组织行为学英文版(第13版)ch17
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Copyright © 2015 Pearson Education, Inc.
17-8
LO 3
Define Contingent Selection
Contingent Selection Applicants that pass the substantive selection process are ready to be hired, contingent on final checks. A common contingent method is a drug test. Drug testing is controversial. Under the Americans with Disabilities Act, firms may not require employees to pass a medical exam before a job offer is made.
Identify the Most Useful Substantive Selection Methods
Substantive Selection Written tests Performance simulation tests Interviews
17-5
Copyright © 2015 Pearson Education, Inc.
After studying this chapter, you should be able to: Identify the most useful initial selection methods. Identify the most useful substantive selection methods. Define contingent selection. Compare the four main types of training. Contrast formal and informal training methods. Contrast on-the-job and off-the-job training. List the methods of performance evaluation. Show how managers can improve performance evaluations. Describe the leadership role of HR in organizations.
17-9
Copyright © 2015 Pearson Education, Inc.
LO 3
Define Contingent Selection
International Variation in Selection Processes Selection practices differ by business culture. Countries emphasize different techniques. Structured interviews are popular in some countries, but not others. Some countries like interviews and work sample tests, others prefer personal contacts and integrity tests.
Copyright © 2015 Pearson Education, Inc.
17-7
LO 2
Identify the Most Useful Substantive Selection Methods
Interviews The most frequently used selection device. It carries a great deal of weight. The candidate who performs poorly in the employment interview is likely to be cut, regardless of his/her experience, test scores, or letters of recommendation, and vice versa. Unstructured interviews are not as effective as structured ones, particularly behavioral structured interviews.
Copyright © 2015 Pearson Education, Inc.
17-11
LO 4
Compare the Four Main Types of Training
Basic Skills Many employers believe that high school graduates lack basic skills in reading comprehension, writing, and math. As work has become more sophisticated, the need for these basic skills has grown significantly. It’s a worldwide problem, from the most developed countries to the least.
17-14
Copyright © 2015 Pearson Education, Inc.
LO 4
Compare the Four Main Types of Training
Interpersonal Skills Can include how to be a better listener, how to communicate ideas more clearly, and how to be a more effective team player. Almost all employees belong to a work unit where their work performance depends on their ability to interact with co-workers and bosses.
17-6
Copyright © 2015 Pearson Education, Inc.
LO 2
Identify the Most Useful Substantive Selection Methods
Performance-Simulation Tests Performance-simulation tests have higher face validity and their popularity has increased. Work sample tests Hands-on simulations of part or all of the job that must be performed by applicants. Assessment centers Evaluate managerial potential. Situational judgment tests
Copyright © 2015 Pearson Education, Inc.
17-12
LO 4
Compare the Four Main Types of Training
Technical Skills Technical training is important for: New technology New structural designs As organizations flatten their structures, expand their use of teams, and break down traditional departmental barriers, employees need mastery of a wider variety of tasks and increased knowledge of how their organization operates.
17-15
Copyright © 2015 Pearson Education, Inc.
LO 4
Compare the Four Main Types of Training
Civility Training As HR managers have become more aware of the effects of social behavior in the workplace, they have paid more attention to incivility, bullying, and abusive supervision in organizations. To minimize incivility, use training targeted to building civility.
17-1
Copyright © 2015 Pearson Education, Inc.
Chapter 17: Human Resource Policies and Practices
17-2
Copyright © 2015 Pearson Education, Inc.
Learning Objectives
Copyright © 2015 Pearson Education, Inc.
17-13
LO 4
Compare the Four Main Types of Training
Problem-Solving Skills Problem-solving training for managers and other employees can include: Activities to sharpen their logic, reasoning, and problem defining skills. Activities to improve their abilities to assess causation, develop and analyze alternatives, and select solutions.
17-10
Copyright © 2015 Pearson Education, Inc.
LO 4
Compare the Four Main Types of Training
百度文库
Types of Training There are four general skill categories for training: Basic skills Technical skills Problem solving skills Interpersonal skills In addition, we consider: Civility training Ethics training
Copyright © 2015 Pearson Education, Inc.
17-3
LO 1
Identify the Most Useful Substantive Selection Methods
17-4
Copyright © 2015 Pearson Education, Inc.
LO 2
LO 2
Identify the Most Useful Substantive Selection Methods
Written Tests Typically tests of intelligence, aptitude, ability, interest, and integrity. Intelligence tests are particularly good predictors for jobs that require cognitive complexity. Evidence shows that these tests are good predictors, but care should be taken to use the “right” test.
