Lesson 3: RSP Flashcards
3 sequential HR functions involved in the hiring process.
Recruitment, Selection, Placement
Process of searching for and securing applicants for the various job positions so that the right people in the right number can be selected to fill the job positions which arise from the time to time in organizaton.
Recruitment
Reference for the qualification requirements.
Job description
Type of recruitment which is a process of attracting job applicants from those currently working for the firm; qualified candidates from the company within the ranks of its present employees get transferred/promoted; promote/transfer someone from the organization.
Internal recruitment
2 types of internal recruitment.
Competitive
Noncompetitive
Type of internal recruitment where the position is applicable/open for everyone.
Competitive
Type of internal recruitment which could be a ladder for promotion; needs specific competencies; and limited to those in the position.
Noncompetitive
Type of recruitment which is a process of attracting job applicants from outside the organization; hiring from the outside source.
External recruitment
You adjust if you’re new in the department.
Culture fit
You add your culture to make the department more diverse.
Culture add
9 Methods of recruitment
Job post
Media advertisement
Recruiters/Headhunters
Point-of-purchase (pop)
Employee referral/The word-of-mouth system
Direct mail
Internet
Job fairs
Walk-ins and unsolicited applicants
A method of recruitment where every time a position becomes available, it is posted in the company bulletin board for the information of all interested parties; job vacancy notice is posted and all qualified employees may bid.
Job post
A method of recruitment where as soon as people learn that there’s a job opening, the words spreads around.
Word-of-Mouth system
A method of recruitment where they solicit applicants by advertising through media, newspapers, magazines, radio, or television.
Media advertisement
2 types of media advertisement.
Newspaper ads
Electronic media
4 ways to respond to ads.
Respond by calling
Apply-in-person ads
Send-resume ads
Blind box
A term used by marketers and retailers when planning the placement of consumer products, such as product displays strategically placed in a grocery store aisle.
Point-of-purchase
A recruitment method where the organizational representatives of the company gather and interview several applicants over a period of one or two days in some specific fields.
Job fair
Process of determining from among the applicants who can meet the job requirements & can be offered the vacant position in the organizaiton.
Selection
Determines the selection procedure/process on how to get the most qualified applicants.
Human Resource Management Office/ Human Resource Development Office
Who approves the standard operating procedures?
Managers and top executives
What is used as a basis when looking for people?
Manpower Requisiton Form
Recruitment slot for a possibility of being regular.
Probation
Contract ends once the project ends.
Coterminous
Has a functional authority to assist higher-ups in all related personnel functions; screen and refer.
HRD
Who has the final decision for selection?
Requisitioning department head
Selection process/method (7).
Preliminary/Initial screening
Application form
Testing & Evaluation
In-depth interview/Final interview
Evaluating references/ Reference check
Medical requirements
Placement
3 characteristics of effective employee selection techniques.
Valid
Reduce the chance of legal challenge
Cost-effective
A characteristic which measures what it’s supposed to measure.
Valid
3 types of validity.
Content validity
Criterion validity
Construct validity
Type of validity that is based on JA.
Content validity
The type of validity that predicts work-related behavior.
Criterion validity
Type of validity which measures the construct it purports to measure.
Construct validity
Universal selection tool to evaluate a candidate’s suitability for employment or assess the competencies of an applicant in relation to the job organizational requirements.
Employment interviews
3 strategies in doing interviews.
Structure
Style
Medium
Types of structures in interviews.
Structured
Unstructured
5 Types of styles in interviews.
One-on-one
Serial
Return
Panel
Group
4 Types of mediums in interviews.
Face-to-face
Telephone
Video (conference)
Written
2 types of interview.
Structured
Unstructured
Type of interview which follows a set of procedures & the interviewer sets the lead; there’s a standardized scoring key to evaluate each answer; more on job relatedness; JA based questioning.
Structured interview
2 types of structured interview.
Past-focused (Behavioral/Competency based)
Future-focused (Situational)
Type of interview which provides no specific reference.
Unstructured interview
4 Disadvantages of unstructured interview
Poor intuitive ability
Lack of job relatedness
Creates primacy & contrast effect
Interviewer-applicant similarities
Giving the applicant an honest assessment of the job; includes both good and bad aspects of the job.
Realistic Job Previews
Commonly used instrument to determine qualifications & subsequent performance of the applicant; frequently used test include cognitive ability tests, personality tests, job performance/skill.
Employee testing
Measuring device applied in consistent & systematic function to measure a sample of behavior.
Psychological test
Process of finding the right job for a particular person.
Placement
Psychological test has to have (5):
Standardization
Objectivity
Norms
Reliability
Validity
Uniformity of conditions & procedures.
Standardization
Scoring of test results (right or wrong).
Objectivity
Frame of reference.
Norms
Consistency of response on a test.
Reliability
Measures what it purports to measure.
Validity
3 types of Psychological test.
Cognitive ability tests
Personality test
Emotional intelligence tests
2 types of cognitive ability test.
Intelligence test
Aptitude test
Type of cognitive ability test which measures the general ability of a person to think, analyze, reason, plan, & solve problems.
Intelligence test
Examples of Intelligence Test.
Culture Fair Intelligence Test (CFIT)
Raven’s Progressive Matrices (RPM)
Type of cognitive ability test which measures the ability to learn or the potential to develop proficiency in a specialized field or area.
Aptitude test
Type of psych test which measures a variety of psychological traits.
Personality test
2 categories of personality test.
Measurement of types of normal personality
Measurement of psychopathology
Type of personality test which measures traits such as OCEAN.
Measurement of types of normal personality
Examples of measurement of types of normal personality.
Minnesota Multiphasic Personality Inventory (MMPI)
16PF/16PFi
Type of personality test which measures problems such as depression, bipolar disorder etc.
Measurement of psychopathology
Example of measurements of psychopathology.
Projective test
Used to reveal conscious and unconscious attitudes & motivation of a person.
Projective test
Examples of projective test.
Rorschach inkblot test
Thematic apperception test
Sentence completion test
Type of psych test which measures the main constructs of EQ/IQ .
Emotional Intelligence test
5 main constructs of EQ/IQ.
Self-awareness
Self-regulation
Social skills
Empathy
Motivation
Father of EQ.
Daniel Goleman
5 issues in Employment Testing.
Test validity
Over-acceptance of the test
Test familiarity
Faking test response
Lack of knowledge about test usage & interpretation
Summary of applicant’s professional & educational background.
Resumé
3 characteristics of effective resume.
Must be attractive & easy to read
Cannot contain typing, spelling, grammatical or factual mistakes
Makes the applicant look as qualified as possible (without lying)
3 types of resumé.
Chronological
Functional
Psychological
Process of confirming the accuracy of information provided by an applicant.
Reference check
Expression of an opinion regarding an applicant’s ability, previous performance, work habits, character or potential.
Reference
4 reasons for using references & recommendations.
Confirming details on resumé
Checking for discipline problems
Discovering new information about the applicant
Predicting future performance
Process concerned with matching individual skills, knowledge abilities, preferences & personality to a job; a person is assessed for their skills, qualities, & personality and supported to find a place in an organization they will be happy with.
Placement
Benefits of placement.
Increased retention
Decreased absence
Increases productivity
Increases loyalty
Need for T&D
Change
Holistic development of self
Benefits of T&D
- Higher employee engagement and productivity
-Better conformance to performance and quality standards - Greater Customer satisfaction
- Increase sales and profits
- Enhancement of corporate image
