Karteikarten
WORKBOOK 4 RECRUITMENT & SELECTION
Karten in diesem Stapel (12)
- 1DEFINE RECRUITMENTPROCESS OF ACQUIRING APPLICANTS WHO ARE AVAILABLE & QUALIFIED TO FILL POSITIONS IN ORG
- 24 STEP OF THE RECRUITMENT PROCESS1. IDENTIFY JOB OPENING
2. COMPILE JOB REQUIREMENTS
3. DECIDE RECRUITMENT SOURCES & METHODS TO USE
4. OBTAIN SATISFACTORY POOL OF APPLICANTS - 3NAME 6 NON-TRADITIONAL RECRUITMENT STRATEGIES1. TRAINING PROGRAMME FOR DISADVANTAGED
2. MENTORING
3. LEARNERSHIPS & MENTORING PROGRAMMES
4. CAREER EXHIBITIONS
5. TELERECRUITING
6. DIVERSITY DATA BANKS - 4NAME 7 ADVANTAGES OF INTERNAL RECRUITMENT1. INCREASES MORALE
2. KNOWLEDGE OF THE EMPLOYEE
3. CHAIN EFFECT OF PROMOTION
4. HIRE AT ENTRY LEVEL ONLY
5. FASTER & LESS EXPENSIVE
6. EMPLOYEE PRODUCTIVE SOONER
7. LITTLE/NO ORIENTATION - 5NAME 4 DISADVANTAGES OF INTERNAL RECRUITMENT1. UNHEALTHY COMPETITION IN OFFICE
2. NO NEW IDEAS DEVELOPMENT
3. MORALE PROBLEM - NOT PROMOTED
4. STRONG MAN PROGRAMME NEEDED - 6NAME 4 ADVANTAGES OF EXTERNAL RECRUITMENT1. APPLICANT POOL IS BIGGER
2. NEW IDEAS BROUGHT IN
3. REDUCES INTERNAL FIGHTING
4. MINIMISES PETER PRINCIPLE - 7NAME 5 DISADVANTAGES OF EXTERNAL RECRUITMENT1. DESTROYS INTERNAL INCENTIVE TO PERFORM
2. ABILITY TO FIT IN IS UNKNOWN
3. INCREASED ADJUSTMENT PROBLEMS
4. TAKES LONGER TO BECOME PRODUCTIVE
5. COMPREHENSIVE ORIENTATION NEEDED - 8NAME 4 INTERNAL & 4 EXTERNAL RECRUITMENT METHODSINTERNAL 1. JOB POSTING
2. BULLETIN BOARD
3. E-MAIL
4. INTRANET
EXTERNAL 1. DIRECT APPLICATIONS
2. UNIVERSITY/SCHOOL CAMPUS
3. EMPLOYEE REFERRALS
RECRUITMENT AGENCIES - 9DEFINE SELECTIONPROCESS OF CHOOSING FROM GROUP OF APPLICANTS, THE BEST SUITED FOR THE POSITION
- 10NAME THE 4 DETERMINANTS OF "SUITABLY QUALIFIED"1. FORMAL QUALIFICATION
2. PRIOR LEARNING
3. RELEVANT EXPERIENCE
4. CAPACITY TO ACQUIRE, IN REASONABLE TIME, ABILITY TO DO JOB - 11NAME & DESCRIBE THE 6 STEPS IN THE SELECTION PROCESS1. INITIAL SCREENING - REMOVE APPLICANTS NOT SUITABLE
2. APPLICATION FORMS - TO OBTAIN RELEVANT INFO ON APPLICANT
3. INTERVIEW - DETERMINE ABILITY/MOTIVATION/MATCH NEEDS
4. PRE-EMPLOYMENT ASSESSMENT/TEST - ROLE PLAYING, ASSESSMENT CENTRE
5. REFERENCE CHECKS -
6. MEDICAL EXAMINATION - - 12NAME THE 8 STEPS FOR AN OBJECTIVE INTERVIEW1.SETTING - FORMALISED PROCEDURES
2. DOCUMENTATION - FORMAL RECORD KEEPING
3. STANDARDISATION
4. SCORING - CRITERIA
5. REVIEWING SPECIFICATIONS - BEFORE
6. REVIEW APPLICATION FORM - TO DISCUSS IN INTERVIEW
7. TRAINING THE INTERVIEWER
8. JOB-RELATED QUESTIONS - PREPARE
Informationen
- Beschreibung
- HR MANAGEMENT Karteikarten am WORKBOOK 4 RECRUITMENT & SELECTION, erstellt von Toni-Lee Farrell am 24/09/2019.
- Erstellt von
- Toni-Lee Farrell
- Aufrufe
- 3
- Bewertung