809381
HRM Recruitment and Selection
- Job analysis
- broad statement of the purpose, scope, duties and responsibilities
- job title, department, location, main tasks, rewards and conditions
- job title, department, location, main tasks, rewards and conditions
- Job Description
- (Russo et al 1996)
- MBO (Management By Objectives)
- S.M.A.R.T
- Smart.Measurable.Acheivable.Realistic.Timely
- Smart.Measurable.Acheivable.Realistic.Timely
- S.M.A.R.T
- Job Content
- Who you are reporting to.
- MBO (Management By Objectives)
- 4 Requirments
- Match job description
- Detailed Requirments
- Differentiable between candidates
- ssess whether a
candidate meets
the specification
- ssess whether a
candidate meets
the specification
- Differentiable between candidates
- Detailed Requirments
- Match job description
- (Russo et al 1996)
- Person Specification
- KSAs
- Where to reqruit
- Vroom´s Expectancy Theory. E-.P-> PO
- KSAs
- broad statement of the purpose, scope, duties and responsibilities
- Recruitment phase
- aims at attracting a pool of suitable applicants
- Internal Reqruitment
- Existing employees
- Self Applicants
- Manager
Recommendations
- Manager
Recommendations
- Self Applicants
- Existing employees
- External Reqruitment
- Head-hunters
- Universities
- Universities
- Head-hunters
- newspaper/word
of mouth/monster
- Attract suitable applicants
- Deter unsuitable applicants
- Positive image of the company
- Positive image of the company
- Deter unsuitable applicants
- Attract suitable applicants
- Pfeffer-> targeting
selection,
performance gaps
- Connection to Performance Mgmt
- aims at attracting a pool of suitable applicants
- Selection Phase
- validity & Reliability of selection methods
- Validity
- Does the
selection method
what it is
supposed to
measure
- Does the
selection method
what it is
supposed to
measure
- Suitability
- How well the
candidates
KSAs Match job
requirments
- How well the
candidates
KSAs Match job
requirments
- Reliability
- Would others
select the same
candidate
- Test and
re-test and
still get the
same results
- Test and
re-test and
still get the
same results
- Would others
select the same
candidate
- Validity
- Reliability of Selection
- Errors and biases
- Stereotyping
- Horns/Halo effect
- Horns/Halo effect
- Stereotyping
- Structured interviews
- Detailed Job Analysis
- Detailed Job Analysis
- validity & Reliability of selection methods
- Good Fit Intro
- Morley 2007
- KSA
- KSA
- Planning
- Bridging corporate plans and needs with HR
- Bridging corporate plans and needs with HR
- Morley 2007
- Best practice
- role specification
- Identifying suitable candidates.
- Applicant filtering
- Applicant screening
- Face to face interviews
- Review & Feedback
- in-depth interviews
- preferred candidate offer
- Keep candidate updated until start.
- Keep candidate updated until start.
- preferred candidate offer
- in-depth interviews
- Review & Feedback
- Face to face interviews
- Applicant screening
- Applicant filtering
- Identifying suitable candidates.
- role specification
- Forecasting
- Human resources forecasting involves
projecting labor needs and the effects
they’ll have on a business.
- Renewal or pull Internally
- Changes with environmental changes
- Wastage, Absenteeism, Profile
- W.A.P
- W.A.P
- Human resources forecasting involves
projecting labor needs and the effects
they’ll have on a business.
- Critique
- training costs
- supervisory problems
- turnover rates
- Low utilization of human potential
- training costs
- Adams Equity theory/ fair treatment
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