人力資源管理4(雙語)

Chapter4

RecruitingandSelectingApplicants人力資源管理4(雙語)全文共64頁，當(dāng)前為第1頁。LearningObjectivesUnderstandhowafirm’srecruitingandselectingpracticescanleadtocompetitiveadvantage.Explainthechoicesinvolvedinplanningarecruitmentstrategy.Discussthevariousrecruitmentmethods.Explainthevariousselectionmethodsusedbyfirms.人力資源管理4(雙語)全文共64頁，當(dāng)前為第2頁。OpeningCase:GainingCompetitiveAdvantageattheLosAngelesUnitedSchoolDistrictProblem:Apoorrecruitingsystemresultinginlow-qualityhiresSolution:UsinganonlinesystemandrollingouttheredcarpetHowthenewrecruitmentprocessenhancedcompetitiveadvantageDistrictattractstopcandidates,with95%ofnewhiresinthepastyearbeinghighlyqualifiedThroughtheuseofautomatedservices,thedistrictsavesabout$10millionperyear人力資源管理4(雙語)全文共64頁，當(dāng)前為第3頁。Recruitment

Theprocessofattractingindividualsonatimelybasis,insufficientnumbers,andwithappropriatequalifications,andencouragingthemtoapplyforjobswithanorganization人力資源管理4(雙語)全文共64頁，當(dāng)前為第4頁。SelectionTheprocessofchoosingfromagroupofapplicantstheindividualbestsuitedforaparticularpositionandanorganization.人力資源管理4(雙語)全文共64頁，當(dāng)前為第5頁。TheRecruitmentandSelectionProcessDecidewhatpositionsyou’llhavetofillthroughpersonnelplanningandforecasting.Buildapoolofcandidatesforthesejobsbyrecruitinginternalorexternalcandidates.Havecandidatescompleteapplicationformsandperhapsundergoaninitialscreeninginterview.Useselectiontechniquesliketests,backgroundinvestigations,andphysicalexamstoidentifyviablecandidates.Decidewhotomakeanofferto,byhavingthesupervisorandperhapsothersontheteaminterviewthecandidates.人力資源管理4(雙語)全文共64頁，當(dāng)前為第6頁。StepsinRecruitmentandSelectionProcessTherecruitmentandselectionprocessisaseriesofhurdlesaimedatselectingthebestcandidateforthejob.人力資源管理4(雙語)全文共64頁，當(dāng)前為第7頁。

RecruitingYieldPyramid人力資源管理4(雙語)全文共64頁，當(dāng)前為第8頁。人力資源管理4(雙語)全文共64頁，當(dāng)前為第9頁。人力資源管理4(雙語)全文共64頁，當(dāng)前為第10頁。RecruitmentLocateapplicantsAttractapplicants人力資源管理4(雙語)全文共64頁，當(dāng)前為第11頁。RecruitingProgramGoalsAchievecostefficiencyAttracthighlyqualifiedcandidatesHelpensureemployeeretentionComplywithnondiscriminationlawsCreateamorediverseworkforce人力資源管理4(雙語)全文共64頁，當(dāng)前為第12頁。AchieveCostEfficiencyLimitrecruitmentcostswithoutloweringproductivity人力資源管理4(雙語)全文共64頁，當(dāng)前為第13頁。AttractHighlyQualifiedApplicantsCapturecandidates’attention.Stimulatecandidates’interest.人力資源管理4(雙語)全文共64頁，當(dāng)前為第14頁。FactorsInfluencingApplicantDecisionsAlternativeJobOpportunitiesAttractivenessofCompanyAttractivenessoftheJobRecruitmentActivities人力資源管理4(雙語)全文共64頁，當(dāng)前為第15頁。RealisticJobPreviewInformingapplicantsaboutallaspectsofthejob,includingbothitsdesirableandundesirablefacets.Includedescriptiveandjudgmentalinformation.Limitdiscussionofnegativestoissuesthathavecausedturnoverinthepast.Reflecttheactualbalanceofpositiveandnegativefactors.人力資源管理4(雙語)全文共64頁，當(dāng)前為第16頁。RealisticJobPreviewPositivebenefitsofRJPImprovedemployeejobsatisfactionReducedvoluntaryturnoverEnhancedcommunicationthroughhonestyandopennessRealisticjobexpectations人力資源管理4(雙語)全文共64頁，當(dāng)前為第17頁。AchieveLegalComplianceRecruitunderutilizedgroups.人力資源管理4(雙語)全文共64頁，當(dāng)前為第18頁。CreateaMoreCulturallyDiverseWorkforceExtendrecruitmenteffortstodisadvantagedgroups.OlderworkersQualifiedworkerswithdisabilities人力資源管理4(雙語)全文共64頁，當(dāng)前為第19頁。RecruitmentPlanningSteps1.Identifythejobopening.2.Decidehowtofillthejobopening.3.Identifythetargetpopulation.4.Notifythetargetpopulation.5.Meetwiththecandidates.人力資源管理4(雙語)全文共64頁，當(dāng)前為第20頁。Step1:IdentifytheJobOpeningAreanynewbudgetedpositionsopeningsoon?Isacontractundernegotiationthatmayresultintheneedforadditionalhires?Whatistheamountofexpectedturnoverinthenextseveralmonths?人力資源管理4(雙語)全文共64頁，當(dāng)前為第21頁。AlternativestoFillingJobOpeningsOutsourcingOvertimeJobeliminationJobredesign人力資源管理4(雙語)全文共64頁，當(dāng)前為第22頁。Step2:DecideHowtoFill

