MHR 523 Lecture 5: MHR lectuer 5

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The (cid:395)uality of a(cid:374) o(cid:396)ga(cid:374)izatio(cid:374)"s hu(cid:373)a(cid:374) (cid:396)esou(cid:396)(cid:272)es (cid:271)egi(cid:374)s (cid:449)ith a st(cid:396)ategi(cid:272) pe(cid:396)spe(cid:272)ti(cid:448)e i(cid:374) management of recruitment. Recruitment: process of searching out and attracting qualified job applicants. Recruiter: a specialist in recruitment, whose job it is to find and attract capable candidates. Hi(cid:396)i(cid:374)g the (cid:449)(cid:396)o(cid:374)g pe(cid:396)so(cid:374) (cid:449)ill (cid:272)ost you 2. 5 ti(cid:373)es that pe(cid:396)so(cid:374)"s sala(cid:396)y. Most firms use a standard application form because: facilitates comparison of candidates. Information that the company requires is specifically requested: ca(cid:374)didate"s o(cid:449)(cid:374) (cid:449)o(cid:396)k, reference checking, acknowledgement of true information. Biographical information bank (bib: biographical data predictive of job success is scored. Online applications: reduce risk of lost applications. Increase exposure level of job ad: may reduce biases based on face-to-face meetings. Employees see that the competence is rewarded thus enhancing commitment, morale and performance. Insiders may be more committed to company goals and less likely to leave. Fi(cid:396)(cid:373) is likely to ha(cid:448)e a (cid:373)o(cid:396)e a(cid:272)(cid:272)u(cid:396)ate assess(cid:373)e(cid:374)t of pe(cid:396)so(cid:374)"s skills a(cid:374)d pe(cid:396)fo(cid:396)(cid:373)a(cid:374)(cid:272)e level.

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