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Human Resource Management
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| bet | 3/7 | | Sana | 11.04.2023 | | Hajmi | 233.5 Kb. | | #50245 |
Bog'liq chapter 12 pp 1. Pedagogik texnologiya nima , 14 - yanvar Vatan himoyachilari kuni (2022), Inomjon mustaqil ish, portal.guldu.uz-Ona tili o’qitish mеtodiкasi Selection Process - Paper & Pencil Tests: Either an ability and personality test.
- Ability test: assess if applicant has right skills for the job.
- Personality test: seek traits relevant to job performance.
- Be sure test is a good predictor of job performance.
- Performance Tests: measure job performance.
- Typing speed test is one example.
- Assessment Center: candidates assessed on job-related activities over a period of a few days.
- References: outside people provide candid information about candidate.
- Can be hard to get accurate information.
- Selection tools must be reliable and valid.
- Reliability: the degree to which the tool measures the same thing each time it is used.
- Scores should be close for the same person taking the same test over time.
- Validity: Does the test measure what it is supposed to measure?
- Example: does a physical ability test really predict the job performance of a firefighter?
- Managers have an ethical and legal duty to develop good selection tools.
Terms - Training: teach organizational members how to perform current jobs.
- Help worker’s acquire skills to perform effectively.
- Development: build worker’s skills to enable them to take on new duties.
- Training used more often at lower levels of firm, development is common with managers.
- A Needs Assessment should be taken first to determine who needs which program and what topics should be stressed.
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