人才招募与甄选.pptVIP

人才招募與甄選 Recruitment, Selection, 組織規劃與人力資源規劃 工作分析、人力資源規劃、招募及甄選間的關係 內部及外部招募方法的優缺點 Ways Companies Find  and Recruit People The Selection Process The Selection Process Obtaining Reliable and Valid Information Reliability The degree to which interviews, tests, and other selection procedures yield comparable data over time and alternative measures. Validity Degree to which a test or selection procedure measures a person’s attributes. Correlation Coefficient -1.00 0.00 1.00 No Relationship Negative Relationship* Positive Relationship** As the value of one As the value of one variable increases, variable increases, the other decreases. so does the other. Example: *The higher one’s satisfaction, the lower his or her intention to quit. **The higher one’s satisfaction, the higher his or her intention to remain with the company. Examples of Scatterplots and the Resulting Correlation Coefficient Selection Techniques and  the Frequency of Use Technique Percentage of firms reporting use Application forms 87% Medical examinations 50 Mental ability 31 Ability tests 78 Drug tests 26 Honesty tests 7 Reference checking 96 Weighted application forms 11 Interviews 94 Personality inventory 17 Lie detector tests 5 預測效度(predictive validity) 經由確認預測指標，將預測指標應用於申請人，日後再統計預測指標分數與工作績效的相關性而建立的有效度 預測效度過程 同時效度(concurrent validity) 經由確認評量指標，將這個評量指標實施於現有員工，並統計評量指標分數與現有員工工作績效的相關性而確立的有效度? 同時效度過程 內容有效度(content validity) 甄選程序或工具的內容，能代表工作績效的重要層面之程度 結構有效度(construct validity) 甄選標準能衡量工作候選人具有哪些對成功績效很重要的可辨特質之程度? 企業招募應屆畢業生時最重視的條件 預測工作績效的徵選程序之效度 實際工作預覽(realistic job previews, RJP) 乃是一種為工作申請人提供正反兩面完整資訊的方法 工作預覽程序的典型結果 甄選過程的步驟 正式測驗 適性測驗（aptitude tests) 精神運動測驗 (psychomotor tests) 工作知識測驗 (job knowledge tests) 成熟度測驗 (proficiency tests) 興趣測驗 (interest tests) 性格測驗 (personality tests) 測謊器測驗 (polygraph) 面試類型 結構式面試（struct