethodsthatreliablyandaccuratelymeasuretheneededqualifications.人力资源管理4(双语)全文共64页，当前为第52页。ReliabilityDefinedConsistencyofmeasurementThedegreeofself-consistencyamongthescoresearnedbyanindividualWhentwopeopleevaluatingthesamecandidateprovidethesameratingsWhentheratingsofacandidatetakenattwodifferenttimesarethesame信度：指系列测验所得的结果稳定性与一致性的高低（指一个人在同一测量中，几次测量结果的一致性）ReliabilityConsistency注意：可信的测验未必有效，而有效的测验必定是可信的。人力资源管理4(双语)全文共64页，当前为第53页。HowtoAchieveSelectionReliabilityEstablishgoodrapportwithcandidates.Askquestionsthatareclear.Askquestionsthataremoderatelydifficult.AdministerseveralmeasurestoassesseachimportantKSA.人力资源管理4(双语)全文共64页，当前为第54页。SelectionMethodsApplicationformsBiographicalinformationblanksBackgroundinvestigationsReferencechecksInterviewsEmploymenttestsSituationsimulation人力资源管理4(双语)全文共64页，当前为第55页。SelectionMethodsAssessmentcentersHandwritinganalysis/GraphologyPolygraphTestsHonestyandIntegrityTestsMedicalandPhysicalTestsDrugTesting人力资源管理4(双语)全文共64页，当前为第56页。TheEffectivenessofSelectionMethodsSource:DavidE.Terpstra,“TheSearchforEffectiveMethods.”ReprintedfromHRFocus,May1996.©1996AmericanManagementAssociationInternational.ReprintedbypermissionofAmericanManagementAssociationInternational,NewYork,NY.Allrightsreserved./.Inasurveyof201HRexecutives,participantswereaskedwhichselectionmethodsproducethebestemployees.Themeanratingforninemethodsona5-pointscale(1=notgood,3=average,

5=extremelygood): Worksamples 3.68 References/recommendations 3.49 Unstructuredinterviews 3.49 Structuredinterviews 3.42 Assessmentcenters 3.42 Specificaptitudetests 3.08 Personalitytests 2.93 Generalcognitiveabilitytests 2.89 Biographicalinformationblanks 2.84人力资源管理4(双语)全文共64页，当前为第57页。ReachingaSelectionDecisionSelectionConsiderations:Areindividualstobehiredaccordingtotheirhighestpotentialoraccordingtotheneedsoftheorganization?Atwhatgradeorwageleveltostarttheindividual?Shouldselectionbeforemployee-jobmatch,orshouldadvancementpotentialbeconsidered?Shouldthosenotqualifiedbutqualifiablebeconsidered?Shouldoverqualifiedindividualsbeconsidered?Whateffectwilladecisionhaveonmeetingaffirmativeactionplansanddiversityconsiderations?人力资源管理4(双语)全文共64页，当前为第58页。“Can-Do”and“Will-Do”Factors

inSelectionDecisions“CanDo”______________________________KnowledgeSkillsAbilities“WillDo”______________________________PersonalityValuesMotivationJobPerformance人力资源管理4(双语)全文共64页，当前为第59页。SelectionDecisionStrategiesObjectivityMultipleCutoffModel-MinimumStatisticalApproachCompensatoryModel-AverageMultip