theJobOpeningCorevs.contingencypersonnel?Internalvs.externalrecruiting?人力資源管理4(雙語)全文共64頁，當(dāng)前為第23頁。AdvantagesofUsingContingentPersonnelFlexibilitytocontrolfixedemployeecostsRelievescompanyofmanyofitsHRMburdensCostsavings“Jobtryout”forpermanentpositions人力資源管理4(雙語)全文共64頁，當(dāng)前為第24頁。DisadvantagesofUsingContingentPersonnelContingentpersonnelmayneedconsiderableorientationandtrainingoncompanyprocedures.Contingentemployeesmaybelesscommittedto“hostorganization.”人力資源管理4(雙語)全文共64頁，當(dāng)前為第25頁。WhentoUseContingentPersonnelWhenhard-to-findexpertiserequiredWhenstaffingnewofficesingeographicareasfarfrommainheadquartersWhenprojectshavehighriskfactors人力資源管理4(雙語)全文共64頁，當(dāng)前為第26頁。InternalRecruitmentAdvantagesIncreasesmoraleofallemployeesKnowledgeofpersonnelrecordsChaineffectofpromotionNeedtohireonlyatentrylevelUsuallyfaster,lessexpensiveLessorientationandtrainingrequiredDisadvantagesInternalinfightingInbreeding&nepotismApplicantpoolisrelativelysmallerPeterPrinciple人力資源管理4(雙語)全文共64頁，當(dāng)前為第27頁。ExternalRecruitmentAdvantagesApplicantspoolisgreaterNewideas,contactsReducesinternalinfightingMinimizesPeterPrincipleDisadvantagesReducesmoralofallemployeesAdjustmentororientationtimeislonger人力資源管理4(雙語)全文共64頁，當(dāng)前為第28頁。WhentoUseExternalRecruitmentNeedanoutsiderwithnewideasandinnovationsNoqualifiedinternalapplicantsNeedtoincreaserepresentationofunderutilizedgroups人力資源管理4(雙語)全文共64頁，當(dāng)前為第29頁。Step3:IdentifytheTargetPopulationSpecifyworkerrequirements.Decidewhethertotargetcertainsegmentsoftheapplicantpopulation.人力資源管理4(雙語)全文共64頁，當(dāng)前為第30頁。Step4:NotifytheTargetPopulationLimittheapplicantpooltoamanageablesize.Discourageunqualifiedapplicantsfromapplying.Clearlystatethejobqualificationsinthevacancynotification.人力資源管理4(雙語)全文共64頁，當(dāng)前為第31頁。Step5:MeetwiththeCandidatesProvideapplicantswithinformationaboutthejobandthecompany.Providespecificratherthangeneralinformation.人力資源管理4(雙語)全文共64頁，當(dāng)前為第32頁。MethodsofinternalRecruitmentComputerizedcareerprogressionsystemsSupervisorrecommendationsJobpostingCareerdevelopmentsystems人力資源管理4(雙語)全文共64頁，當(dāng)前為第33頁。MethodsofExternalRecruitmentEmployeereferralsApplicant-initiatedrecruitmentHelp-wantedadvertisementsPublicemploymentagenciesPrivateemploymentagenciesExecutivesearchfirmsCampusrecruitingorganizationOn-Line人力資源管理4(雙語)全文共64頁，當(dāng)前為第34頁。MethodsofExternalrecruitingEmployeeReferralsApplicant-InitiatedRecruitment/Walk-Ins/Gate-HiresHelp-WantedAdvertisementsPublicEmploymentAgenciesPrivateEmploymentAgenciesExecutiveSearchFirms/HeadHunter(獵頭公司)CampusRecruitingOnlineRecruiting/E-recruiting/Jobboard（求職網(wǎng)站）JobFairs（招聘會(huì)）SpecialRecruitingEvents（特色招聘活動(dòng)）InternshipsProfessionalAssociationsVirtualJobFairs人力資源管理4(雙語)全文共64頁，當(dāng)前為第35頁。WhattoincludeinanEffectiveRecruitingAd:ASampleTheCompany:Agloballeaderinthemanufactureofpressure-sensitiveadhesivesandmaterials,officeproductsandsystems,withmorethan20,000employeesworldwideandmorethan200manufacturingfacilitiesandsalesofficein40countries.Jobtitle:TrainingManagerLocationofjob:Guangzhou,ChinaThePosition:ReportingtotheHumanResourcesManager,China,thepositionholderisresponsiblefordevelopingandimplementingacomprehensivetrainingprogramforthecompany,managingthetrainingbudgets,selectingtrainingvendorsandconductingsoftskilltraining.