chap005人力资源全英教学.pptVIP

Multimedia Lecture Support Package to Accompany Basic Marketing Lecture Script 6-* Executive Order 11246 parallels the Civil Rights Act of 1964 but goes beyond it by: requiring affirmative action to hire qualified protected group applicants, andallowing the government to suspend all business with a contractor while an investigation is going on. Not only do the executive orders prohibit discrimination, they actually mandate that employers take affirmative action to hire qualified minority Applicants.The executive branch of the government also regulates hiring decisions through the use of executive orders. Affirmative action refers to policies that take factors including race, color, religion, gender, sexual orientation or national origin1 into consideration in order to benefit an underrepresented group, usually as a means to counter the effects of a history of discrimination. Multimedia Lecture Support Package to Accompany Basic Marketing Lecture Script 6-* Types of selection methods used to assess a person for employment include interviews, honesty tests and drug tests, work samples, personality inventories, cognitive ability tests, physical ability tests, and references and biographical data. Multimedia Lecture Support Package to Accompany Basic Marketing Lecture Script 6-* Interviews are the most widely used selection method, although research suggests it can be unreliable, low in validity, and biased against a number of groups. Selection interviews are defined as a dialogue initiated by one or more persons to gather information and evaluate the qualifications of an applicant for employment. The utility of an interview can be increased by the following suggestions: Interviews should be structured, standardized, and focused on goals oriented to skills and observable behaviors. Interviewers should plan to come out of each interview with a quantitative rating on a small number of dimensions that are observable (like interpersonal style or ability to express one