《人才招募与甄选》PPT课件.ppt

1、人才招募與甄選,Recruitment, & Selection,組織規劃與人力資源規劃,工作分析、人力資源規劃、招募及甄選間的關係,內部及外部招募方法的優缺點,企業行銷 人才來源極大化 成本極小化 附加價值極大化 人才最適切化 雇用標準化,人才招募與甄選的準則,Ways Companies Find and Recruit People,10% 20% 30% 40% 50% 60% 70% 80% 90%,Newspapers Recruiters Employment agencies Referrals Networking Colleges Trade magazines Inter

2、nal postings Job Fairs Internet Temporary agencies Unsolicited All other methods,Primary source Secondary source,Copyright 1999 by Harcourt Brace & Company All rights reserved.,The Selection Process,Application Blanks and Resumes,Testing,Interviews,Reference Checks,Job Offer,Physical Examination,Hir

3、e New Employee,Copyright 1999 by Harcourt Brace & Company All rights reserved.,Job Performance,Predicted Success,Low,High,High,The Goal of Selection: Maximize “Hits”,參加面試與筆試人數(3：6),通知筆試與應徵人數(1：6),招募過程人數決定,工作申請表 Application Blank 履歷與自傳 Resumes & Vita 工作知識與能力測驗 Job Knowledge & Proficiency Test 性向測驗 Ap

4、titude Test 成就測驗 Achievement Test 心理能力測驗 Mental Ability Test 工作樣本測驗 Work Sample or In-Basket Test 可塑性測驗 Trainability Test 誠實、道德層次測驗 Polygraph & Integrity Test,常見的甄選方法,常見的甄選方法,筆跡評估 Graphology or Handwriting Analysis 非結構性面談 Unstructured Interview 結構性面談 Structured Interview 壓力式面談 Stress Interview 情境式面談

5、 Situational Interview 推薦函 Recommendation Letter 評估中心 Assessment Center 健康檢查 Physical Examination 集體面談 Leaderless Group Discussion,The Selection Process,Obtaining Reliable and Valid Information Reliability The degree to which interviews, tests, and other selection procedures yield comparable data ov

6、er time and alternative measures. Validity Degree to which a test or selection procedure measures a persons attributes.,Correlation Coefficient,-1.00 0.00 1.00 No Relationship Negative Relationship* Positive Relationship* As the value of one As the value of one variable increases, variable increases

7、, the other decreases. so does the other. Example: *The higher ones satisfaction, the lower his or her intention to quit. *The higher ones satisfaction, the higher his or her intention to remain with the company.,Examples of Scatterplots and the Resulting Correlation Coefficient,(y) Criterion,(y) Cr

8、iterion,(y) Criterion,(y) Criterion,r = +1.0,r = -1.0,r = 0.0,r = +.65,Predictor (test) (x),Predictor (test) (x),Predictor (test) (x),Predictor (test) (x),Selection Techniques and the Frequency of Use,TechniquePercentage of firms reporting use Application forms87% Medical examinations50 Mental abili

9、ty31 Ability tests78 Drug tests26 Honesty tests 7 Reference checking96 Weighted application forms11 Interviews94 Personality inventory17 Lie detector tests 5,Copyright 1999 by Harcourt Brace & Company All rights reserved.,預測效度(predictive validity),經由確認預測指標，將預測指標應用於申請人，日後再統計預測指標分數與工作績效的相關性而建立的有效度,預測效

10、度過程,同時效度(concurrent validity),經由確認評量指標，將這個評量指標實施於現有員工，並統計評量指標分數與現有員工工作績效的相關性而確立的有效度,同時效度過程,內容有效度(content validity),甄選程序或工具的內容，能代表工作績效的重要層面之程度,結構有效度(construct validity),甄選標準能衡量工作候選人具有哪些對成功績效很重要的可辨特質之程度,Competence Model,Iceberg Illustration,Trait,Motives,Thinking Pattern,skills,Social Role,Values,Self

11、-Image,knowledge,是成就大事/促成 大業的重大推手,高績效率者絕對所需 但並不足夠,外顯行為,內在特徵,Hidden Value,企業招募應屆畢業生時最重視的條件,預測工作績效的徵選程序之效度,集合程序 效度 非集合程序 效度 1.工作抽樣 0.54 1.同事評價 0.49 2.一般心智能力 0.51 2.行為一致或成就計錄 0.45 3.結構式面談 0.51 3.推薦函 0.26 4.工作知識 0.48 4.工作經驗 0.18 5.工作試用 0.44 5.訓練與經驗點方式 0.11 6.誠實測驗 0.41 6.教育年限 0.10 7.非結構式面談 0.38 7.興趣 0.10

12、 8.評估中心 0.37 8.筆跡測驗 0.02 9.自傳 0.35 9.年齡 -0.01 10.認真測驗 0.31,實際工作預覽(realistic job previews, RJP),乃是一種為工作申請人提供正反兩面完整資訊的方法,工作預覽程序的典型結果,甄選過程的步驟,正式測驗,適性測驗（aptitude tests) 精神運動測驗 (psychomotor tests) 工作知識測驗 (job knowledge tests) 成熟度測驗 (proficiency tests) 興趣測驗 (interest tests) 性格測驗 (personality tests) 測謊器測驗

13、(polygraph),面試類型,結構式面試（structured interview) 非結構式面試 (unstructured interview) 壓力面試 (stress interview) 小組面試 (board and panel interview) 團體面試 (group interview),面談的通病,對工作了解不足 太早下判斷 強調負面資料 面談次序對比誤差 非口語因素的影響 選擇性認知,工作申請表 Application Blank 履歷與自傳 Resumes & Vita 工作知識與能力測驗 Job Knowledge & Proficiency Test 性向測驗

14、 Aptitude Test 成就測驗 Achievement Test 心理能力測驗 Mental Ability Test 工作樣本測驗 Work Sample or In-Basket Test 可塑性測驗 Trainability Test 誠實、道德層次測驗 Polygraph & Integrity Test,常見的甄選方法,常見的甄選方法,筆跡評估 Graphology or Handwriting Analysis 非結構性面談 Unstructured Interview 結構性面談 Structured Interview 壓力式面談 Stress Interview 情境式面談 Situational Interview 推薦函 Recommendation Letter 評估中心 Assessment Center 健康檢查 Physical Examin