M3 S2 Flashcards
Module 3 Session 2
HR process that refers to staffing
RECRUITMENT
The process of finding qualified
applicants for open positions in the
organization
RECRUITMENT
what are the internal sources/recruitment from within
Promotions, Lateral Transfers,
Networking with employees (referrals),
Posting job openings, Cross Training,
Internships
what are the external sources/outside recruitment
Recruitment Agencies, Hotel management
and Craft schools, Employment agencies,
Colleges, Head hunting from competition,
Job advertisements, professional journals,
and job Fairs
what are the non-traditional sources
Part-timers, housewives, college students,
PWD, retired people
These influence attraction to organizations and job choice preferences
values and personality
This will affect the choice of recruitment sources used by prospects and applicants
values
prospects who have ________ ______ will be more likely to prefer personal or relationship-oriented recruitment sources (e.g., employee referrals, networking at job fairs)
collective values
what is the correlation between high power distance values and use of high-status recruitment sources (e.g., private employment agencies)
positive correlation
What is the effect of the greater the degree to which jobs offer them opportunities to express their values?
Greater desirability of such jobs
what is the correlation between collectivism and the attraction of prospects to jobs that offer them opportunities to work as a team or
form relationships with others (e.g., coworkers, supervisors)
positive correlation
what is the relation between individualism and the attraction of prospects to jobs that offer them opportunities for achievement,
autonomy, and the attainment of personal goals.
positive relation
where will value of power correlate positively with?
attraction of workers to jobs in high status
organizations that offer opportunities for promotion
HR process that refers to differences in applicants’ knowledge, skills, abilities, and other characteristics (KSAOs), and these differences affect their job performance.
selection
What are the components of selection?
(a) measure KSAOs of applicants that are valid predictors of performance
(b) make selection decisions on the basis of the KSAOs data.
It is a way to ensure that a candidate has the knowledge, skills, and aptitudes for the job
Testing
examples of testing
Technical tests, Group discussions, Extempore speaking, Aptitude test, Physical Aptitude test, Case studies
It is a face to face interaction for the purpose of selection
interview
types of interview
Directed or structured interviews, Undirected or unstructured interviews, Board interviews, stress interviews, Group interviews
What are the skills to be master in the interview
- Preparation
- Putting the candidate at ease
- Interview techniques
- Closing the interview
review 5 components of eq
slay
values of organizations influence job specifications (e.g., KSAO requirements), and the prototypes of ideal job applicants
selection
reason for selection
national culture influences organizational culture and the design of jobs
Decision makers often make judgments about the degree to which an applicant fits in both the job and the organization
selection
it is the degree of congruence between (a) an
applicant’s KSAOs and (b) both the requirements of a job and the reinforcers available to the current job
Person-job fit
It is the degree of correspondence
between the applicant’s values and those of the organization
Person-Organization Fit
what will be the result of applicants with values that are incongruent with the dominant values (independent of KSAOs)
be less likely to be selected for the job
What applicants will have less chances of landing a job in an individualistically dominant organization
Applicants with collectivism values
Traits and Qualities of a foodservice
personnel (6)
- Excellent health and physical fitness
- Interest in people and foods
- Alertness, pleasant disposition, courtesy, neatness, and good grooming
- Ability and willingness to comprehend and follow directions
- Honesty, loyalty, dependability, promptness and being easy to get along with
- Wholesome lifestyle
This is done to ascertain the candidate’s work
proficiency, character and teamwork from
past associations
REFERENCE CHECK
What are the purposes of reference check?
Character certificates, Work references
What are the sources of reference check?
candidate references and independent references
It is the documents which show the interest of an organization to provide employment to a candidate
OFFER LETTERS
Key information in offer letters
job title, reporting relationships, date of joining, salary and benefits, probationary period
It is the final contract between an organization and the
candidate
Appointment Letter
Key points in appointment letter
Job Title, Reporting Relationships, Joining Date, Salary and benefits, Probationary Period, Notice periods, Legal Provisions, Confidentiality Clauses and Job Descriptions
It is accomplished/ submitted to formally register an individual to an organization
JOINING FORMALITIES
Components of joining formalities
original certificates, medical check, formal application form, copies of reference, issue of an Identity card and information to accounts for the payment of salary, induction/ orientation
