Employee selection &...

Employee selection & Evaluation

& Correction

By : Mj.Gharavi

Professor of Iran University of Medical

Sciences

• The laboratory manager should evaluate the candidate

qualification in relation to the job description.

• Candidates for interviews are then selected.

• The interview is a critical step in the selection

process.

• The purpose of the interview process is for the

employer to ensure that the written information

obtained from the resume is valid and to evaluate the

candidate’s skills.

• The evaluation instrument should be tied to the job description , performance standards, and to the reward system.

• Employees should understand from the beginning the basis of their evaluation .

• The idea is not catch someone not doing their job, but to encourage all employee to do their job.

• Hall and O’Malley describe the competency-

based and the criteria-based evaluation.

• The criteria-based evaluation indicate

performance criteria such as the criteria found

in the job description.

• They competency-based evaluation is used in the

employee orientation process and to continuously

validate competency as required by accreditation

agencies.

• During employee orientation and validation of

competency , a checklist is developed, and the

manager or trainer must verify that the

employee is competent to perform tasks on the

checklist.

• According to varnado(1996), an evaluator

must :

1. Have knowledge of the job ?

2. Be close enough to the work situation to

realistically be able to evaluate the

employee’s work ?

3. Have the knowledge and ability to perform

evaluation?

4. Have the time to evaluate the employee ?

The evaluator must avoid errors caused by the

tendency to mark all employee as average or

to mark all employees with high mark.

Delegating

Participating-role

Selling -role

Telling-mode

Example of a partial Criteria-Based Evaluation Summary Page

Example of a partial Employee Orientation Checklist A component of the

Competency-Based Evaluation Process

Example of a partial Employee Competency Validation Checklist A component of the Competency-Based Evaluation Process

• Getzel (1958) described the interaction of the individual with the institution and indicated that :

1. The institution must match the individual

2. The institutional role must match the individual personality

3. The institutional expectations must match the individual needs disposition for the institution and individual to realize the maximum benefit.

• Indirect Interaction in group

• During the meeting in question

refers to the sum of all

employees

• Talk with the employee

• No documentation is filled

• Manager is in contact constantly with the employee

• This is a step that enhances the dignity of the employee and communicates a manager’s sincere concern for the employee

• Oral hint

• Warning the involves indentifying the problem

• Offering assistance

• Keeping formal note on the conference

• Written warning

• The Written warning is signed by

the manager

• A second Written warning is

given

• Sometimes this Written

warning is accompanied by a

suspension

• The employee is dismissed

• Expulsion