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Introduction to Human Resource Management

Introduction to Human Resource Management. HR 251 Mohammed Owais Qureshi Hashmi. محمد عويس قرشي هاشمي. الوضع الصامت. Chapter Learning Objectives. Chapter Seven: Selecting Employees: 1- Outline the steps in the selection process.

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Introduction to Human Resource Management

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  1. Introduction to Human Resource Management HR 251 Mohammed OwaisQureshiHashmi محمد عويس قرشي هاشمي

  2. الوضع الصامت

  3. Chapter Learning Objectives Chapter Seven: Selecting Employees: 1- Outline the steps in the selection process. 2- Describe aptitude,psychomotor,job knowledge, proficiency, interest, and personality tests.

  4. Chapter Learning Objectives 3- Describe structured and unstructured interviews. 4- Define validity. 5- Explain predictive validity. 6- Explain concurrent validity.

  5. Chapter Learning Objectives 7- Describe content validity. 8- Discuss construct validity. 9- Define reliability.

  6. Outline the steps خطوات in the selection اختيار process عملية The steps in the selection process are: 1- The Employment application(تطبيق) form(شكل). 2- Preliminary(تمهيدي) Interview 3- Formal(رسمي) Testing(اختبار).

  7. Outline the steps in the selection process 4- Second or Follow up(متابعة) Interview. 5- Reference(مرجع) Checking(فحص). 6- Physical Examination. 7- Making(جعل) the final(نهائي) Selection Decision(القرار).

  8. Formal Testing Aptitude(أهلية) Test: means of measuring(قياس) a person’s capacity(قدرة) or potential(محتمل) ability(القدرة) to learn and perform(نفذ) a job. Psychomotor(نفسي) Test: measure a person’s strength(قوة), dexterity(براعة), and coordination(تنسيق). Job Knowledge Test: measure the job –related(متعلق) knowledge possessed(امتلك) by a job applicant.

  9. Formal Testing Proficiency(إتقان) test: measure how well the applicant can do a sample(عينة) of work required in the position. Interest(مصلحة) test: are designed(تصميم) to determine(تحديد) how a person’s interests compare with interests of successful people in a specific job. Personality(شخصية) test: attempt to measure personality characteristics(مميز).

  10. Structured and Unstructured Interviews Structured(منظم) Interview: is conducted(أجرى) using a predetermined(سلفا) outline. Unstructured Interviews: are conducted without a predetermined checklist(المرجعية) of questions.

  11. Define Validity تعريف صحة Validity refers to how well a criterion predictor actually predicts the criteria of job success. المعايير متنبئ في الواقع متنبئ

  12. Predicative Validity Predicative Validity is established(أنشأ) by identifying(تحديد) a criterion predictor such as a test, administering the test to the entire pool of job applicants, and hiring(تأجير) people to fill(شغل) the available(متاح) jobs without regard to their test scores. At later date, the test scores are correlated with the criteria of job success to see whether(سواء) those people with high(ارتفاع) test scores performed substantially than those with low(منخفض) test scores. مسند

  13. Concurrent validity Concurrent(متزامن) validity is established by identifying a predictor such as a test, administering the test to present employees, and correlating the test scores with the present employee's performances on the job.

  14. Content Validity Content(محتوى) validity: refers to whether the content of a selection(اختيار) procedure(إجراء) or selection instrument(صك), such as a test, is representative(ممثل) of important aspects(الجوانب) or performance on the job.

  15. Construct validity Construct(بناء) validity: refers to the extent(مدى) to which a selection procedure or instrument measures(قياس) the degree to which job candidates have identifiable characteristics(مميز) that have been determined(مصمم) to be important for successful job performance. Job related constructs might include verbal ability, space visualization, and perceptual(الإدراك الحسي) speed.

  16. Reliability Reliability(الاعتمادية):refers to the extent to which a criterion predictor produces(إنتاج) consistent(متسق) results(نتيجة) if repeated(كرر) measurements are made.

  17. Question’s,,,

  18. Reference: Byars, L. and Rue, L., “Human Resource Management”, 9th , McGraw Hill, (2008).

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