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Department of Business Management
Strategic Human Resource Management
Ing. Miloš Krejčí[email protected]
2.
Strategic Human Resource Management
1. Introduction to Human Resource Management2. Strategic Human Resource Management3. Personnel Planning and Recruiting - Job Analysis,
Descriptions and Specifications4. Employee / Employer Selection and Interviewing
Process5. Training and Developing Employees6. Performance Management and Appraisal 7. Coaching, Careers and Talent Management8. Compensation planning9. Financial Incentives and Employee Benefits10.Ethics, Culture, Organizational Change and Fair
Treatment in HR Management11.Equal Opportunity and Diversity, Labor Relations,
Employee Safety and Health12.Managing Human Resources in Global and SME
companies Ing. Miloš Krejčí [email protected]
3.
Why Careful Selection is Important
Ing. Miloš Krejčí [email protected]
Organizational performance
Costs of recruiting and
hiring
The Importance of Selecting the Right
Employees
Legal obligations and liability
4.
Selection Process
Ing. Miloš Krejčí [email protected]
CV + …
Interviews 1, 2, 3
References Testing
Job Offer
5.
Avoiding Negligent Hiring Claims
Carefully scrutinize information on employment applications.
Get written authorization for reference checks, and check references.
Save all records and information about the applicant.
Reject applicants for false statements or conviction records for offenses related to the job.
Balance the applicant’s privacy rights with others’ “need to know.”
Ing. Miloš Krejčí [email protected]
6.
What Employers Assess
Major Types of Assessments
Basic knowledge and skills
Job skills and experiences
Psychological tests
Key Competences
Why Use Assessment?
Increased work demands
Screen out bad or dishonest employees
Reduce turnover by personality profiling
Choose the best „fit“ Ing. Miloš Krejčí [email protected]
7.
Work Samples and Simulations
Ing. Miloš Krejčí [email protected]
Work samples
Management
assessment centers
Video-based situational
testing
Measuring Work Performance Directly
Miniature job training
and evaluation
8.
Background Investigations
Investigations and Checks
Reference checks
Background employment checks
Criminal records
Driving records
Credit checks
Why?
To verify factual information provided by applicants
To uncover damaging information
Ing. Miloš Krejčí [email protected]
9.
Background Reference Checks
Ing. Miloš Krejčí [email protected]
Former Employers
Current Supervisors
Written References
Social Networking Sites
Commercial Credit Rating Companies
Sources of Information
10.
Personal Competencies
PRIORITY SETTING
THINKING/PROBLEM-SOLVING
INITIATIVE AND FOLLOW-THROUGH LEADERSHIP WORKING EFFECTIVELY WITH OTHERS
COMMUNICATION
CREATIVITY AND INNOVATION
TECHNICAL MASTERY
Ing. Miloš Krejčí [email protected]
11.
Basic Types of Interviews
Ing. Miloš Krejčí [email protected]
Selection Interview
Appraisal Interview
Exit Interview
Types of Interviews
12.
Selection / Recruiting Interview
Ing. Miloš Krejčí [email protected]
Interviewstructure
Interview administratio
n
Selection Interview
Characteristics
Interviewcontent
14.
Avoiding Discrimination
Ing. Miloš Krejčí [email protected]
Use objective/job-related questions
Standardize interview administration
Use multiple interviewers
Avoiding Discriminat
ion in Interviews
15.
Interview Content
Ing. Miloš Krejčí [email protected]
Situational interview
Behavioral interview
Job-related interview
Types of Questions Asked
Stress interview
16.
Examples of Interview Questions
Situational Questions
1. Suppose a more experienced coworker was not following standard work procedures and claimed the new procedure was better. Would you use the new procedure?
2. Suppose you were giving a sales presentation and a difficult technical question arose that you could not answer. What would you do?
Past Behavior Questions
3. Based on your past work experience, what is the most significant action you have ever taken to help out a coworker?
4. Can you provide an example of a specific instance where you developed a sales presentation that was highly effective?
Background Questions
5. What work experiences, training, or other qualifications do you have for working in a teamwork environment?
6. What experience have you had with direct point-of-purchase sales?
Job Knowledge Questions
7. What steps would you follow to conduct a brainstorming session with a group of employees on safety?
8. What factors should you consider when developing a television advertising campaign? Ing. Miloš Krejčí [email protected]
17.
