9 Training and development Flashcards
employee selection - goal
purpose is to hire the person best able to meet the needs of the organization
selective devices
application form written test performance simulations interviews background investigations physical examinations
Effectiveness of interviews
- Prior knowledge about an applicant
- attitude of the interviewer
- the sorted to the interview
- negative information
- there first five minutes
- the content of the interview
- the validity of the interviews
Effectiveness of interviews / Halo effect
Halo effect (thornidike) = cognitive bias: tendency, when attributing a proactive first overall impression to judge neutral aspect also positive –> this leads to hiring people you kill more and not necessarily the best for the job
Effectiveness of interviews / Recency effect
in the tendency to focus your attention on the most recent candidates because they are freshest in you memory
Common types of interview
non directive: most latitude, question are open
behavioral description: as about a situation you have experienced
structured: panel (a number of people / observers) involved, situation, work with categories
Interview questions
Behavioral interview: applicant asked to give specific example of how they have performed a certain task or handled a problem in the past
can you describe a time when you had to manage a heavy workload?
situational interview: applicant are asked how they would respond to a specific job situation related on the content of the job they are seeking
a work colleague told you in confidence that she suspects another colleague of steeling. what would you do?
Interviews - tests
written tests: interring, general aptitude, attitude, ability, interests
performance simulation test: testing an applicant’s ability to perform actual job behavior, use required sill, and demonstrate specific knowledge of the job
assessment centre - why
you want to get an overview of the candidates so you test them in different situations.
to increase objectively there are more people testing
assessment centre - types of exercises
group exercises,
presentation
written case studies
assessment centre - psychometrics
personality testing
ability testing
interviews
training
systematic process through which an organization’s human resources gain knowledge & develop skills by instruction & practical activities that result in improve cooperate performance
assessment centre - advantages and disadvantages
:) better idea about the candidates, so you can take an objectively decision
:( costs time and money
reasons to consider to conduct an internal need analysis
employee obsolesce / out-date career plateaus (need for education and training programs) employee turnover (development plan for new employees)
Distinguish: training, education, development
TRAINING
training: is a short term, task oriented and target on achieving a change of attitude, skills and knowledge in a specific area
Distinguish: training, education, development
EDUCATION
Education: is a lifetime interment. it tends to be initiated by a person in the are of his interests
Distinguish: training, education, development
DEVELOPMENT
Development: is a long term investment in human resources
Adam Grant - personality
taker: me first
giver: we first
matcher: me too (want a balance between give & receive)
