大学人力资源管理教学课件Chapter-4-Selecting-and-Placing-Human-Resources

Chapter4SelectingandPlacing

HumanResourcesAfterstudyingthischapter,youshouldknow:Whyselectionandplacementmustconsiderbothperson-jobandperson-organizationfit.Thesequenceofatypicalselectionprocess.Threetypesofselectiontestsandlegalconcernsabouttheiruses.Severaltypesofselectioninterviewsandsomekeyconsiderationswhenconductingtheseinterviews.HowlegalconcernsaffectbackgroundinvestigationsofapplicantsanduseofmedicalexaminationsintheselectionprocessKeytermsDisenchantment无吸引力Reference介绍人（信），证明人（信）Screeninginterview初选Initialreception初期接待Jobpreview工作预览Disclaimer免责声明StructuredInterview结构化面谈Behavioralinterview行为式面谈Situationalinterview情景化面谈NondirectiveInterview非引导式面谈（非定向面谈）StressInterviews压力式面谈Snapjudgments快速判断Haloeffect光环效应Bias偏见Stereotyping成见SelectionSelectionTheprocessofchoosingindividualswhohaveneededqualitiestofilljobsinanorganization.“Goodtrainingwillnotmakeupforbadselection.”OrganizationsneedqualifiedemployeestosucceedWhy?TypicalDivisionofHRResponsibilities:SelectionSelectionProcessFlowChartApplicantJobInterestRealisticJobPreviewTheprocessthroughwhichajobapplicantreceivesanaccuratepictureoftheorganizationalrealitiesofthejob.Purpose?Topreventthedevelopmentofunrealisticjobexpectationsthatcausedisenchantment,dissatisfaction,andturnoverinnewemployeesScreeninginterviewScreeninginterviewisdesignedtoweedoutunqualifiedcandidates.Pre-screeninginterviewVerifyminimumqualificationsTheseinterviewsareusuallyquick,efficientandlowcoststrategiesthatresultinashortlistofqualifiedcandidates.usuallyconductedbyamemberofthehumanresourcesdepartment.ApplicationsPurposesofApplicationsRecordofapplicant’sinterestinthejobProvidesaprofileoftheapplicantBasicrecordforapplicantswhoarehiredResearcheffectivenessoftheselectionprocessApplicationDisclaimersandNoticesEmployment-at-willIndicatestherightoftheemployeroremployeetoterminatetheemploymentrelationshipatanytimewithorwithoutnoticeorcause.ReferencescontactsObtainsapplicant’spermissiontocontactreferences.EmploymenttestingNotifiesapplicantsofrequireddrugtests,physicalexams,orothertests.ApplicationtimelimitsIndicateshowlongtheapplicationwillremainactive.InformationFalsificationIndicatesthatfalseinformationisgroundsfortermination.SampleApplicationFormSampleApplicationForm(cont’d)EEOandApplicationsApplicationsshouldnotcontainillegal(nonjob-related)questionsconcerning:MaritalstatusHeight/weightNumberandagesofdependentsInformationonspouseDateofhighschoolgraduationContactincaseofemergencySelectionandTesting:AbilityTestsCognitiveAbilityTestsMeasureanindividual’sthinking,memory,reasoning,andverbalandmathematicalabilities.PhysicalAbilityTestsMeasurestrength,endurance（耐力）,andmuscularmovementPsychomotorTestsMeasuredexterity（灵巧性）,hand-eyecoordination,arm-handsteadiness,andotherfactors.SelectionandTesting:AbilityTestsWorkSampleTestsRequireanapplicanttoperformasimulatedtask.AssessmentCentersAseriesofevaluationexercisesandtestsusedfortheselectionanddevelopmentofmanagerialpersonnel.Multipleratersassessparticipantsinmultipleexercisesandproblemsthatarejobcontent-relatedtothejobsforwhichtheindividualsarebeingscreened.TypesofPre-EmploymentTestingUsedSource:HumanResourceExecutive,January2001,37.Usedwithpermission.OtherTestsPersonalityTestsMinnesotaMultiphasicPersonalityInventory(MMPI)Myers-BriggsHonestandIntegrity（正直）

