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22 Cards in this Set
- Front
- Back
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1. Describe the relationship between planning, recruiting, and selecting people to work with the organization.
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* 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. |
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3. Explain the advantages and disadvantages of external recruitment.
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* 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. |
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4. Explain the objectives of the selection process.
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* The selection process attempts to get the right person with the right skills at the right time in the right job.
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5. Describe the typical steps in the selection process.
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* 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.
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6. Identify the various sources of information used for selection decisions.
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* Application forms or resumes
* References * Employment tests |
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7. Explain the value of different types of employment tests.
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* More objective than the interview.
* Can provide a broader sampling of behaviour and skills. |
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8. Discuss the different approaches to conducting a:n employment interview.
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* 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. |
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9. human resource planning 104
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* 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
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10. recruitment
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The process of locating and encouraging potential applicants to apply for jobs
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11. job posting and bidding
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* Method of communicating information about job openings
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12. labour market
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* Area from which applicants are recruited
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13. selection
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* The process of choosing individuals who have relevant qualifications to fill existing or projected job openings
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15. reliability
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* the degree to which interviews, tests, and other selection procedures yield comparable data over time and alternative measures
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16. validity
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* How well a test or selection procedure measures a person's attributes
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17. aptitude tests
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* Measures of a person's capacity to learn or acquire skills
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18. achievement tests
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* Measures of what a person knows or can do right now
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19. structured interview
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* interview in which a set of standardized questions having an established set of answers is used
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20. situational interview
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* An interview in which an applicant is given a hypothetical incident and asked how he or she would respond to it
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21. behavioural description interview (BDI]
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*An interview in which applicants are asked questions about what they actually did in a given situation
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22. panel interview
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*An interview in which a board of interviewers questions and observes a single candidate
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2. Explain the advantages and disadvantages of recruiting from within the organization.
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* 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. |
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14. non-directive interview
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* interview in which the applicant is allowed the maximum amount of freedom in determining the course of the discussion
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