[管理学]Selection-Human Resource Management.pptVIP

* * Selection in Practice Organizational Demands Environmental Influences Regulations Selection Strategy Selection Focusing a company’s strategic competencies in selection process helps ensure a match between employee and a company Low-cost strategy: - focus on efficiency and productivity - More concerned about competencies such as efficiency, dependability, and cooperativeness - May prefer simple application, short interview Differentiation strategy: -targeted toward value added, for example - focus on high quality service, high creativity, etc. - may prefer role plays, situational interviews or behavioral interviews in the selection Organizational Demands Company Characteristics Selection Larger companies use more formal and extensive selection process, smaller companies very informal, simplified process A company’s industry has an impact on selection process regardless of the size of firms Some occupations have specific practices (e.g. accounting, medicine, and law) Organizational Demands Culture Selection Person-Organization fit — how well a person fits within the broader organizational culture (values) Promotion-from-within policy — extent to which a company tends to promote current employees rather than look outside the organization Participants in the selection process – cultural norms partly determine who participate in the selection process ASA Model (Schneider) – the people make the place and the place looks the same over time. Organizational Demands Employee Concerns Selection Fair and equal treatment – efforts to reduce bias in the selection process and treating applicants in fair and consistent manner Work/life balance – applicants’ time expectations, working conditions, and potential stress related to the jobs may be critical in accepting the offer in the selection process Organizational Demands Labor Market Selection Types of applicants available – the applicant pool changes as the demographics of a country or a region