人力資源管理4(雙語)全文共64頁，當(dāng)前為第36頁。WhattoincludeinanEffectiveRecruitingAd:ASampleTheResponsibilities:1.Preparenecessarytrainingmaterials;2.Administertrainingsessions;3.Managetrainingcenter/facilities;4.Assistinmonitoringandevaluationoftrainingprogrameffectiveness.Qualifications:Bachelor’sdegree;Atleast6-yearrelevantsupervisory/managementexperienceinsizableormulti-nationalorganizations;Strongcapabilityoftrainingsolutionsdesignanddelivery;Dynamicpresentationskillsandinterpersonalandconsultingskills;Goodcommandofspoken&writtenEnglish.人力資源管理4(雙語)全文共64頁，當(dāng)前為第37頁。WhattoincludeinanEffectiveRecruitingAd:ASampleTheApplication:OnlyENGLISHapplicationwillbeprocessed.Pleasesendindetailedresumewithcurrentandexpectedsalaries,witharecentdigitalphototoheqian@byJuly1,2007,withsubjecttitle“ApplyforTrainingManager”.人力資源管理4(雙語)全文共64頁，當(dāng)前為第38頁。FactorsAffectingtheChoiceofRecruitmentMethodsTypeofjobbeingfilledHowquicklythejobneedstobefilledGeographicregionofrecruitmentCostofimplementingtherecruitmentmethodEEOconsequencesofusingrecruitmentmethod人力資源管理4(雙語)全文共64頁，當(dāng)前為第39頁。RECRUITMENTMETHODTYPEOFJOB(S)SPEEDGEOGRAPHICLOCATIONCOSTEEOEmployeereferralsApplicantinitiatedHelp-wantedadvertisementsPublicagenciesPrivateagenciesExecutivesearchfirmsCampusrecruitingOn-lineAllAllAllClericalBlue-collarSalesClericalTechnicalLowmanagementExecutivesManagementCollegegradsAllFastFastFast/moderateModerateModerateSlowSlowAllAllAllLocalLocalRegional/nationalRegional/nationalAllLowLowModerateLowModerateHigh/MHighLowPoorPoorGoodGoodFairFairGoodGoodComparisonofExternalRecruitingMethods人力資源管理4(雙語)全文共64頁，當(dāng)前為第40頁。LineManagersandRecruitmentIdentifyrecruitmentneeds.CommunicaterecruitmentneedstotheHRMdepartment.Interactwithapplicants.人力資源管理4(雙語)全文共64頁，當(dāng)前為第41頁。TheHRMDepartmentandRecruitingPlantherecruitmentprocess.Implementtherecruitmentprocess.Evaluatetherecruitmentprocess.人力資源管理4(雙語)全文共64頁，當(dāng)前為第42頁。HRPlanningJobAnalysisRecruitmentSelectionWorkplaceJusticeUnionsSafety&HealthInternationalCompetenceMotivationWorkAttitudesOutputRetentionLegalComplianceCompanyImageCostLeadershipProductDifferentiationTraining/Develop.PerformanceApp.CompensationProductivityImp.HRMandCompetitiveAdvantage人力資源管理4(雙語)全文共64頁，當(dāng)前為第43頁。OpeningCase:GainingCompetitiveAdvantageatSouthwestAirlinesProblem:SelectingthebestemployeesfromthousandsofapplicantsSolution:ImplementingtargetedselectionHowtheuseoftargetedselectionenhancedcompetitiveadvantageSWAhasbeenquitesuccessfulinachievingacompetitiveadvantage,due,inpart,toitsselectionpractices.人力資源管理4(雙語)全文共64頁，當(dāng)前為第44頁。SelectionSelectionTheprocessofchoosingindividualswhohaverelevantqualificationstofillexistingorprojectedjobopenings.SelectionConsiderationsPerson-jobfit:jobanalysisidentifiesrequiredindividualcompetencies(KSAOs)forjobsuccess.Person-organizationfit:thedegreetowhichindividualsarematchedtothecultureandvaluesoftheorganization.人力資源管理4(雙語)全文共64頁，當(dāng)前為第45頁。TheGoalofSelection:

