20604471
Beschreibung
Karteikarten von Josefine Marie, aktualisiert more than 1 year ago
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Erstellt von Josefine Marie
vor fast 5 Jahre
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| Frage | Antworten |
| Use of biometrics in HR | Biometrics: 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 |
| Significance 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 |
| Environmental 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 |
| The 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 |
| Preliminary Screening | - removes obviously unqualified applicants - BUT: applicant may be qualified for another position within the firm --> benefit |
| Review 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 |
| Reveiw of Resumes | Resume: Goal-directed summary of a person's experience, education and training developed for use in the selection process |
| Recruitment 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 |
| Selection Tests Use and Problems | Use: 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 |
| Employement Interview use | goal 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 |
| Selection 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 |
| Human 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 |
| Metrics for Evaluating Recruitment/Selection Effectiveness | Quality of hire, time required to hire, new hire retention, hiring manager overall satisfaction, turnover rate, cost per hire, selection rate, acceptance rate, yield rate |
| Leadership 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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