MGHB12H3- Final Exam Guide - Comprehensive Notes for the exam ( 128 pages long!)
Document Summary
Selection the process of choosing individuals who have the relevant qualifications to fill existing or projected job openings. Ma(cid:454)i(cid:373)ize (cid:862)hits(cid:863), a(cid:272)(cid:272)u(cid:396)ate p(cid:396)edi(cid:272)tio(cid:374)s a(cid:374)d a(cid:448)oid (cid:862)(cid:373)isses(cid:863), i(cid:374)a(cid:272)(cid:272)u(cid:396)a(cid:272)ies (cid:449)hi(cid:272)h (cid:396)esult i(cid:374) (cid:272)osts (cid:894)di(cid:396)e(cid:272)t and indirect expense, opportunity cost of successful candidate) Job specifications help identify individual competencies needed for success knowledge, skills, abilities and other factors (ksao) Then use selection methods e. g. interviews, references, and preemployment tests to measure. Ksaos against job competencies help differentiate between qualified and unqualified applicants, reducing effect of bias. Completion of application initial interview with hr employee testing (aptitude, achievement) . Background check preliminary selection in hr supervisor/team interview hiring decision. Reliability degree to which interviews, tests, and other selection procedures yield comparable data over time. Interviews judge capabilities of a group of apps to be the same today as yesterday. Validity degree to (cid:449)hi(cid:272)h test/sele(cid:272)tio(cid:374) p(cid:396)o(cid:272)edu(cid:396)es (cid:373)easu(cid:396)e a pe(cid:396)so(cid:374)"s att(cid:396)i(cid:271)utes. Directly related to productivity and required by employment equity regs.
