大二综合英语教学资料：principles of mgt 10 HRM.pptVIP

* * * * * * * * * * * * * * * * * * * * * * Copyright ? 2010 Pearson Education, Inc. Publishing as Prentice Hall 10–* Exhibit 10–7 Selection Tools Application Forms Written Tests Performance Simulations Tests Interviews Background Investigations Physical Examinations Copyright ? 2010 Pearson Education, Inc. Publishing as Prentice Hall 10–* Application Forms Strengths and weaknesses: Almost universally used Relevant biographical data and facts that can be verified Can predict job performance Weighted-item applications are difficult and expensive to create and maintain Copyright ? 2010 Pearson Education, Inc. Publishing as Prentice Hall 10–* Written Tests Types of Tests Intelligence: how smart are you? Aptitude: can you learn to do it? Attitude: how do you feel about it? Ability: can you do it now? Interest: do you want to do it? Legal Challenges to Tests Lack of job-relatedness of test items or interview questions to job requirements Discrimination in equal employment opportunity against members of protected classes Copyright ? 2010 Pearson Education, Inc. Publishing as Prentice Hall 10–* Performance Simulation Tests Testing an applicant’s ability to perform actual job behaviors, use required skills, and demonstrate specific knowledge of the job. Work sampling Requiring applicants to actually perform a task or set of tasks that are central to successful job performance. Assessment centers Dedicated facilities in which job candidates undergo a series of performance simulation tests to evaluate their managerial potential. Copyright ? 2010 Pearson Education, Inc. Publishing as Prentice Hall 10–* Other Selection Approaches Interviews Although used almost universally, managers need to approach interviews carefully. Background Investigations Verification of application data Reference checks: Lack validity because self-selection of references ensures only positive outcomes. Physical Examinations Useful for physical requirements and for insurance purposes related to pre-e