專業知識測驗.pptVIP

Chapter Seven Selecting Human Resources 甄選（selection） 從眾多應徵者中，選出最合適的人員去擔任某項工作的過程. Selection Errors Responsibilities for Selection Responsibilities are shared by HR managers and operating managers. HR managers design the selection system. The HR department may screen out individuals who do not meet the criteria for the job opening. Operating managers make subjective assessments about applicants’ qualifications. Operating employees and potential colleagues may play a role. Basic Selection Criteria Education The formal classroom training an individual has received in public or private schools and in a college, university, and/or technical school Experience The amount of time the individual has spent working, either in a general capacity or in a particular field of study Basic Selection Criteria (cont’d) Skills and abilities The specific qualifications and capabilities of an individual to perform a specific job Basic Selection Criteria (cont’d) Personal characteristics Big five personality traits More behavioral than cognitive or emotional Likely to be more important for job performance than are more traditional personality traits Neuroticism Extraversion Openness to experience Agreeableness Conscientiousness Basic Selection Criteria (cont’d) Hiring for “fit” Rather than hiring someone who is a good fit for a specific job, an organization might hire someone who is a good fit for the larger organization Skills and abilities can be taught on the job; hiring someone based on personal characteristics, values, etc., may be more important A Sample Selection System 初步篩選 目的：剔除不合格的應徵者 合格候選人多寡顯示招募績效 工具：應徵函、申請表 Employment application Asks individuals for various bits of information pertaining to their personal background Questions must relate to an individual’s ability to do the job Weighted application blank Biodata application blank 測試 專業知識測驗 心理測驗 -Cognitive ability tests -Personality tests -Integrity tests Psychomotor ability tests(操作與體能測驗) 工作抽樣與模擬 管理評鑑中心 測試的基本概念 信度（reli