For HR representatives there are always a couple of questions in their minds at the moment they start sourcing and selecting talents. Questions such as, what are their values and strengths? Will they be able to carry out the company’s mission and visions? Are they able to bring fresh ideas to the company? Are they ready and open to be trained?…
• Title 1 and Title V of the Americans with Disabilities Act of 1990 (ADA),…
Human resources and administration must be able to conduct interviews that can identify proficiency, work ethic, and personality insight (Montgomery, 1996). When recruiting it is important to identify how well someone will fit into the workplace, it at times can have strong advantages, but also disadvantages if utilized to select the applicant.…
I have client, a native of India and her name is Vibhuti. She came here to the United States to find work so that she can help her family out financially and give them a better life. Vibhuti is not able to speak English very well, nor is she familiar with the traditions that we have as Americans. She has two children, ages 5 and 2, and with her broken English, she is having a hard time finding a job. She came to our Organization to seek help in obtaining a job, medical insurance, and help with food as she is still trying to find work to support her needs as well as the needs of her family.…
The purpose of this article is to summarize, integrate, and evaluate the many ways interviews can be structured. Reliability and validity are key concepts in the process of selecting among job applicants, since the main goal of selection is to make accurate predictions about which individuals will perform well on the job. Reliability is the consistency of measurement, or the degree to which an instrument measures the same way each time it is used under the same condition with the same subjects (definition from: www.technetium.cen.brad.ac.uk). For example if the applicants are given different selection tests it would be very difficult to compare the difference among applicants. Alternatively, if a number of candidates are given the same selection test, the test should provide consistent results concerning individual difference between candidates. Six types of reliability are considered: test-retest, interrater reliability, candidate consistency, interviewer-candidate interaction, internal consistency, interrater agreement. For a selection measure to be useful it's not enough for it to be repeatable or stable (i.e. reliable), it must also be valid. There are numerous ways of assessing validity, but they all focus on two basic issues: what a test measures and how well it has measured it. Three types of validity information are considered: job relatedness, reduced deficiency, and reduced contamination. Personal interviews are used by all employers and companies for selecting their staff. Interview is one of the most important steps in the staff selection procedure. Interview proves important because it connects both the employers as well as job seekers. It assists employers in selecting a right person for a right job. It also helps job seekers to present their job skills and acquire a desired position on merit.…
tenth edition Chapter 7 Gary Dessler Part 2 Recruitment and Placement Interviewing Candidates © 2005 Prentice Hall Inc. All rights reserved.…
Attached is the formal report on the job application process and promotion process that was asked of me. It has been completed on April 16, 2010 and will be submitted on April 16, 2010. This report should be given to students about to graduate so they are aware of the proper procedure on applying for a job and applying for a promotion.…
Human resources management is define as the process of acquiring, training, appraising and compensating employees and of attending to their labor relations, health and safety, and fairness concerns. ( Gary Dessler, 2013, p.4). Human resources is the backbone of any business. It deals with the most important resource in the business-people. For any business to achieve its objectives they must plan their resources and one of their key resources is people. They need to get the best suited people and develop them well in order to meet the organization’s aims successfully. In this paper I will be discussing the function of the human resource department which will include the processes and methods for hiring, training and developing employees, how does the organization motivate their employees, and the human resource department meets the organization’s needs.…
Employers always want to have an interview when they want to select new personal in their company. Ofcourse, they want to be sure about new personal about that he or she does suit in their position in the company. Accordingly, interviews are important for their company in that finding right person. Therefore, it is possible to say recruitment and selection forms a core part of the central activities underlying human resource management: namely, the aquisition, development and reward of workers.…
Selection is the process of recruiting suitable potential candidates from a pool of applicants that meet the specific requirements of the job that is being hired for (Harrison, 1993). The interview is currently one of the most common methods of selecting future employees in firms, as they can be used to gain more information on shortlisted candidates, however there can be error in the interview process if managers are unfamiliar with how to effectively interview the applicants for the job. In order to make sure that the most suitable applicant is hired, managers and employers must have the relevant knowledge on how to identify these candidates and ensure that there is no error in their recruitment process that could cause their judgement to come into question.…
Forster, N., (2000), The Myth of the “International Manager”, International Journal of Human Resource Management, Vol 27, Issue 1, pp126-142…
The Human Resources environment is a highly competitive one where we have to ensure we not only attract but retain the best people.…
EXERCISES Section A 1. What do you mean by ‘Production’? 2. What do you mean by production system? 3.…
Employability is a right mix of knowledge, skills, Attitude, values and beliefs but the irony is, it keeps fluctuating depending on the job profile and the candidate himself. As per certain published data there are more than 25951 colleges with 16 million students under 527 universities pursuing higher education in India. Going by demographics the number of students is going to increase to 40 million by 2020 however the irony is that not more than 15-18% of the above are employable. The only question which arises is, is the system with its philosophy of “write the exam to score marks” is creating paper tigers? On the other hand lets think why company’s recruit people? if I climb down to the basics then the answer would be “ Every company has problems and they seek solutions from the candidates they select ”. thus the answer which pops up is “Company’s want solution driven thought processes which are not being served by the educational institutions”.…
Four Children : Two sons Mukesh & Anil and Two daughters, Dipti Salgaokar who lives in Goa & Nina Kothari who resides in Chennai.…