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Human Resource Management
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səhifə | 3/7 | tarix | 22.03.2024 | ölçüsü | 16,95 Kb. | | #180547 |
| Human resourcesSelection Process - Paper & Pencil Tests: Either an ability and personality test.
- Ability test: assess if applicant has right skills for the job.
- Personality test: seek traits relevant to job performance.
- Be sure test is a good predictor of job performance.
- Performance Tests: measure job performance.
- Typing speed test is one example.
- Assessment Center: candidates assessed on job-related activities over a period of a few days.
- References: outside people provide candid information about candidate.
- Can be hard to get accurate information.
- Selection tools must be reliable and valid.
- Reliability: the degree to which the tool measures the same thing each time it is used.
- Scores should be close for the same person taking the same test over time.
- Validity: Does the test measure what it is supposed to measure?
- Example: does a physical ability test really predict the job performance of a firefighter?
- Managers have an ethical and legal duty to develop good selection tools.
Terms - Training: teach organizational members how to perform current jobs.
- Help worker’s acquire skills to perform effectively.
- Development: build worker’s skills to enable them to take on new duties.
- Training used more often at lower levels of firm, development is common with managers.
- A Needs Assessment should be taken first to determine who needs which program and what topics should be stressed.
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