6甄选与配置范例.pptVIP

Unit 6 Selection and Placement 甄选和配置 为什么甄选和配置员工如此重要? Definition of Selection and Placement Selection is the process of choosing individuals who have needed qualities to fit jobs in an organization. Placement is the ultimate purpose of selection, it means to fit a person to the right job. a. It affects the amount and quality of the employee’s work. b. It directly affects training and operating cost. The Basic Rules of Selection and Placement 1. Person-Job Fit It involves matching the knowledge, skills and abilities (KSAs) of the people with the characteristics of jobs. 2. Person-Organization Fit Determining person-organization fit may require use of multiple selection means and take considerable time and effort. Person-Job Fit 德才兼备 海尔对德才兼备的理解： “才”是指能够正确履行本岗位职责，正确行使自己权力来实现责任，达到效果。 “德”是指与集团同心同德，按集团思路要求工作。 甄选方法的类型 测验技术 评价中心 非测验技术 Selection Standards 1. Reliability: the process produces consistent results over time. 信度：是指测验结果的可靠性。 2. Validity: test questions or problems correspond to real job situation. 效度：是指测试的问题是否与真实的工作情景相关。 Realistic Job Preview It is a process through which a job applicant receives an accurate picture of the organizational realities of the job. 真实职务预视:在招聘过程中应给应聘者真实介绍组织现在的结构、劳务合同的主要内容、新员工的工作项目和职责以及工作的具体要求等，让员工 自己的公司有个相对真实的印象。 Interviews 面试：是在特定场景下，经过精心设计，通过考官对应试人员面对面的观察、交谈等方式，了解应试人员素质特征、能力状况及求职动机等的一种人员甄别方式。 It is a dialogue initiated by one or more persons to gather information and evaluate the qualifications of an applicant for employment. Characteristics of Interviews Different Kinds of Interviews Halo effect （晕轮效应） It occurs when an interviewer allows a prominent characteristic to overshadow other evidence. 以点概面效应，主管人员或面试人员因对下属雇员或应聘者的某一绩效要素评价较高或较低，导致他对此雇员或应聘者的其他所有绩效要素都评价较高或较低的现象。 Example: An interviewer lets a candidate’s accomplishments in athletics overshadow other characteristics, which leads the interviewer to hire the applicant because “athletes make good salespeople.” 案例：宝洁公司的8个面试问题