人力资源管理第六章[精心整理].ppt

* * * * * * * * * * * * * * * * Copyright ? 2010 by McGraw-Hill Ryerson Schwind 9th Canadian Edition . 6 S I X Selection C H A P T E R Selection Process Defined A series of specific steps used by an employer to decide which recruits should be hired Begins when recruits apply for employment and ends with the hiring decision Involves matching the employment needs of the applicant and the organization Strategic Significance of Selection 2. 3. An organization’s selection decisions must reflect job requirements Selection strategy must be well integrated with organizational priorities 1. Successful execution of an organization’s strategy depends on the calibre of its employees Strategic Significance of Selection (cont’d) 5. Selection strategy must adapt to labour market realities - Selection ratio 4. Selection strategy must recognize organizational constraints Steps in the Selection Process Preliminary Reception Initial contact with applicants Walk-ins may receive preliminary interview Write-ins often receive letter of acknowledgment This step has disappeared in many organizations with the increasing use of Internet recruitment Steps in the Selection Process Review of Application Blanks/Screening Interviews Care needs to be taken to ensure application is useful and meets legal requirements Use of weighted application blanks or biographical information blanks Preliminary reception Review screening Steps in the Selection Process Preliminary reception Reliability Requires that the test yields consistent results Validity Requires that the test scores significantly relate to job performance or some other relevant criteria Empirical approaches Predictive validity Concurrent validity Rational approaches Content validity Construct validity Review screening Employment tests more Steps in the Selection Process Preliminary reception Types of Tests Personality Knowledge Performance Assessment centres Computer-interactive Integrity Attitude Tests Review screening E