Maximize“Hits”MISS

Inaccurate

prediction

(Personwouldhavesucceededonthejob)HIT

Accurate

prediction

(Personsucceedsonthejob)HIT

Accurate

prediction

(Personwouldnothavesucceededonthejob)MISS

Inaccurateprediction

(Personfailsonthejob)PredictedSuccessJobPerformanceLowLowHighHigh人力資源管理4(雙語)全文共64頁，當(dāng)前為第46頁。WhyCarefulSelectionisImportant“Selectingqualifiedemployeesislikeputtingmoneyinthebank.”“Goodtrainingwillnotmakeupforbadselection.”“Hirehard,manageeasy.”“Paradise-Hell”人力資源管理4(雙語)全文共64頁，當(dāng)前為第47頁。LinkingSelectionPracticestoCompetitiveAdvantageSelectHigh-QualityApplicantsCompetitiveAdvantageProductiveEmployeesIncreaseOverallProductivityTrainingNeedsAndCostsAreMinimizedLegalCostsAndNegativeReputationAreMinimizedFirmHiresMostSuitableCandidatesRejectedApplicantsFeelFairlyTreated人力資源管理4(雙語)全文共64頁，當(dāng)前為第48頁。TypicalStepsintheSelectionProcessApplicationorResumeInitialInterviewReference&BackgroundChecksAbility,Personality,InterestTestsWorkSimulationsFollow-UpInterviewAnalysisandDecisionMaking-Reject-Hold-OfferJobMedical&PhysicalTestsReasonableAccommodationNotificationofCandidatesRecordingofResultsforLegal/ResearchFollow-upEnsureCandidateAcceptsOffer人力資源管理4(雙語)全文共64頁，當(dāng)前為第49頁。BasicTestingConceptsReliabilityTheconsistencyofscoresobtainedbythesamepersonwhenretestedwiththeidenticalorequivalenttests.Arethetestresultsstableovertime?TestvalidityTheaccuracywithwhichatest,interview,andsoonmeasureswhatitpurportstomeasureorfulfillsthefunctionitwasdesignedtofill.Doesthetestactuallymeasurewhatweneedforittomeasure?人力資源管理4(雙語)全文共64頁，當(dāng)前為第50頁。ValidityDefinedTheappropriateness,meaningfulness,andusefulnessofselectioninferencesThetechnicaltermfor“effectiveness”效度：指招聘者真正測(cè)試到了的品質(zhì)與想要測(cè)的品質(zhì)的符合程度。（測(cè)量結(jié)果與想要測(cè)量的內(nèi)容的相關(guān)系數(shù)）Testvalidityanswersthequestion,“Whatdoesthistestmeasure?”“Doesthistestmeasurewhatitissupposedtomeasure?”人力資源管理4(雙語)全文共64頁，當(dāng)前為第51頁。HowtoAchieveSelectionValidityUsejobanalysistodeterminejobqualifications.Useselectionmethodsthatreliablyandaccuratelymeasuretheneededqualifications.人力資源管理4(雙語)全文共64頁，當(dāng)前為第52頁。ReliabilityDefinedConsistencyofmeasurementThedegreeofself-consistencyamongthescoresearnedbyanindividualWhentwopeopleevaluatingthesamecandidateprovidethesameratingsWhentheratingsofacandidatetakenattwodifferenttimesarethesame信度：指系列測(cè)驗(yàn)所得的結(jié)果穩(wěn)定性與一致性的高低（指一個(gè)人在同一測(cè)量中，幾次測(cè)量結(jié)果的一致性）ReliabilityConsistency注意：可信的測(cè)驗(yàn)未必有效，而有效的測(cè)驗(yàn)必定是可信的。