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Week 3 Section 1
Selecting the right employees
Forming the employment relationship
Selection’s role in HR management
This process consists of two parts:
3. Attracting a pool of suitable candidates;
4. Selecting
its people.
The nature of selection has changed, It used to be one-
way process, now it is two-way process, because the
candidates are selecting a future workplace for
themselves too and they are inquiring about the
possibly future place of work in terms of suitability.
Whatever methods are used in selecting new employees,
the main aim in the selection process is to predict how
well a person will perform in the job and fit into the
organisation.
peer-group ratings);
-Those which focus on present behaviour (e.g. personality questionnaires,
situational interviews).
-Unsolicited applications.
Preparing your CV
Personal details
Full name, contact address and telephone numbers are essential. You can
choose whether to include age, date of birth, marital status and other personal
information.
Education
Give details of higher education: institutions attended, courses takes, results
gained, and degrees or diplomas granted. Do not forget any courses and
qualifications gained outside the formal education system.
Occupational qualifications
List any professional, trade or other occupational qualifications, the institution
or authority which granted them, the dates they were obtained , and how they
were achieved.
Current or last employment (job title, and dates you held the job. A brief
statement of the main activities and responsibilities of the role could be
helpful).
Previous employment
List jobs, and dates, starting with the most recent.
Training and development
A full list of every course attended might be very long indeed. Select those
courses or conferences which seem to be relevant to the requirements of the
position applied for.
Professional associations
List your membership of relevant occupational or professional associations,
including any positions you have held. Conference presentations can also be
listed.
Personal interests/ activities
Most recruiters will not be very interested that you are keen on gardening,
reading or travel. They might be interested in any leisure-time interests or
activities which relate to your knowledge, skills or aptitudes for the particular
job. Being a school trustee, or a sports teams coach, or a volunteer charity
worker can be useful information about you.
Job interviews
-Organisation gains information and impressions about the applicant;
abandoned.
The personal interview continues to be the most widely used method for
selecting employees, despite the fact that it is a costly, inefficient, and usually
invalid procedure. It is often used to the exclusion of far more thoroughly
researched and validates procedures. Even when the interview is used in
conjunction with other procedures, it is almost always treated as the final
hurdle in the selection process. In fact, other selection methods are often
regarded simply as supplements to the interview.
Common criticisms of the interview
-Lack of preparation;
-Talkativeness;
-Stereotyping;
-Judging by appearances;
-Body language;
-Halo effect;
-Inconsistency;
-Cultural differences.
Conducting the employment
Conducting the interview interview
-Interview sequence; -Put the applicant at ease;
-Choosing the interviewers;
-Convey respect and interest;
-Preparation;
-Ask questions;
-Personality;
-Status;
-Allow the candidate to ask
questions;
-Listen;
Types of interview
-Unstructured interviews; -Close carefully.
-Structures interviews.
goals and intentions of applicants, and thus they are asked what they would do in
specific circumstances).
Panel Interviews
Interviews with two or more interviewers have been common in public sector
recruitment and for appointments to very senior executive positions, and are
now being more widely used generally. The advantages are reliability and
consistency, guard against problems of discrimination and bias.
Computer interviews
-The performance planning and review system and how it works in practice;
-Personal questionnaires.
References
A description of a person’s qualifications, experience and characteristics,
provided by someone who knows the person well.
Types of references:
- Personal or character references from an applicant’s friends or colleagues,
which are of limited use in the employment situation;
-Documentary evidence of educational or professional qualifications, work
Employer’s obligations
-To pay wages;
work;
-The wages or salary payable to the employee;
-Capacity;
-Consent;
-Legality.
According to the Employment Relations Act rules, the employer must:
- Provide the intending employee with a copy of the agreement;
-Advise the intending employee that she or he is entitled to seek independent
Implied terms
-Hours of work;
-Public Holidays;
-Annual holidays;
-Special leave.
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Introduction
Body
Statement of point of
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P2
P3 Explain
Conclusion
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