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22 Cards in this Set

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1. Describe the relationship between planning, recruiting, and selecting people to work with the organization.
* As organizations plan for their future, supervisors and managers at all levels must play an active role in planning for future people requirements.
* It is critical that the organization have the right number and type of employees available to implement a chosen business plan.
* Managers play a key role in planning for the human resources necessary to achieve the business plan.
3. Explain the advantages and disadvantages of external recruitment.
* External recruitment can bring in new ideas and acquire people with specialized skills.
* Constraints on the organization, such as a legislated employment equity plan, may lead to a different pool of applicants than what the manager may want.
4. Explain the objectives of the selection process.
* The selection process attempts to get the right person with the right skills at the right time in the right job.
5. Describe the typical steps in the selection process.
* typical steps start with the receipt of an application form, then an initial interview, possible employment tests, an interview with the supervisor, reference checks, and then a hiring decision.
6. Identify the various sources of information used for selection decisions.
* Application forms or resumes
* References
* Employment tests
7. Explain the value of different types of employment tests.
* More objective than the interview.
* Can provide a broader sampling of behaviour and skills.
8. Discuss the different approaches to conducting a:n employment interview.
* Unstructured, wherein the interviewer is free to pursue whatever approach and sequence of topics might seem appropriate.
* Structured, wherein each applicant receives the same set of questions, which have pre-established answers.
* Situational, in which candidates are asked about hypothetical situations and how they would handle them,
* Behavioural descriptions of previous work experiences.
* Interviews could be conducted by a single individual, a panel, or via a computer interface.
9. human resource planning 104
* Ensuring that the people required to run the company are being used as effectively as possible, where and when they are needed,in order to accomplish the organization's goals
10. recruitment

page 106
The process of locating and encouraging potential applicants to apply for jobs
11. job posting and bidding

* Method of communicating information about job openings
12. labour market

* Area from which applicants are recruited
13. selection

* The process of choosing individuals who have relevant qualifications to fill existing or projected job openings
15. reliability

* the degree to which interviews, tests, and other selection procedures yield comparable data over time and alternative measures
16. validity

* How well a test or selection procedure measures a person's attributes
17. aptitude tests

* Measures of a person's capacity to learn or acquire skills
18. achievement tests

* Measures of what a person knows or can do right now
19. structured interview

* interview in which a set of standardized questions having an established set of answers is used
20. situational interview

* An interview in which an applicant is given a hypothetical incident and asked how he or she would respond to it
21. behavioural description interview (BDI]

*An interview in which applicants are asked questions about what they actually did in a given situation
22. panel interview

*An interview in which a board of interviewers questions and observes a single candidate
2. Explain the advantages and disadvantages of recruiting from within the organization.
* By recruiting from within, the organization can capitalize on previous investments evade in recruiting, selecting, training, and developing its current employees.
* Internal promotions can reward employees for past performance and send a signal to other employees that their future efforts will pay off.
* A disadvantage can be inbreeding of ideas and attitudes.
14. non-directive interview

* interview in which the applicant is allowed the maximum amount of freedom in determining the course of the discussion