HUMAN RESOURCE
MANAGEMENT

The process of screening job applicants to ensure
that the most appropriate candidates are hired.

SELECTION DEVICES

Written tests (WT)

test knowledge, ability, skill, intelligence, or interest.

Performance-simulation tests (PST)

Performance tests consist of actual job
behaviors -Testing an applicant’s ability to
perform actual job behaviors, use required

Realistic job preview (RJP)

devices used in the early stages of employees’ selection to provide
potential applicants with information on both positive and negative aspects of the job (Premack & Wanous, 1985).

Interviews (I)

relatively formal, in-depth conversations
conducted for the purpose of assessing a candidate’s knowledge, skills, and abilities, as well as providing information to the candidate about the organization and potential jobs.

1ST RULE:
Every question you ask should be job-
related. When developing questions,
make sure you have a purpose for using the
information. Only ask legal questions you
plan to use in yourselection process.

2ND RULE:
General questions
should be asked of
all candidates.

Work-unit orientation.

Familiarizes new employee with work-unit goals

Clarifies how his or her job contributes to unit goals

Introduces he or she to his or her coworkers

Organization orientation

Informs new employee about the organization’s objectives, history, philosophy, procedures, and rules.

Includes a tour of the entire facility

a critical component of the
human resource management program.

Is a learning experience that seeks a relatively
permanent change in employees such that their
ability to perform on the job improves.

Changing skills, knowledge, attitudes, or behavior

As a necessary part of the organizing
function of management

Selecting

Training

Evaluating the work force

As an important strategic tool

HRM helps establish an organization’s sustainable
competitive advantage.

Adds value to the firm

High performance work practices lead to both high
individual and high organizational performance.

DECRUITMENT

process of reducing a
surplus of employees in the
workforce of an organization.

Decruitment options include
firing, layoffs, attrition,
transfers, reduced workweeks,
early retirements.

RECRUITMENT

process of
finding and attracting job
candidates who are qualified to fill
job vacancies

occur in a variety of settings,
both inside and outside the
organization. Both approaches
have certain advantages and
disadvantages.

Job Description

Job description identifies the
tasks and responsibilities
of a position.

Job Specification

A written statement of the minimum
qualifications that a person must possess to
perform a given job successfully.

Ensure competent employees are identified and selected.

Ensure the organization retains
competent and high-performing employees
who are capable of high performance.

Provide
employees with up-to-date
knowledge and skills to do their jobs.