Human Resources
...is the process of choosing individuals with qualifications needed to fill jobs in an organization. Without qualified employees, an organization is less likely to succeed. (Hire hard; manage easy. Good training will not make up for bad selection.).
-Employment Functions in any organizations:
Receiving Applications
Interviewing Applicants
Administering tests to applicants
Conducting background investigations
Arranging for physical examinations
Placing and assigning new employees
Coordinating follow up of these employees
Conducting exit interviews with departing employee
Maintaining appropriate records and reports.
-The ultimate purpose of selection is placement (fitting a person to the job).
-Person-job fit: matching the knowledge, skills and abilities (KSAs) of people to the characteristics of jobs (tasks, duties, responsibilities-TDRs).
Benefits: Higher employee performance,
Low turnover and absenteeism
This matching affects training and operating costs
- Person-organization fit: congruence between individuals and organizational factors.
- KSA’s=TDRs=Job Success?
IDENTIFY 3 TYPES OF SELECTION TESTS AND LEGAL CONCERNS ABOUT THEIR USES.
-Examples of test: Literacy, skills, psychological measurement, honesty tests are the major category.
Selection Tests:
Ability: Cognitive ability test: measures an individual’s thinking, memory, reasoning, verbal and mathematical skills. When testing this ensure that the abilities are job related. General mental ability has been found to be a good job predictor of performance. These tests cost less than personality tests and are highly reliable, however, certain racial minorities score one full standard deviation below non-minorities- which can lead to an adverse impact.
Physical ability test: measures an...
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