Media and Human Resource

8/2/2019 Media and Human Resource

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Media and Human Resource

Resource Person

H M Tahir Ilyas



Why Careful Selection isImportant

OrganizationalPerformance

LegalObligations and

Liability

The Importance ofSelecting the Right

Employees

Costs ofRecruiting and

Hiring



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?



Sample Picture Card from Thematic Apperception Test



Types of Validity

CriterionValidity

ContentValidity

TestValidity

FaceValidity



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.



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



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



Types of Tests

Cognitive(Mental)Abilities

AchievementMotor andPhysicalAbilities

Personalityand

Interests

What TestsMeasure



Work Samples andSimulations

Work

Samples

MiniatureJob Training

andEvaluation

ManagementAssessment

Centers

Video-BasedSituational

Testing

Measuring WorkPerformance Directly

Li i i B k d



Limitations on BackgroundInvestigations and Reference

Checks

BackgroundInvestigations

andReference Checks

SupervisorReluctance

EmployerGuidelines

LegalIssues:Privacy

LegalIssues:

Defamation



Basic Features of Interviews

InterviewStructure

InterviewAdministration

SelectionInterviews

InterviewContent



Types of Interviews

Selection Interview

Appraisal Interview

Exit Interview

Types ofInterviews



Interview Formats

Unstructuredor

NondirectiveInterview

InterviewFormats

Structuredor

DirectiveInterview



Interview Content

SituationalInterview

StressInterview

BehavioralInterview

Job-RelatedInterview

Types ofQuestions



Interview Content

SituationalInterview

StressInterview

BehavioralInterview

Job-RelatedInterview

Types ofQuestions



Administering the Interview

UnstructuredSequentialInterview

StructuredSequentialInterview

PanelInterview

MassInterview

Phone and VideoInterviews

ComputerizedInterviews

Web-AssistedInterviews

Ways in WhichInterviews CanBe Conducted



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



Purpose of Orientation

FeelWelcome

and At Ease

Begin theSocialization

Process

Understandthe

Organization

Know WhatIs Expected

in Work andBehavior

Orientation HelpsNew Employees



The Orientation Process

CompanyOrganization and

Operations

Safety Measuresand Regulations

Facilities

Tour

EmployeeOrientation

Employee BenefitInformation

PersonnelPolicies

Daily

Routine



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



Analyzing Training Needs

Task Analysis:Assessing New Employees’

Training Needs

Performance Analysis:Assessing Current Employees’

Training Needs

Training NeedsAnalysis



Assessing Current Employees’

Training Needs

Performance Appraisals

Job-RelatedPerformance Data

Observations

Interviews

Assessment CenterResults

Individual Diaries

Attitude Surveys

Tests

Methods forIdentifying

TrainingNeeds



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



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



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



Managing OrganizationalChange and

Development

Strategy TechnologiesCulture

What to Change

Structure Employees

Managing Organizational



Managing OrganizationalChange and

Development (cont’d)

Overcomingresistance to

change

Effectivelyusing

organizationaldevelopment

practices

The HumanResource Manager’s

Role

Organizing

and leadingorganizational

change

Documents

Media and Human Resource