Karteikarten
Chapter 6 - Selection
Karten in diesem Stapel (14)
- 1Use of biometrics in HRBiometrics: Fingerprints, Palm Prints, Facial Features, DNA, Retinas, Irises, Odors, Rythm, gait, voice
- for any situation that requires accurate identification
- can create privacy and security risk - 2Significance of Employee selection- Process of choosing the individual best suited for particular position
- Goal is to properly match people with jobs and organization
- Selecting wrong person for any job can be costly - 3Environmental Factors affecting selection process- Other HR functions
- Legal considerations
- decision-making Speed
- Organizational hierarchy
- Applicant pool and selection ratio
- Type of organization
- Probationary period
- Organizational fit - 4The Selection Process- Preliminary Screening
- Review of Applications and resumes
- Selection tests
- Employment interviews
- Pre-Employment screening (backround and reference investigation)
- Selection Decision
- Physical Examination
--> new employee - 5Preliminary Screening- removes obviously unqualified applicants
- BUT: applicant may be qualified for another position within the firm --> benefit - 6Review of Applications- Application from must reflect firm's informational needs
- Preprinted statements are usually included:
> certifies that information provided is accurate
> should state position is "employment at will"
> gives permission for background check - 7Reveiw of ResumesResume: Goal-directed summary of a person's experience, education and training developed for use in the selection process
- 8Recruitment and Selection with LinkedIn- online social network of professionals
- may be valuable in finding a job
- members have created free online profiles about themselfes
- useful in finding passive candidates - 9Selection Tests Use and ProblemsUse: Relaible and accurate means of selecting qualified candidates, cost is small in comparison, identify attitudes and job-related skills that interviews cant recognize
Problems: "can do" vs "will do", Test anxiety, legal liabilities - 10Employement Interview usegoal oriented conversation where interviewer and applicant exchange information
- continues to be primary method used to evaluate applicants
- at this points candidates are assumed to be qualified - 11Selection Decision- results should me made known to candidates as soon as possible
- deleay may result in firm losing prime candidate
- unsuccessful candidates should also be promptly notified - 12Human Capital Metrics- measures of HR performance, should be good indicators of whether or not strategic goals are being achieved.
- task of measuring and understanding how they contribute to the bottom line is often difficult
- no onse-size-fits-all-metric - 13Metrics for Evaluating Recruitment/Selection EffectivenessQuality of hire, time required to hire, new hire retention, hiring manager overall satisfaction, turnover rate, cost per hire, selection rate, acceptance rate, yield rate
- 14Leadership styles in the global environment- Country's culture plays a major role in determining whether an executive will be successful or not
- Majority of firms are deeply rooted in the culture of their home countries
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- Der Nutzer hat seine Fachbereichs-Information gelöscht. Karteikarten am Chapter 6 - Selection, erstellt von Gelöschter Nutzer am 22/01/2020.
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- Erstellt von Josefine Marie · 21 Jan 2020
- Kopiert von Josefine Marie · 22 Jan 2020
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