Administering the Interview
Ing. Miloš Krejčí [email protected]
Unstructured sequential interview
Panel interview
Phoneinterviews
Video/Web-assisted
interviews
Computerized interviews
Massinterview
Structured sequential interview
Ways in Which
Interview Can be Conducted
18.
Interview Objectivity?
Ing. Miloš Krejčí [email protected]
Nonverbal behavior and impression
management
Applicant’s personal
characteristics
Interviewer’s inadvertent
behavior
Factors Affecting An Interview’s
Usefulness
First impressions (snap judgments)
Interviewer’smisunderstandin
gof the job
Candidate-order (contrast) error and pressure to
hire
19.
Creating Effective Interview Structures
Base questions on actual job duties.
Use job knowledge, situational or behavioral questions, and objective criteria to evaluate interviewee’s responses.
Use the same questions with all candidates.
Use descriptive rating scales (excellent, fair, poor) to rate answers.
If possible, use a standardized interview form.
Ing. Miloš Krejčí [email protected]
20.
Streamlined Interview Process
1. Prepare for the interview• Knowledge and experience• Motivation• Intellectual capacity• Personality factor
2. Formulate questions to ask in the interview
• Intellectual factor• Motivation factor• Personality factor• Knowledge and experience factor
3. Conduct the interview• Have a plan• Follow your plan
4. Match the candidate to the job
Ing. Miloš Krejčí [email protected]
21.
Guidelines for Candidate
Preparation is essential.
Uncover the interviewer’s real needs.
Relate yourself to the interviewer’s needs.
Think before answering.
Remember that appearance and enthusiasm are important.
Make a good first impression.
Ask questions.
Ing. Miloš Krejčí [email protected]
22.
Candidate Job Search Techniques
Do your own local research
Online job boards
Personal contacts
Answering advertisements
Employment agencies
Executive recruiters
Career counselors
Executive marketing consultants
Employers’ Web sites
Ing. Miloš Krejčí [email protected]
24.
Interview preparation - Candidate
Purpose:• To have enough information to make potential decision• To be prepared to clearly express abilities, knowledge, skills… 1. Get the information:- Business sector- Company Environment- Company future business plans- Interviewer and future boss 2. Interview objective: „everyone is glad to leave the best impression“To leave the best impression, be prepared: - Get the information (internet…)- prepare written questions- prepare specific examples of past work in „CAR“ (Content, Actions, Result) formatAsk: Whether the interviewer is convinced of your suitability as an employee for thePosition?What else interviewer needs to know?
Ing. Miloš Krejčí [email protected]
25.
Interview preparation - Candidate
3. Double-check all contact information - address, phone, names, times, access to the site. 4. Choose clothing suitable for the type of the meeting. 5. You need to know / get the information: - Job description- Position in the company- Size of department, the company- Reasons for seeking - what happened predecessors in this position- Career development opportunities- Working environment- Company history and its future plans- Next steps / meetings
Ing. Miloš Krejčí [email protected]
26.
Interview preparation - Candidate
6. You need to be careful - The client, for example, asks: "Tell me something about yourself" "Why do you want to join us?" 7. Be ready to discuss compensation package. 8. Be positive, be enthusiastic, get the job offer = be in the position
YOU CAN MAKE A DECISION
Ing. Miloš Krejčí [email protected]
27.
Candidate Key Decisions
Do I want this position and company?
Compensation package
Counteroffer
Ing. Miloš Krejčí [email protected]
28.
Next Session Preparation
Ing. Miloš Krejčí [email protected]
PERSONAL COMPETENCIES - FACTORS OF EFFECTIVE PERFORMANCE
IS: Personal_Competencies_L5_prereading
29.
Key Terms
Ing. Miloš Krejčí [email protected]
management assessment center
situational test
video-based simulation
miniature job training and evaluation
background reference
structured interview
situational interview
behavioral interview
job-related interview
stress interview
structured sequential interview
panel interview
mass interview
CV
Candidate interview preparation
30.
LEARNING OUTCOMES
1. Give examples of some of the ethical and legal considerations in assessing candidate.
2. Explain the key points to remember in conducting background references.
3. List the main types of selection interviews.
4. Define a structured situational interview.
5. Name and describe Personal Competencies
6. Explain and illustrate each guideline for being a more effective interviewer.
7. Give several examples of situational questions, behavioral questions, and background questions that provide structure.
8. List the steps in a streamlined interview process. Ing. Miloš Krejčí [email protected]
