1. Chapter 16 Human Resources I: The Hiring Process

2. Human Behavior in Organizations, 2 nd Edition Rodney Vandeveer and Michael Menefee © 2010 Pearson Education, Upper Saddle River, NJ 07458. All Rights Reserved. 2 Learning Outcomes: Human Resources I: The Hiring Process Outline the human resources process. Contrast job description, job analysis, and job specification. Outline the recruiting and selection process. Discuss the guideline for conducting an effective interview. Explain the advantages and disadvantages of the various selection tools for hiring practices.

3. Human Behavior in Organizations, 2 nd Edition Rodney Vandeveer and Michael Menefee © 2010 Pearson Education, Upper Saddle River, NJ 07458. All Rights Reserved. 3 Human Resources I: The Hiring Process Determining the Job to be Filled Recruiting and Selection Basic Concept of Job Design Training and Development Performance Evaluation Programs to Retain Employees

4. Human Behavior in Organizations, 2 nd Edition Rodney Vandeveer and Michael Menefee © 2010 Pearson Education, Upper Saddle River, NJ 07458. All Rights Reserved. 4 Determining the Job to be Filled Job analysis – is the investigation and determination of the skills, knowledge and abilities required to perform a job. Observation method Individual/Group Interview Structure questionnaire method Technical conference method Diary method

5. Human Behavior in Organizations, 2 nd Edition Rodney Vandeveer and Michael Menefee © 2010 Pearson Education, Upper Saddle River, NJ 07458. All Rights Reserved. 5 Determining the Job to be Filled Job Description is a written statement of the necessary components to do a job in an effective and efficient manner. Job Specification is a statement of the qualifications needed to perform a job.

6. Human Behavior in Organizations, 2 nd Edition Rodney Vandeveer and Michael Menefee © 2010 Pearson Education, Upper Saddle River, NJ 07458. All Rights Reserved. 6 Recruiting and Selection The Interview most used but possibly the least effective Written Tests May be discriminatory

7. Human Behavior in Organizations, 2 nd Edition Rodney Vandeveer and Michael Menefee © 2010 Pearson Education, Upper Saddle River, NJ 07458. All Rights Reserved. 7 Recruiting and Selection Assessment Center Expensive but good predictors Work Sampling Positive correlation to candidates suggest in tasks

8. Human Behavior in Organizations, 2 nd Edition Rodney Vandeveer and Michael Menefee © 2010 Pearson Education, Upper Saddle River, NJ 07458. All Rights Reserved. 8 Additional Considerations Physical exams to ensure fitness for the job. Drug testing for illegal substance abuse.

9. Human Behavior in Organizations, 2 nd Edition Rodney Vandeveer and Michael Menefee © 2010 Pearson Education, Upper Saddle River, NJ 07458. All Rights Reserved. 9 Summary The hiring process is one of the most critical jobs in a organization. One needs to be able to select the best workers for the jobs.

10. Human Behavior in Organizations, 2 nd Edition Rodney Vandeveer and Michael Menefee © 2010 Pearson Education, Upper Saddle River, NJ 07458. All Rights Reserved. 10 Summary In determining the job to be filled one needs to have a job description that explains the necessary components of a job that are expected of a worker and job specifications that list the essential qualifications or personal characteristics needed to perform the work.

11. Human Behavior in Organizations, 2 nd Edition Rodney Vandeveer and Michael Menefee © 2010 Pearson Education, Upper Saddle River, NJ 07458. All Rights Reserved. 11 Summary A job analysis is often done to determine the various components of a job.

12. Human Behavior in Organizations, 2 nd Edition Rodney Vandeveer and Michael Menefee © 2010 Pearson Education, Upper Saddle River, NJ 07458. All Rights Reserved. 12 Summary When recruiting and selecting a worker, the most frequent method is the interview. Other methods would include written tests, assessment centers, work sampling, or a combination of these methods.