GDS Corp Gas Detection Products For Personnel Protection & Process Monitoring.
Personnel Process
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Personnel Process 1. Development of the job description 2. Creation of the job announcement 3. Candidate recruitment 4. Candidate selection 5. Orientation, T & D 6. Performance appraisal 7. Employee motivation & rewards 8. Employee discipline S e a r c h P r o c e s s
description
Personnel Process. Search Process. Development of the job description Creation of the job announcement Candidate recruitment Candidate selection Orientation, T & D Performance appraisal Employee motivation & rewards Employee discipline. Candidate Selection. Search committee Screening - PowerPoint PPT Presentation
Transcript of Personnel Process
Personnel Process
1. Development of the job description2. Creation of the job announcement3. Candidate recruitment4. Candidate selection5. Orientation, T & D6. Performance appraisal7. Employee motivation & rewards8. Employee discipline
Search Process
Candidate Selection
1. Search committee2. Screening3. Testing & prelim interviews4. Formal interviews5. Interview questions6. Actual interview7. Background checks
Selecting the Search Committee Options
– Direct supervisor– Peers/Co-workers– HR– Departmental representation– Numbers– Diversity
Age, gender, race
Screening the Candidates Initial Screening
Second screening
Affirmative Action Procedures
Initial Screening Remove based on most important
competencies 3 piles:
– Yes– No– Maybe
Remove the no pile
Second Screening Spend more time with applications
Assessment Matrix
Assessment/Selection Matrix Based on competencies in job
description Construct a matrix showing
– each qualification– each applicant
Select a score for each qualification– 5=highly qualified– 1=not qualified
Establish a list of “qualified candidates”
The MatrixName Experience Education Marketing Supervision Budgeting
Blake
White
Smith
Jones
Scott
312
14
232
44
111
23
321
35
243
35
1111
913
21
5=highly qualified……1=not qualified
# of candidates Dictated by:
– $$$$
– Time
– Qualifications of candidates
– Agency policy
– Screening interview vs. formal interview
Exercise1. Screening matrix for job
2. Rate resumes on screening matrix
Testing & Preliminary Interviews
Why do them?– Determine a pool of candidates for on-site
interviews – Describe the position and department;– Ask questions about the applicant’s
experience;– Obtain clarification on any information on the
application materials;– Discuss the salary for the position and
ascertain an individual’s continued interest in the position
Testing & Preliminary Interviews
How to do them– Phone interview
Focuses mainly on experience & qualifications10-30 minutesDetermine # of interviewersListen for discrepancies between what they
say & what the resume saysJudging solely on answers at this point
– No eye contact, attire, body language, etc
Testing & Preliminary Interviews
How to do them– Videotaped/Internet interview
– Written interviewIPRA Membership planPricing activityPhilosophy
Testing & Preliminary Interviews
How to do them– Pre-established test
Psychometric tests– measurement of knowledge, abilities, attitudes,
and personality traits
Thinking in terms of Interviews
When to hold the interviews– Spread out v. clustered appointments
What administrative procedures must be followed
Formats…
Format of the Interview One-on-One
– Have the skills & education– Tests how person fits in the org.– Look to build rapport
Format of the Interview Committee
– Firing squad– Demonstrate problem solving skills
Group / Disney style– Used to uncover leadership potential– Gather in an informal discussion
situation– See how they interact with each other– Sometimes combine group & committee
Format of the Interview
Stress Interviews– Interviewer deliberately attempts to
rattle you– Argumentative, Sarcastic, Silence– Sample questions…
What were your failures on your last jobTell me @ a time when you didn’t perform to
your capabilitiesWhy are manhole covers round?Sell me this pencil
Format of the Interview Lunch interview
– Less formal
– Candidate needs to act professionally
Format of the Interview Assessment Centers
– Used to simulate behaviors found in the work environment
– Written assignmentsExercise planSample client documentationLetter confirming meeting/event detailsMemos
Format of the Interview Assessment Centers
– SimulationsMarketing plan for an eventProgram/event planningPresentation…brd, news conf.Role playing
– In basket exercisesGiven scenario & determine how to handle it
– Prioritize phone & e-mail messages & tasks for the day
– Justify your priorities
