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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. Candidate Selection. Search committee Screening

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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. Candidate Selection Search committee Screening Testing & prelim interviews Formal interviews Interview questions Actual interview Background checks

  3. Selecting the Search Committee • Options • Direct supervisor • Peers/Co-workers • HR • Departmental representation • Numbers • Diversity • Age, gender, race

  4. Screening the Candidates • Initial Screening • Second screening • Affirmative Action Procedures

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

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

  7. Assessment/Selection Matrix • Based on competencies in job description • Construct a matrix showing • each qualification • each applicant • Select a score for each qualification • 5=highly qualified • 1=not qualified • Establish a list of “qualified candidates”

  8. 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

  9. # of candidates • Dictated by: • $$$$ • Time • Qualifications of candidates • Agency policy • Screening interview vs. formal interview

  10. Exercise Screening matrix for job Rate resumes on screening matrix

  11. Testing & Preliminary Interviews • Why do them? • Determine a pool of candidates for on-site interviews • Describe the position and department; • Ask questions about the applicant’s experience; • Obtain clarification on any information on the application materials; • Discuss the salary for the position and ascertain an individual’s continued interest in the position

  12. Testing & Preliminary Interviews • How to do them • Phone interview • Focuses mainly on experience & qualifications • 10-30 minutes • Determine # of interviewers • Listen for discrepancies between what they say & what the resume says • Judging solely on answers at this point • No eye contact, attire, body language, etc

  13. Testing & Preliminary Interviews • How to do them • Videotaped/Internet interview • Written interview • IPRA Membership plan • Pricing activity • Philosophy

  14. Testing & Preliminary Interviews • How to do them • Pre-established test • Psychometric tests • measurement of knowledge, abilities, attitudes, and personality traits

  15. Thinking in terms of Interviews • When to hold the interviews • Spread out v. clustered appointments • What administrative procedures must be followed • Formats…

  16. Format of the Interview • One-on-One • Have the skills & education • Tests how person fits in the org. • Look to build rapport

  17. Format of the Interview • Committee • Firing squad • Demonstrate problem solving skills • Group / Disney style • Used to uncover leadership potential • Gather in an informal discussion situation • See how they interact with each other • Sometimes combine group & committee

  18. Format of the Interview • Stress Interviews • Interviewer deliberately attempts to rattle you • Argumentative, Sarcastic, Silence • Sample questions… • What were your failures on your last job • Tell me @ a time when you didn’t perform to your capabilities • Why are manhole covers round? • Sell me this pencil

  19. Format of the Interview • Lunch interview • Less formal • Candidate needs to act professionally

  20. Format of the Interview • Assessment Centers • Used to simulate behaviors found in the work environment • Written assignments • Exercise plan • Sample client documentation • Letter confirming meeting/event details • Memos

  21. Format of the Interview • Assessment Centers • Simulations • Marketing plan for an event • Program/event planning • Presentation…brd, news conf. • Role playing • In basket exercises • Given scenario & determine how to handle it • Prioritize phone & e-mail messages & tasks for the day • Justify your priorities

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