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MHR623 CH 1.docx

17 Pages

Human Resources
Course Code
MHR 623
Genevieve Farrell

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MHR623 CH 1Introduction to Recruitment and SelectionThe goal of RS is attracting candidates who are a good fit for your job or organization and not on reaching the most people During the selection process interviewers can irritate interviewees by treating the interview as unimportant taking an insensitive approach and asking inappropriate questions This can be a risk to the reputation of an organization correcting this can enhance the ability of organizations to land the candidates they want during the selection process One method of interviewing is behavioural interviewing which focuses on gathering descriptions of behaviour related to competencies critical to performing the job this helps avoid irrelevant and silly interview questions Why RS MattersBest RS practices are valid reliable and legally defensible and comply with relevant legislations Best practices involve the ethical treatment of job applicants throughout the recruitment and hiring process It results from HR professionals following the accepted standards and principles of professional associations The inability to defend RS practices before a judicial tribunal may have serious financial consequences for an OBest practices arent perfect and may have errors but employers should be able to show that their procedures are fair and dont discriminate against protected groups covered by various laws RS is just one component of the HR system that helps O meet its goals and objectives by producing competent committed and effective personnel Recruitment is the generation of an applicant pool for a position or job in order to provide the required number of candidates for a subsequent selection or promotion program Selection is the choice of job candidates from a previously generated applicant pool in a way that will meet management goals and objectives as well as current legal requirementsSocialEconomic Factors Affecting Recruitment and SelectionGlobal Competition Rapid Advances in Technology and the Internet employees are now expected to be computer literate Many recruitment efforts are now done via InternetChanging WorkForce Demographics a significant change is the abolishment of the mandatory retirement at age 65The Economic Context state of the economy can affect staffingType of Organization in a public setting RS is more formal and is usually highly unionized in private sectors RS vary and are usually more informalOrganizational Restructuring Redefining Jobs Best PracticesA Systems View of HRBasic principle 1 HRM must carefully coordinate its activities with the other organizational units and people for the larger system is to function properlyBasic principle 2 HR managers must think in systems terms and have the welfare of the whole organization in mindHR needs to be fully in touch with the needs of the larger O and play a strategic role in the O The role of HR is to support line units pursuing the central mission of the organization RS and the HR ProfessionHR professionals must keep abreast of developments in their field through continuous learning They are responsible for knowing the latest legal and scientific information with respect to RS They are responsible for implementing policies and procedures that are in accordance with accepted professional standards An Introduction to Ethical Issues and Professional StandardsEthics are the means by which we distinguish what is right from what is wrong what is moral from what is immoral what may be done from what may not be done Professional standards provide guidance on how HR professionals should behave in certain situations including the use of employment tests Ethical standards regulate the behaviour of those using employment tests With job testing cautions to be taken include informed consent access to test results privacy and confidentiality language and culture in the right one that the employee is fluent inOther concerns disability reliabilityvalidity issuesHER SLIDESStaffing Process of acquiring deploying and retaining a workforce of sufficient quantity and quality to create positive impacts on the organizations effectivenessStaffing may include recruitment screening selection employment legalities job analysis ethics quality deployment retention strategyplanning and quantityStaffing is the most important HR function that translates organizational strategies into realities puts implementation into strategiesStaffing involves job analysis JAreview update or create job descriptionsspecifications recruitment Rcreate a pool of applicants for a vacancy or promotion by identifying and attracting quality applicants and ScreeningSelection SSassess evaluate make decisionsa final matchGoals of staffing are to hire the most qualified applicant predict future success on the job and build the organizations workforce To do this employers matchmakea matching process between an Organizationan Individual to form an employment relationship that facilitates high organizational and employee performance and fosters employee morale and a desired organizational culture Matching the applicants KSAOspersonal needsgoals with the demands of the O and the jobthe rewardsMeasurement is the process of assigning numbers to objects to represent quantities of an attribute of the objects Measurement methods include behavioural observation reports from others unobtrusive methods and selfreport measures MHR623 CH 2Foundations of Recruitment and Selection I Reliability and ValidityThe Meiorin case set a precedent to the use of tests in personnel selection that influence hiring standards today Research methodology and tests need to validate selection procedures The RS ProcessEmployers should have a good idea of the duties that will be performed as part of a job and the level of performance required for the job success They must also identify the KSAOS required and measureassess the KSAOs of all job applicants The Hiring ProcessThis can be informal or formal many are informal Hiring decisions must be defensible meet legal requirements and professional standards of reliability and validity Defensible hiring decisions are not arbitrary the measures used to make hiring decisions must be stable and provide jobrelated information Decisions need to be based on empirical evidence and not intuition Construct is an idea or concept constructed or invoked to explain relationships between observations The Legal Environment and SelectionSelection processes that dont follow human rights legislationsother employment laws may face penalties and fines RS should yield the best qualified candidates within the context of agreedupon employment equity programsEmployment equity is a term coined in the 1986 federal Employment Equity Act referring to policies and initiatives to promote employment opportunities for members of designated minority groups
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