人力资源课件-面试.pptVIP

MBA课程 人力资源管理 第五讲 面试 第1页，共35页。 学习目标 1.面试的主要类型。 2、影响面试作用发挥的主要错误。 3.界定结构化情境面试。 4.成为一名有效的面试考官需要遵循的每一条指导方针。 5.面试结构化中的情境性的问题、行为性的问题以及背景性的问题。 6.面试的步骤。 7.应对面试的一些指导方针。 Copyright © 2011 Pearson Education, Inc. publishing as Prentice Hall 7 –2 第2页，共35页。 一、面试的基本类型 Managers use several interviews at work. For example, an appraisal interview is a discussion, following a performance appraisal, in which supervisor and employee discuss the employee ’s ratings and possible remedial actions. When an employee leaves a firm, one often conducts an exit interview. This aims at eliciting information that might provide some insight into what’s right or wrong about the firm. Many techniques in this chapter apply to appraisal and exit interviews. However, we’ll postpone a fuller discussion of these two interviews until Chapters 9 and 10 and focus here on selection interviews. 甄选面试 面试的类型 绩效评价面谈 离职面谈 Copyright © 2011 Pearson Education, Inc. publishing as Prentice Hall 7 –3 第3页，共35页。 2. Their “content ”—the types of questions they contain We can classify selection interviews according to: 1. How structured they are 3. How the firm administers the interviews 二、甄选面试的结构 甄选面试的特点 面试结构 面试内容 面试管理 Copyright © 2011 Pearson Education, Inc. publishing as Prentice Hall 7–4 第4页，共35页。 （一）雇用面试的类型 In unstructured (or nondirective) interviews, the manager follows no set format. A few questions might be specified in advance. Most selection interviews fall in this category. In structured (or directive) interviews, the employer lists job-oriented questions ahead of time, and possible predetermined answers for appropriateness and scoring. 1、面试的结构类型 非结构化（非指导 结构化（指导性） 性）面试 面试 Copyright © 2011 Pearson Education, Inc. publishing as Prentice Hall 7 –5 第5页，共35页。 A study of federal district court cases involving alleged employment interview discrimination indicates that the courts will look at whether the interview process is structured and consistently applied. 2、面试的公平就业机会问题 采用客观（与工作相关）的问题 避免面试过程 中的歧视 将面试的管理标准化 采用多种形