人才招募與甄選Recruitment,&Selection,組織規(guī)劃與人力資源規(guī)劃工作分析、人力資源規(guī)劃、

招募及甄選間的關(guān)係內(nèi)部及外部招募方法的優(yōu)缺點企業(yè)行銷人才來源極大化本錢極小化附加價值極大化人才最適切化雇用標(biāo)準(zhǔn)化人才招募與甄選的準(zhǔn)則WaysCompaniesFind

andRecruitPeople10%20%30%40%50%60%70%80%90%NewspapersRecruitersEmploymentagenciesReferralsNetworkingCollegesTrademagazinesInternalpostingsJobFairsInternetTemporaryagenciesUnsolicitedAllothermethodsPrimarysourceSecondarysourceCopyright?1999byHarcourtBrace&CompanyAllrightsreserved.TheSelectionProcessApplicationBlanksandResumesTestingInterviewsReferenceChecksJobOfferPhysicalExaminationHireNewEmployeeCopyright?1999byHarcourtBrace&CompanyAllrightsreserved.MISS

Inaccurateprediction(Personwouldhavesucceededonthejob)

HITAccurateprediction(Personsucceedsonthejob)

HITAccurateprediction(Personwouldnothavesucceededonthejob)

MISSInaccurateprediction(Personfailsonthejob)JobPerformancePredictedSuccessLowHighHighTheGoalofSelection:Maximize“Hits〞參加面試與筆試人數(shù)(3：6)通知筆試與應(yīng)徵人數(shù)(1：6)5103050300報到率(2：1)面試錄取率(3：1)應(yīng)徵人數(shù)招募過程人數(shù)決定工作申請表ApplicationBlank履歷與自傳Resumes&Vita工作知識與能力測驗JobKnowledge&ProficiencyTest性向測驗AptitudeTest成就測驗AchievementTest心理能力測驗MentalAbilityTest工作樣本測驗WorkSampleorIn-BasketTest可塑性測驗TrainabilityTest誠實、道德層次測驗Polygraph&IntegrityTest常見的甄選方法常見的甄選方法筆跡評估GraphologyorHandwritingAnalysis非結(jié)構(gòu)性面談UnstructuredInterview結(jié)構(gòu)性面談StructuredInterview壓力式面談StressInterview情境式面談SituationalInterview推薦函RecommendationLetter評估中心AssessmentCenter健康檢查PhysicalExamination集體面談LeaderlessGroupDiscussionTheSelectionProcessObtainingReliableandValidInformationReliabilityThedegreetowhichinterviews,tests,andotherselectionproceduresyieldcomparabledataovertimeandalternativemeasures.ValidityDegreetowhichatestorselectionproceduremeasuresaperson’sattributes.CorrelationCoefficient-1.000.001.00NoRelationshipNegativeRelationship* PositiveRelationship**Asthevalueofone Asthevalueofonevariableincreases, variableincreases,theotherdecreases. sodoestheother.Example: *Thehigherone’ssatisfaction,thelowerhisorherintention toquit. **Thehigherone’ssatisfaction,thehigherhisorherintentiontoremainwiththecompany.ExamplesofScatterplotsandtheResulting

CorrelationCoefficient(y)Criterion(y)Criterion(y)Criterion(y)Criterionr=+1.0r=-1.0r=0.0r=+.65Predictor(test)(x)Predictor(test)(x)Predictor(test)(x)Predictor(test)(x)SelectionTechniquesand

theFrequencyofUseTechnique PercentageoffirmsreportinguseApplicationforms 87%Medicalexaminations 50Mentalability 31Abilitytests 78Drugtests 26Honestytests 7Referencechecking 96Weightedapplicationforms 11Interviews 94Personalityinventory 17Liedetectortests 5Copyright?1999byHarcourtBrace&CompanyAllrightsreserved.預(yù)測效度

(predictivevalidity)

經(jīng)由確認(rèn)預(yù)測指標(biāo)，將預(yù)測指標(biāo)應(yīng)用於申請人，日後再統(tǒng)計預(yù)測指標(biāo)分?jǐn)?shù)與工作績效的相關(guān)性而建立的有效度預(yù)測效度過程同時效度

(concurrentvalidity)

經(jīng)由確認(rèn)評量指標(biāo)，將這個評量指標(biāo)實施於現(xiàn)有員工，並統(tǒng)計評量指標(biāo)分?jǐn)?shù)與現(xiàn)有員工工作績效的相關(guān)性而確立的有效度?同時效度過程內(nèi)容有效度

(contentvalidity)

甄選程序或工具的內(nèi)容，能代表工作績效的重要層面之程度結(jié)構(gòu)有效度

(constructvalidity)

甄選標(biāo)準(zhǔn)能衡量工作候選人具有哪些對成功績效很重要的可辨特質(zhì)之程度?

CompetenceModel

IcebergIllustrationTrait

MotivesThinkingPattern

skillsSocialRoleValuesSelf-Imageknowledge是成就大事/促成大業(yè)的重大推手高績效率者絕對所需但並缺乏夠外顯行為內(nèi)在特徵HiddenValue企業(yè)招募應(yīng)屆畢業(yè)生時

最重視的條件

A.工作能力學(xué)習(xí)能力69.4%科系(專業(yè)知識)63.9%溝通能力50.5%語文能力47.2%電腦操作38.9%領(lǐng)導(dǎo)能力16.7%其他5.6%在校成續(xù)2.8%B.就業(yè)態(tài)度工作的穩(wěn)定性高77.8%團(tuán)隊精神63.9%壓力承受度47.2%其他2.8%C.協(xié)調(diào)合作能力品行道德80.6%儀容談吐61.1%社團(tuán)經(jīng)驗27.8%家庭背景8.3%資料來源：管理雜誌調(diào)查預(yù)測工作績效的徵選程序之效度實際工作預(yù)覽

(realisticjobpreviews,RJP)

乃是一種為工作申請人提供正反兩面完整資訊的方法工作預(yù)覽程序的典型結(jié)果甄選過程的步驟正式測驗適性測驗〔aptitudetests)精神運動測驗(psychomotortests)工作知識測驗(jobknowledgetests)成熟度測驗(proficiencytests)興趣測驗(interesttests)性格測驗(personalitytests)測謊器測驗(polygraph)面試類型結(jié)構(gòu)式面試〔structuredinterview)非結(jié)構(gòu)式面試(unstructuredinterview)壓力面試(stressinterview)小組面試(boardandpanelinterview)團(tuán)體面試(groupinterview)面談的通病對工作了解缺乏太早下判斷強調(diào)負(fù)面資料面談次序?qū)Ρ日`差非口語因素的影響選擇性認(rèn)知工作申請表ApplicationBlank履歷與自傳Resumes&Vita工作知識與能力測驗JobKnowledge&ProficiencyTest性向測驗AptitudeTest成就測驗AchievementTest心理能力測驗MentalAbilityTest工作樣本測驗WorkSampleorIn-BasketTest可塑性測驗TrainabilityTest誠實、道德層次測驗Polygraph&IntegrityTest常見的甄選方法常見的甄選方法筆跡評估GraphologyorHandwritingAnalysis非結(jié)構(gòu)性面談UnstructuredInterview結(jié)構(gòu)性面談StructuredInterview壓力式面談StressInterview情境式面談SituationalInterview推薦函RecommendationLetter評估中心AssessmentCenter健康檢查PhysicalExamination集體面談Leaderle