Media and Human Resource

Resource Person H M Tahir Ilyas

Why Careful Selection is Important

The Importance of Selecting the Right Employees

Organizational Performance

Costs of Recruiting and Hiring

Legal Obligations and Liability

Basic Testing Concepts

Reliability
Consistency of scores obtained by the same person when retested with identical or equivalent tests. Are test results stable over time?

Validity
Indicates whether a test is measuring what it is supposed to be measuring. Does the test actually measure what it is intended to measure?

Sample Picture Card from Thematic Apperception Test

Types of Validity
Test Validity

Criterion Validity

Content Validity

Face Validity

Testing Program Guidelines

1. Use tests as supplements. 2. Validate the tests. 3. Monitor your testing/selection program. 4. Keep accurate records. 5. Use a certified psychologist. 6. Manage test conditions. 7. Revalidate periodically.

Using Tests at Work

Major Types of Tests
Basic skills tests
Job skills tests

Psychological tests

Why Use Testing?

Increased work demands = more testing
Screen out bad or dishonest employees Reduce turnover by personality profiling

Computerized and Online Testing

Online tests
Telephone prescreening Offline computer tests Virtual inbox tests

Online problem-solving tests

Types of Tests
Specialized work sample tests Numerical ability tests Reading comprehension tests Clerical comparing and checking tests

Types of Tests
What Tests Measure

Cognitive (Mental) Abilities

Motor and Physical Abilities

Personality and Interests

Achievement

Work Samples and Simulations

Measuring Work Performance Directly

Work Samples

Management Assessment Centers

Video-Based Situational Testing

Miniature Job Training and Evaluation

Limitations on Background Investigations and Reference Checks

Legal Issues: Defamation

Employer Guidelines

Background Investigations and Reference Checks

Legal Issues: Privacy

Supervisor Reluctance

Basic Features of Interviews

Selection Interviews

Interview Structure

Interview Content

Interview Administration

Types of Interviews
Selection Interview

Types of Interviews

Appraisal Interview

Exit Interview

Interview Formats
Interview Formats

Unstructured or Nondirective Interview

Structured or Directive Interview

Interview Content
Types of Questions

Situational Interview

Behavioral Interview

Job-Related Interview

Stress Interview

Interview Content
Types of Questions

Situational Interview

Behavioral Interview

Job-Related Interview

Stress Interview

Administering the Interview

Unstructured Sequential Interview Structured Sequential Interview

Web-Assisted Interviews

Computerized Interviews

Ways in Which Interviews Can Be Conducted

Panel Interview

Phone and Video Interviews

Mass Interview

What Can Undermine An Interviews Usefulness?

First Impressions (Snap Judgments) Nonverbal Behavior and Impression Management

Interviewers Misunderstanding of the Job

Factors Affecting Interviews

Applicants Personal Characteristics

Candidate-Order (Contrast) Error and Pressure to Hire

Interviewer Behavior

Purpose of Orientation
Orientation Helps New Employees

Feel Welcome and At Ease

Understand the Organization

Know What Is Expected in Work and Behavior

Begin the Socialization Process

The Orientation Process

Employee Benefit Information Company Organization and Operations

Personnel Policies

Employee Orientation

Safety Measures and Regulations

Daily Routine

Facilities Tour

The Training Process (contd)

The Five-Step Training and Development Process
1

Needs analysis

2
3 4 5

Instructional design Validation

Implement the program Evaluation

Analyzing Training Needs

Training Needs Analysis

Task Analysis:
Assessing New Employees Training Needs

Performance Analysis:
Assessing Current Employees Training Needs

Assessing Current Employees Training Needs

Assessment Center Results

Performance Appraisals

Individual Diaries

Attitude Surveys

Methods for Identifying Training Needs

Job-Related Performance Data

Observations

Tests

Interviews

Training Methods
On-the-Job Training

Apprenticeship Training Informal Learning Job Instruction Training Lectures Programmed Learning Audiovisual Training Simulated Training (also Vestibule Training) Computer-Based Training (CBT) Electronic Performance Support Systems (EPSS) Distance and Internet-Based Training

Training Methods (contd)

On-the-Job Training (OJT)
Having a person learn a job actually doing the job. Coaching or understudy Job rotation Special assignments by

Types of On-the-Job Training

Advantages
Inexpensive Learn by doing Immediate feedback

On-the-Job Training
Steps to Help Ensure OJT Success
1

Prepare the Learner Present the Operation

2
3

Do a Tryout
Follow Up

Managing Organizational Change and Development

What to Change

Strategy

Culture

Structure

Technologies

Employees

Managing Organizational Change and Development (contd)

The Human Resource Managers Role

Overcoming resistance to change

Organizing and leading organizational change

Effectively using organizational development practices