17-8
LO 3
Define Contingent Selection
Contingent Selection Applicants that pass the substantive selection process are ready to be hired, contingent on final checks. A common contingent method is a drug test. Drug testing is controversial. Under the Americans with Disabilities Act, firms may not require employees to pass a medical exam before a job offer is made.
Identify the Most Useful Substantive Selection Methods
Substantive Selection Written tests Performance simulation tests Interviews
17-5
Copyright © 2015 Pearson Education, Inc.
After studying this chapter, you should be able to: Identify the most useful initial selection methods. Identify the most useful substantive selection methods. Define contingent selection. Compare the four main types of training. Contrast formal and informal training methods. Contrast on-the-job and off-the-job training. List the methods of performance evaluation. Show how managers can improve performance evaluations. Describe the leadership role of HR in organizations.
17-9
Copyright © 2015 Pearson Education, Inc.
LO 3
Define Contingent Selection
International Variation in Selection Processes Selection practices differ by business culture. Countries emphasize different techniques. Structured interviews are popular in some countries, but not others. Some countries like interviews and work sample tests, others prefer personal contacts and integrity tests.
Copyright © 2015 Pearson Education, Inc.
17-7
LO 2
Identify the Most Useful Substantive Selection Methods
Interviews The most frequently used selection device. It carries a great deal of weight. The candidate who performs poorly in the employment interview is likely to be cut, regardless of his/her experience, test scores, or letters of recommendation, and vice versa. Unstructured interviews are not as effective as structured ones, particularly behavioral structured interviews.
Copyright © 2015 Pearson Education, Inc.
17-11
LO 4
Compare the Four Main Types of Training
Basic Skills Many employers believe that high school graduates lack basic skills in reading comprehension, writing, and math. As work has become more sophisticated, the need for these basic skills has grown significantly. It’s a worldwide problem, from the most developed countries to the least.
17-14
Copyright © 2015 Pearson Education, Inc.
LO 4
Compare the Four Main Types of Training
Interpersonal Skills Can include how to be a better listener, how to communicate ideas more clearly, and how to be a more effective team player. Almost all employees belong to a work unit where their work performance depends on their ability to interact with co-workers and bosses.
17-6
Copyright © 2015 Pearson Education, Inc.
LO 2
Identify the Most Useful Substantive Selection Methods
Performance-Simulation Tests Performance-simulation tests have higher face validity and their popularity has increased. Work sample tests Hands-on simulations of part or all of the job that must be performed by applicants. Assessment centers Evaluate managerial potential. Situational judgment tests
Copyright © 2015 Pearson Education, Inc.
17-12
LO 4
Compare the Four Main Types of Training
Technical Skills Technical training is important for: New technology New structural designs As organizations flatten their structures, expand their use of teams, and break down traditional departmental barriers, employees need mastery of a wider variety of tasks and increased knowledge of how their organization operates.
17-15
Copyright © 2015 Pearson Education, Inc.
LO 4
Compare the Four Main Types of Training
Civility Training As HR managers have become more aware of the effects of social behavior in the workplace, they have paid more attention to incivility, bullying, and abusive supervision in organizations. To minimize incivility, use training targeted to building civility.
17-1
Copyright © 2015 Pearson Education, Inc.
Chapter 17: Human Resource Policies and Practices
17-2
Copyright © 2015 Pearson Education, Inc.
Learning Objectives
Copyright © 2015 Pearson Education, Inc.
17-13
LO 4
Compare the Four Main Types of Training
Problem-Solving Skills Problem-solving training for managers and other employees can include: Activities to sharpen their logic, reasoning, and problem defining skills. Activities to improve their abilities to assess causation, develop and analyze alternatives, and select solutions.
17-10
Copyright © 2015 Pearson Education, Inc.
LO 4
Compare the Four Main Types of Training
百度文库
Types of Training There are four general skill categories for training: Basic skills Technical skills Problem solving skills Interpersonal skills In addition, we consider: Civility training Ethics training
Copyright © 2015 Pearson Education, Inc.
17-3
LO 1
Identify the Most Useful Substantive Selection Methods
17-4
Copyright © 2015 Pearson Education, Inc.
LO 2
LO 2
Identify the Most Useful Substantive Selection Methods
Written Tests Typically tests of intelligence, aptitude, ability, interest, and integrity. Intelligence tests are particularly good predictors for jobs that require cognitive complexity. Evidence shows that these tests are good predictors, but care should be taken to use the “right” test.