Final Flashcards
Company Challenges
- Environment Forces: Flexible
- Uncertainty towards the future: lack of info and feedback
- changes: technology…
People Strategy (Aspects)
Economic, Psychological, sociological, moral
economic aspect
calculate value of people
psychological aspect
what motivates people
sociological aspect
each person develops relationships in the company/ social network
moral aspect
social responsibility
put people first
motivation
Stimulate desire and energy in people, to be continually interested and committed to a job
engagement
dedication, motivation, sense of belonging, responsibility
cost of employment disengagement
- negative customer image
- low productivity
- turnover cost
- absenteeism cost
- operational inefficiencies
pillars of commitment
- Clarify - aims, values…
- Competence - right tools and resources
- Influence - voicing ideas
- Appreciation - treated with respect
strokes
negative (alone) positive (in front of everyone)
- be specific
- do not compare to others
- frequent (right when it happens)
rules to motivate
- be motivated yourself
- choose motivated people to work with you
- give individual treatment
- establish realistic goals with them
- progress is motivating for everybody
- create a motivating environment
- give motivating awards
- recognise the work of your team
role of a job interview
evaluating the candidates
Structured interview
each interview is presented with exactly the same questions in the same order (good to compare)
Types of questions
biographical, structured, competency
Biographical questions
professional and personal life
Structured questions
scenarios, concrete situation
Competency questions
skills (technical, soft)
Job Interview Structure
- create trust atmosphere
- global vision of the candidate
- biographical questions
- competencies questions
- structured questions
- salary negotiation
Factors affecting interviews
- first impressions
- misunderstanding the job
- candidate- order error (error of judgement)
- nonverbal behaviour and impression management
- personal characteristics (looks,race)
Training Strategy
- develops employee capabilities
- encourages change
- promotes continuous learning
- shares new knowledge
Training Development Process
- Analysis (job performance skills needed)
- Design/Develop
- Try on a small audience
- Implement program
- Evaluation (programs successes and failures)
Format of job description
- Presentation of Company
- Position
- Mission of the Position
- Responsibilities
- Requirements (technical, soft)
- We offer
Recruiting time line
job description -> recruiting sources -> filter CV -> job interview 1 -> tests -> job interview 2 -> check references -> report -> integration
