HRM- CHAPTER 4

37問 • 1年前

問題一覧

can be defined as the process of determining from among the applicants who can meet the job requirements and can be offered the vacant position in the organization. It is the deciding point, which determines who among the applicants has the personal qualities that match the requirements for the position.

SELECTION

Through this, the different department of the organization make personal requisitions to the HRD on their manpower requirement duly approved by the management concerned.

PERSONNEL REQUIREMENT FORM

They determines the selection procedure on how to get the most qualified applicants. Managers and top executives must approve these standard operating procedures. A staff department and has a functional authority to assist line managers in all related personnel functions. The final decision to hire usually left up to operating executives.

HRD

must be able to devise the most valid instrument in determining the job selection process. He must be able to identify which are the best predictors of success tor specific jobs. The manager must establish these as qualities sought among prospective and design a selection procedure that will find out to what extent a given applicant possesses them.

HRM MANAGER

The first step in the assessment of an applicant for the job. This step deals with obvious factors such as voice, physical appearance, personal grooming, educational background, professional training and experience that need to be assessed.

PRELIMINARY SCREENING

3 Styles of Interview includes:

STRUCTURES, UNSTRUCTURED AND PANEL OR ROUND-TABLE INTERVIEW

It follows a set of procedures and the interviewer set the leads. Directive interview is usually structured. These interviews are usually more effective in promoting equal opportunities for all applicants.

STRUCTURED INTERVIEW

is where the applicant takes the lead. The kind of interview provides no specific reference and the applicant is given a free hand in talking about himself and the interviewer makes an assessment.

UNSTRUCTURED INTERVIEW

is usually done for managerial and supervisory employees. The applicant meets a panel of interviewers and seeks to facilitate the polling of judgments with prominent members of the working organization.

PANEL OR ROUND-TABLE INTERVIEW

The applicant is required to fill out the company's official application form after passing the preliminary interview. The company's application forms contain more information that the company may need in MIS files or some information that may be required during the in-depth interview.

THE APPLICATION FORM

some companies would require the applicant to write in not less. This would reveal some personality analysis of the person's characteristics. It is the art and science in the analysis of the traits through his handwriting. It can reveal the level of intelligence, emotional stability imagination and ability to work with others as well as discover talents and capacities.

GRAPHOLOGY

Testing in the parlance of HRM, is commonly associated with the prediction and selection of subsequent performance on the job. Tests are still the commonly used instruments for determining the qualifications and talents of the application for a particular job. It is the most objective of all selection instruments in the selection process.

TESTING AND EVALUATION OF RESULTS

Tests can be classified on the bases of personal characteristics sought from the applicant. They are the following:

INTELLIGENCE TEST, APTITUDE TEST, INTEREST TEST, PERSONALITY TEST, AND ACHIEVEMENT OR PROFICIENCY TEST

it is widely used to measure mental ability or general learning ability. There is no good definition of intelligence but it is commonly associated with one's personal capacity for learning and doing things that he learns. The outstanding feature of this type of test is its ability to predict the general capacity for learning or problem – solving.

INTELLIGENCE TEST

It measures the person's capacity to learn a given job, provided there is adequate training. This type of test is usually administered for mechanical and clerical positions.

APTITUDE TEST

It is derived from hereditary and environmental factors. It tries to predict the success in the job if the person's interest and the job are properly matched.

INTEREST TEST

It is considered as an important instrument to test the personality of the applicant especially of supervisory and managerial positions as they have to relate with their co-worker's in the industry.

PERSONALITY TEST

It tries to measure the applicant's knowledge of a given job. It tries to eliminate "trade bluffers" who profess to know a particular type of work. Trade bluffers are people who claim knowledge of a particular type of work or experience that they do not actually possess.

ACHIEVEMENT OR PROFICIENCY TEST

These are people who claim knowledge of a particular type of work or experience that they do not actually possess.

TRADE BLUFFERS

the most important part of the selection After passing all tests required, the applicant is now ready to formally the selection process. All the relevant information about the applicant is' into focus at this point as the final decision to hire the individual is made this interview.

IN-DEPTH INTERVIEW

What are the 3 important characteristics that the interviewer must possess?

KNOWLEDGE, EMPHATY AND COMMUNICATION SKILLS

Better understanding of the psychology of the person is an important factor in the interview. The interviewer must know the behavior of the person and must be able to determine and decipher the answer to questions as he may take down important details during the interview process. He must be able to relate the qualities and qualifications of the individual according to the needs and culture of the organization

KNOWLEDGE

The interviewer must be able to discover the inner behavior of the individual by understanding his own personality and relate this with the feelings of the applicant. The interviewer must be able to understand, anticipate and infer what the interviewee is feeling and draw out a more accurate reflection of the person's characteristics. It is establishing rapport and opening the communication channel that develops understanding. This requires tact and experience.

EMPHATY

the interviewer must have facility of communication. This refer to the use of language, gestures and voice inflection

COMMUNICATION SKILLS

References are important in finally assessing the applicant's worth for the position. References to be credible must be checked with utmost confidentiality if one would like to get a true picture of the individual who would like to join the organization.

EVALUATING REFERENCES

What are the 3 kinds of references?

ACADEMIC, CHARACTER AND WORK OR EXPERIENCE REFERENCE

This may be requested from applicants who are new graduates. This may be addressed "to whom it may concern" which tells about the individual's academic performance together with his transcript of records. Details may include co curricular activities and the student's performance in college.

ACADEMIC REFERENCE

This reference may come from some persons in the community that are familiar with the individual in their place of residence. This may reveal records on the applicant about his relations with the people in the community. A barangay clearance is usually required from the applicant so that the organization will know that he had no adverse records in the community.

CHARACTER REFERENCE

To get the most valid information about the applicant, the work reference check must be mailed to the previous employer stating the confidentiality of the information. It must be in the form of a checklist for the convenience of the person giving the information.

WORK OR EXPERIENCE REFERENCE

This may be the last hurdle in the selection process. The applicants undergo in this step at the company clinic or an authorized hospital to determine the physical fitness of the applicant for the job. The applicant must pass this as he is certified as being in good health.

PHYSICAL EXAMINATION

The applicant who is cleared in all requirements is finally offered the job. Final acceptance for production workers is usually dependent on the approval of the immediate manager or supervisor of the department where the applicant will be assigned.

PLACEMENT

What are the 4 types of employees?

PROBATIONARY, REGULAR OR PERMANENT EMPLOYEES, CONTRACTUAL EMPLOYEE AND CASUAL OR SEASONAL EMPLOYEE

An employee is hired for regular position based on an organizational staffing pattern. This kind of employee can be terminated if he does not pass required reasonable standards in the performance of the job or there exists a just cause for his termination. The probationary period is for six months and after that period he is deemed a permanent or regular employee.

PROBATIONARY

an employee who passed the probationary period and is performing a regular activity in the business of the company covered in the regular company staffing system.

REGULAR OR PERMANENT EMPLOYEE

The employee is hired for a fixed period or specific project of the company, the completion of which is specifically explained to the employee concerned.

CONTRACTUAL EMPLOYEE

An employee is hired for a particular work or service that is seasonal in nature. Employment is temporary according to the volume of work. 5

CASUAL OR SEASONAL EMPLOYEE

It is the development of the required skills for a particular type of work. It is a learner's job to familiarize himself with the required skills. They may be regular or probationary employees after passing the trade skills test during the apprenticeship period. Some may come from on-the-job training required of students to graduate with certain degree.

APPRENTICESHIPS

VITMOLOGY-PPT2

Anndrea S. Galupo · 22問 · 1年前

VITMOLOGY-PPT2