新人力资源管理专业英语 教学课件 詹婧 等 Chapter 4 Recruitment and Selection.pptVIP

4.3 The Main Technical of Staff Selection Work Samples Work-sample tests and job-performance tests attempt to simulate the job miniaturized form—for example, a typing test for prospective clerical workers. An “in-basket test” is another example. In an in-basket test, job candidates are asked to respond to memos that typify the problems confronted by those who already hole the job. The key in this and other forms of work-sample tests is the behavioral consistency between the requirements of the job and the requirements of the test. 4.3 The Main Technical of Staff Selection Honesty Tests Many of the problems that confront society also exist within organizations, which have led to two new kinds of tests: theft tests and drug-use tests. Paper-and-pencil honesty tests typically ask applicants directly about their attitudes toward theft or their past experiences with theft. 4.3 The Main Technical of Staff Selection 2.Interview Assessment 面试评价 A selection interview has been defined as “a dialogue initiated by one or more persons to gather information and evaluate the qualifications of an applicant for employment”. The selection interview is the most wide-spread selection method employed in organizations. 4.3 The Main Technical of Staff Selection 3.Center Assessment Technology 集中评价技术 The center assessment is one kind of effective technology evaluating talented person. (1)Leaderless Group Discussion The leaderless group discussion is a type of assessment center exercise where groups of applicants meet as a group to discuss an actual job-related problem. (2) Role Playing Role playing is a type of assessment center exercise where the candidate assumes the role of the incumbent of the position and must deal with another person in a job- related situation. THANK YOU! 本作品采用知识共享署名-非商业性使用 2.5 中国大陆许可协议进行许可。 专业交流 模板超市 设计服务 NordriDesign中国专业PowerPoint媒体设计与开发 本作品的提供是以适用知识共享组织的公共许可（ 简称“CCPL” 或 “许可”） 条款为前提的。本作品受著作权法以及其他相关法律的保护。对本作品的使用不得超越本许可授权的范围。