Human resources - week 2

?
  • Created by: jmf00632
  • Created on: 16-10-19 12:22
interviews can be described as: (2)
A widely used selection meathod, having 2 main types: structured and unstructured interviews
1 of 23
interviews can be described as: (1)
one of the most favourable selection method internationally
2 of 23
According to Taylor (1998) what is the least accurate selection method?
references
3 of 23
Accodring to Anderson et al (2010), which of these is the most fair selection meathod?
work sample test
4 of 23
what are the 3 stages of hiring someone?
recruitment, selcting employees (attracting candiatates), selection
5 of 23
How can job analysis be described?
the meathod for systematic ID of all vital features of a job so that we can set the nessary standards by which candidates can be assesed
6 of 23
what is recruitment? (1)
is the process which aims to attract suitably qualified candidates for a job from which it is possible to select a competent person (identifying and attracting potential employees)
7 of 23
what is selection?
is the application of techniques with the aim of selecting and appointing a competent person to a vacancy
8 of 23
what is a job analysis?
• this is the method for a systematic identification of all vital features of a job so that we can set the necessary standards by which candidates can be assessed
9 of 23
Advantages of e - recruitment (4)
1.24/7 access for job applicants regardless of their location 2. Providing organizations with a large pool of applicants 3. Providing a significant time and cost improvements 4. reduce the hiring cycle time
10 of 23
disadvtnages (3)
May attract large but unsuitable pool of applicants May not target passive job seekers or reach a diverse populations Less appropriate for blue-collar and senior management jobs, or for targeting old workers
11 of 23
continued (1)
fer of information privacy, security and confidentiality, ethical standards
12 of 23
what is selection?
Selection is the application of techniques with the aim of selecting and appointing a competent person to a vacancy
13 of 23
it is important for these methods to be....
4. IT IS VERY IMPORTANT FOR THE TEST TO KNOW IF THE SECLECTION PROCESS IS REALIABLE, VALID AND FAIR
14 of 23
reliability refers to....
• Reliability refers to the consistency of a particular selection device in providing similar results with the same candidates (e.g. interviews regardless of interviewers)
15 of 23
validity is a measure of....
validity is a measure of effectiveness of a given section procedures in predicting future job performance
16 of 23
an example of validiity.....
• for example, if someone does well in an assessment and they get hired, and they then do well in the job then it proves that that assessment was accurate
17 of 23
selection is important because you can asses a canditates... (7)
1.Organizational attractiveness 2.Job acceptance intentions 3.Litigation intentions 4.Job satisfaction 5.Organizational commitment 6.Turnover intentions7.Performance
18 of 23
what is competence
- Competence is the set of demonstrable characteristics and skills that enable, and improve the efficiency of, performance of a job. The term "competence" first appeared in an authored by R.W. White in 1959 as a concept for performance motivation.
19 of 23
what is a rational approach to employment?
– a one way process in which the employer determines the vacancies requirements and discusses these with potential candidates in order to get a pool of applicants to support the selection process (job analysis, job prescription and person specificati
20 of 23
what are the criticisms of a rational approach to employment?
1. there is no recognition of the power and politics that run through organisational life 2. ignores the role of the candidate
21 of 23
what is the processual approach?
The processual approach states that change is continuous and without a finite end point. Change is also a "messy" process that is shaped by an organisation's history, culture, and internal politics.
22 of 23
this means....
• this means competing for staff – “employers of choice” • makes recruitment costs cheapep as they get more un-socliated applications • brand impage of the company
23 of 23

Other cards in this set

Card 2

Front

interviews can be described as: (1)

Back

one of the most favourable selection method internationally

Card 3

Front

According to Taylor (1998) what is the least accurate selection method?

Back

Preview of the front of card 3

Card 4

Front

Accodring to Anderson et al (2010), which of these is the most fair selection meathod?

Back

Preview of the front of card 4

Card 5

Front

what are the 3 stages of hiring someone?

Back

Preview of the front of card 5
View more cards

Comments

No comments have yet been made

Similar Business Management resources:

See all Business Management resources »See all Human resources resources »