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Personnel Process

Personnel Process. Search Process. Development of the job description Creation of the job announcement Candidate recruitment Candidate selection Orientation, T & D Performance appraisal Employee motivation & rewards Employee discipline. Preparing to open the job Advertising the Position

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Personnel Process

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  1. Personnel Process Search Process Development of the job description Creation of the job announcement Candidate recruitment Candidate selection Orientation, T & D Performance appraisal Employee motivation & rewards Employee discipline

  2. Preparing to open the job Advertising the Position Reviewing the Candidates Testing and Preliminary Interviews Formal Interviews Job Search Process 1 week – 6 months 1 week – 2 months 1 -2 weeks 1 -2 weeks 1 day - 2 weeks

  3. Candidate recruitment • Planning the advertisement schedule • When to advertise • The deadline • When to interview • When the candidate should start • Example….

  4. Timeline CEO Piers Mgt Start date: August 1 Offer made: July1 Interviews: June 1-29 Screening time: May 14-18 Application: May 11 Open job: April 16

  5. Director of Golf • Start date Jan. 7 • Keep in mind: • T-giving = 11/25 • Hanukkah starts Dec 1 • Christmas = Dec 25 • New Year’s day

  6. Advertising the Position • Local vs. State vs. National • Based on type of position, pool of locals • Budget – out of state interviews • How long to wait to hire? • Outlets • Newsletters • Direct mail…letters asking individual to apply • Professional Journals/Magazines • Web based employment pages • Personal contact • Job search firms • Length of time for listing…

  7. Exercise Outline recruitment plan

  8. Personnel Process Search Process Development of the job description Creation of the job announcement Candidate recruitment Candidate selection Orientation, T & D Performance appraisal Employee motivation & rewards Employee discipline

  9. Initial Screening • Remove based on most important competencies • 3 piles: • Yes • No • Maybe • Remove the no pile

  10. Second Screening • Spend more time with applications • Assessment Matrix

  11. Assessment/Selection Matrix • Based on essential functions • Construct a matrix showing • each measurable qualification • each applicant • Select a score for each qualification • 5=highly qualified, 1=not qualified • Weighted scores • Establish a list of “qualified candidates”

  12. The Matrix Marketing Supervision Budgeting Experience Education Name 3 1 2 2 11 3 Blake 11 1 1 4 White 3 2 2 1 3 9 2 1 Smith 13 1 2 3 4 3 Jones 4 3 21 5 4 5 Scott 5=highly qualified……1=not qualified

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