人力資源管理4(雙語)全文共64頁，當(dāng)前為第53頁。HowtoAchieveSelectionReliabilityEstablishgoodrapportwithcandidates.Askquestionsthatareclear.Askquestionsthataremoderatelydifficult.AdministerseveralmeasurestoassesseachimportantKSA.人力資源管理4(雙語)全文共64頁，當(dāng)前為第54頁。SelectionMethodsApplicationformsBiographicalinformationblanksBackgroundinvestigationsReferencechecksInterviewsEmploymenttestsSituationsimulation人力資源管理4(雙語)全文共64頁，當(dāng)前為第55頁。SelectionMethodsAssessmentcentersHandwritinganalysis/GraphologyPolygraphTestsHonestyandIntegrityTestsMedicalandPhysicalTestsDrugTesting人力資源管理4(雙語)全文共64頁，當(dāng)前為第56頁。TheEffectivenessofSelectionMethodsSource:DavidE.Terpstra,“TheSearchforEffectiveMethods.”ReprintedfromHRFocus,May1996.?1996AmericanManagementAssociationInternational.ReprintedbypermissionofAmericanManagementAssociationInternational,NewYork,NY.Allrightsreserved./.Inasurveyof201HRexecutives,participantswereaskedwhichselectionmethodsproducethebestemployees.Themeanratingforninemethodsona5-pointscale(1=notgood,3=average,

5=extremelygood): Worksamples 3.68 References/recommendations 3.49 Unstructuredinterviews 3.49 Structuredinterviews 3.42 Assessmentcenters 3.42 Specificaptitudetests 3.08 Personalitytests 2.93 Generalcognitiveabilitytests 2.89 Biographicalinformationblanks 2.84人力資源管理4(雙語)全文共64頁，當(dāng)前為第57頁。ReachingaSelectionDecisionSelectionConsiderations:Areindividualstobehiredaccordingtotheirhighestpotentialoraccordingtotheneedsoftheorganization?Atwhatgradeorwageleveltostarttheindividual?Shouldselectionbeforemployee-jobmatch,orshouldadvancementpotentialbeconsidered?Shouldthosenotqualifiedbutqualifiablebeconsidered?Shouldoverqualifiedindividualsbeconsidered?Whateffectwilladecisionhaveonmeetingaffirmativeactionplansanddiversityconsiderations?人力資源管理4(雙語)全文共64頁，當(dāng)前為第58頁。“Can-Do”and“Will-Do”Factors

inSelectionDecisions“CanDo”______________________________KnowledgeSkillsAbilities“WillDo”______________________________PersonalityValuesMotivationJobPerformance人力資源管理4(雙語)全文共64頁，當(dāng)前為第59頁。SelectionDecisionStrategiesObjectivityMultipleCutoffModel-MinimumStatisticalApproachCompensatoryModel-AverageMultip