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8/2/2019 Media and Human Resource
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Media and Human Resource
Resource Person
H M Tahir Ilyas
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Why Careful Selection isImportant
OrganizationalPerformance
LegalObligations and
Liability
The Importance ofSelecting the Right
Employees
Costs ofRecruiting and
Hiring
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Basic Testing Concepts
• Reliability
– Consistency of scores obtained by the sameperson when retested with identical or
equivalent tests.
– Are test results stable over time?
• Validity
– Indicates whether a test is measuring what itis supposed to be measuring.
– Does the test actually measure what it is
intended to measure?
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Sample Picture Card from Thematic Apperception Test
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Types of Validity
CriterionValidity
ContentValidity
TestValidity
FaceValidity
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Testing Program Guidelines
1. Use tests as supplements.
2. Validate the tests.
3. Monitor your testing/selection program.
4. Keep accurate records.
5. Use a certified psychologist.
6. Manage test conditions.
7. Revalidate periodically.
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Using Tests at Work
• Major Types of Tests
– Basic skills tests
– Job skills tests
– Psychological tests
• Why Use Testing?
– Increased work demands = more testing
– Screen out bad or dishonest employees
– Reduce turnover by personality profiling
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Computerized and Online Testing
• Online tests – Telephone prescreening
– Offline computer tests
– Virtual “inbox” tests – Online problem-solving tests
• Types of Tests
– Specialized work sample tests
– Numerical ability tests
– Reading comprehension tests
– Clerical comparing and checking tests
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Types of Tests
Cognitive(Mental)Abilities
AchievementMotor andPhysicalAbilities
Personalityand
Interests
What TestsMeasure
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Work Samples andSimulations
Work
Samples
MiniatureJob Training
andEvaluation
ManagementAssessment
Centers
Video-BasedSituational
Testing
Measuring WorkPerformance Directly
Li i i B k d
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Limitations on BackgroundInvestigations and Reference
Checks
BackgroundInvestigations
andReference Checks
SupervisorReluctance
EmployerGuidelines
LegalIssues:Privacy
LegalIssues:
Defamation
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Basic Features of Interviews
InterviewStructure
InterviewAdministration
SelectionInterviews
InterviewContent
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Types of Interviews
Selection Interview
Appraisal Interview
Exit Interview
Types ofInterviews
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Interview Formats
Unstructuredor
NondirectiveInterview
InterviewFormats
Structuredor
DirectiveInterview
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Interview Content
SituationalInterview
StressInterview
BehavioralInterview
Job-RelatedInterview
Types ofQuestions
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Interview Content
SituationalInterview
StressInterview
BehavioralInterview
Job-RelatedInterview
Types ofQuestions
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Administering the Interview
UnstructuredSequentialInterview
StructuredSequentialInterview
PanelInterview
MassInterview
Phone and VideoInterviews
ComputerizedInterviews
Web-AssistedInterviews
Ways in WhichInterviews CanBe Conducted
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What Can Undermine An
Interview’s Usefulness?
Nonverbal Behaviorand Impression
Management
Applicant’s Personal
Characteristics
Interviewer
Behavior
FactorsAffectingInterviews
First Impressions(Snap Judgments)
Interviewer’s Misunderstanding
of the Job
Candidate-Order(Contrast) Error and
Pressure to Hire
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Purpose of Orientation
FeelWelcome
and At Ease
Begin theSocialization
Process
Understandthe
Organization
Know WhatIs Expected
in Work andBehavior
Orientation HelpsNew Employees
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The Orientation Process
CompanyOrganization and
Operations
Safety Measuresand Regulations
Facilities
Tour
EmployeeOrientation
Employee BenefitInformation
PersonnelPolicies
Daily
Routine
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The Training Process (cont’d)
1
2
3
4
5
The Five-Step Training and Development Process
Instructional design
Needs analysis
Validation
Implement the program
Evaluation
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Analyzing Training Needs
Task Analysis:Assessing New Employees’
Training Needs
Performance Analysis:Assessing Current Employees’
Training Needs
Training NeedsAnalysis
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Assessing Current Employees’
Training Needs
Performance Appraisals
Job-RelatedPerformance Data
Observations
Interviews
Assessment CenterResults
Individual Diaries
Attitude Surveys
Tests
Methods forIdentifying
TrainingNeeds
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Training Methods
• On-the-Job Training
• Apprenticeship Training
• Informal Learning
• Job Instruction Training• Lectures
• Programmed Learning
• Audiovisual Training
• Simulated Training (also Vestibule Training)
• Computer-Based Training (CBT)
• Electronic Performance Support Systems (EPSS)
• Distance and Internet-Based Training
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Training Methods (cont’d)
• On-the-Job Training (OJT)
– Having a person learn a job byactually doing the job.
• Types of On-the-Job Training – Coaching or understudy
– Job rotation
– Special assignments
• Advantages
– Inexpensive
– Learn by doing
– Immediate feedback
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On-the-Job Training
1
Follow Up
Present the Operation
Steps to Help Ensure OJT Success
Prepare the Learner
Do a Tryout
2
3
4
Managing Organizational
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Managing OrganizationalChange and
Development
Strategy TechnologiesCulture
What to Change
Structure Employees
Managing Organizational
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Managing OrganizationalChange and
Development (cont’d)
Overcomingresistance to
change
Effectivelyusing
organizationaldevelopment
practices
The HumanResource Manager’s
Role
Organizing
and leadingorganizational
change
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