TestingOvertintegritytestsPersonality-orientedintegritytestsPolygraphs(“liedetector”)Polygraphtestinginpre-employmentisprohibited(inmostinstances)bytheEmployeePolygraphProtectionAct.BigFivePersonalityCharacteristicsControversialandQuestionableTestsGraphology(HandwritingAnalysis)Analysisofthecharacteristicsofanindividual’swritingthatpurportstorevealpersonalitytraitsandsuitabilityforemployment.PsychicsPersonswhoaresupposedly

abletodetermineaperson’s

intellectualandemotional

suitabilityforemploymentTestingConsiderationsandConcernsProperUseofTestsinSelectionUseforadditionalinformation,notdisqualificationNegativereactionsbytesttakerstocertaintestsCostsoftestingversus“badhires”LegalConcernsandSelectionTestingJob-relatedness(validity)ofselectionprocessesCompliancewithEEOlawsandregulationsSelectionInterviewingEEOConcernswithInterviewingIdentifyobjectivejob-relatedcriteriatobesoughtintheinterviewSpecifythedecision-makingcriteriausedProvidemultiplelevelsofreviewfordecisionsUsestructuredinterviews,askingthesamequestionsofallthoseinterviewedTypesofSelectionInterviewsStructuredInterviewsStructuredInterviewUsesasetofstandardizedquestionsaskedofalljobapplicants.UsefulforinitialscreeningandcomparisonsBenefitsObtainsconsistentinformationneededforselectiondecisionIsmorereliableandvalidthanotherinterviewformatsMeetsEEOguidelinesfortheselectionprocessStructuredInterviews(cont’d)BehavioralinterviewApplicantsareaskedtogivespecificexamplesofhowtheyhaveperformedacertaintaskorhandledaprobleminthepast.Helpsdiscoverapplicant’ssuitabilityforcurrentjobsbasedonpastbehaviors.Assumesthatapplicantshavehadexperiencerelatedtotheproblem.SituationalinterviewApplicantsareaskedhowtheywouldrespondtoaspecificjobsituationrelatedtothecontentofthejobtheyareseeking.LessStructuredInterviewsNondirectiveInterviewApplicantsarequeriedusingquestionsthataredevelopedfromtheanswerstopreviousquestions.Possibilityofnotobtainingneededinformation.Informationobtainedmaynotbejob-relatedorcomparabletothatobtainedfromotherapplicants.StressInterviewsAninterviewdesignedtocreateanxietyandputpressureonanapplicanttoseehowthepersonresponds.WhoDoesInterviewsVideo

InterviewingIndividualsPanel

InterviewsTeam

InterviewsInterviewsEffectiveInterviewingConductinganEffectiveInterviewPlanningtheinterviewControllingtheinterviewUsingproperquestioningtechniquesQuestiontypestoavoidininterviewsYes/NoquestionsObviousquestionsQuestionsthatrarelyproduceatrueanswerLeadingquestionsIllegalquestionsQuestionsthatarenotjobrelatedCommonSelectionInterviewQuestionsProblemsintheInterviewProblemsin

theInterviewHalo

EffectSnap

JudgmentsNegative

EmphasisBiasesand

StereotypingCultural

NoiseBackgroundInvestigationFalsificationofBackgroundInformationOne-thirdofapplicationsandresumescontainfactualmisstatementsorsignificantomissions.ReferenceCheckingMethodsTelephoningthereferenceUsingpreprintedreferenceformsOutsourcingreferencecheckingLegalConstraintsObtainingsignedreleasesfromapplicantsisnecessarytoavoidproblemswithprivacyissues.（FairCreditReportingAct）BackgroundInvestigationSourcesSource:BasedonPinkerton,TopSecurityThreatsandManagementIssuesFacingCorporateAmericaYear2000SurveyofFortune1000Companies.MedicalExaminationsandInquiresAmericanWithDisabilitiesAct(ADA)Prohibitspre-employmentmedicalexamsProhibitsrejectingpersonsfordisabilitiesoraskingdisability-relatedquestionsuntilafteraconditionaljobofferismade.DrugTestingTestsaremonitoredtoprotectintegrityofresults.GeneticTestingTes