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Forecasting personnel needs (forecasting tools)
- trend- most simple, you look at past data and make decisions from that
- ratio- takes criteria and relates it to the goal, it can increase of decrease. (ex expected growth 25% 1.25*)
- Scatter plot- A graphic method used to help identify the relationship between 2 variables
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forecasting the supply of internal candidates
- Qualifications inventories-
- Personnel replacement charts- mostly upper management to see who is need in line for position
- Position replacement cards- see what skills employees have and what they need for promotions
- Human Resource Information System (HRIS)- this will do it all for you, but you have to keep the system updated
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Forecasting the supply of outside (external) candidates
- General economic conditions- if the economy is bad a lot of ppl looking for jobs
- Expected unemployment rate- this can be misleading so you need to look at it more in depth (look online projections & business publications)
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Recruiting Yield Pyramid
when a new organization is trying to get a target number of ppl to cover all cost requirements. (how many ppl you need to bring in during the recruitment process)
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Basic testing concepts
- Reliability- Consistency of the scores (Are the test results stable over time)
- Validity- is all about Accuracy (Does the test actually measure what it is intended to measure)
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Types of Validity
- Face- Simplest, all based off perceptions
- Criterion- Does it test/measure relate to the performance. Collection methods concurrently-both at the same time. predictive- collected at different times
- Content- A test that contains a fair sample of the task and skills actually (it sample equally from different areas)
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How to Validate a test
- 1. Analyze the job
- 2. Choose the tests
- 3.Administer the test
- 4. Relate your scores and criteria
- 5. Cross validate and re-validate
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expectancy chart
A graph showing the relationship between test scores and job performance for group of ppl
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Types of test
- Cognitive(mental)- test your overall mental abilities. ex IQ test ,FBI
- Motor& Physical- test your bodies abilities. ex firefighters, military
- Persanitly & interest- help people find out what they want to do
- Achievement- test your knowledge on sir-ten skills.
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Work samples and simulations 169
- work sample-Actual job tasks used in testing
- management assessment cem- 2 to 3 day long event where they are given hypothetical situations and then evaluated by panel (large companies)
- Video based-they show video
- Minture job training & evaluation- teach small job related task then evaluate everyone on it. (most validity ex cheer-leading)
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what are things to considered when creating a recruitment ad 135
to use such help wanted ads successfully, employers should address two issues: the advertising medium and the ad's construction
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what type of information should not be asked for on job application? 147
- Education
- Arrest records
- Notify in case of emergency
- Membership in organization
- Marital status
- Housing
- Video Resumes
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know the five personality types and which one can predict job performance across many job types 166 167
- Neuroticism- poor emotional adjustment and experience negative effects
- Extroversion- a tendancy to be sociable
- Openness to new experience- is the disposition to be more imaginative
- Agreeableness- trusting and compliant
- Conscientiousness- achievement and dependability
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