HRM Lecture 6
Chapter 6
Employee Testing and Selection
Part Two | Recruitment and Placement
Copyright © 2011 Pearson Education, Inc. publishing as Prentice Hall
PowerPoint Presentation by Charlie Cook
The University of West Alabama
“Selecting qualified employees is like putting money in the
Bank”
John Boudreau
Selection
• The process of choosing individuals who have relevant qualifications to fill jobs in an organization.
• Selecting the appropriate set of knowledge, skills, and abilities (KSAs)—which come packaged in a human being—is an attempt to get a “fit” between what the applicant can and wants to do, and what the organization needs. • Fit between the applicant and the organization affects both the employer’s willingness to make a job offer and an applicant’s willingness to accept a job.
• Fitting a person to the right job is called placement.
• Placement of human resources should be seen as a matching process.
• How well an employee is matched to a job affects the amount and quality of the employee’s work.
• This matching also directly affects training and operating costs. • Estimates are that hiring an inappropriate employee costs an employer three to five times that employee’s salary before it is resolved.
• Productivity improvement for an employer may come from changes in incentive pay plans, improved training, or better job design; but unless the employer has the necessary people with the appropriate KSAs in place, those changes may not have much impact.
• The very best training will not enable someone with little aptitude for a certain job to do that job well and enjoy it.
• The best perspective on selection and placement comes from two traditional HR truisms that clearly identify the importance of effective employment selection.
Why Careful Selection is Important
The Importance of
Selecting the Right
Employees
Organizational performance Costs of recruiting and hiring
Copyright © 2011 Pearson Education, Inc. publishing as Prentice Hall
Legal obligations
Employee Testing and Selection
Part Two | Recruitment and Placement
Copyright © 2011 Pearson Education, Inc. publishing as Prentice Hall
PowerPoint Presentation by Charlie Cook
The University of West Alabama
“Selecting qualified employees is like putting money in the
Bank”
John Boudreau
Selection
• The process of choosing individuals who have relevant qualifications to fill jobs in an organization.
• Selecting the appropriate set of knowledge, skills, and abilities (KSAs)—which come packaged in a human being—is an attempt to get a “fit” between what the applicant can and wants to do, and what the organization needs. • Fit between the applicant and the organization affects both the employer’s willingness to make a job offer and an applicant’s willingness to accept a job.
• Fitting a person to the right job is called placement.
• Placement of human resources should be seen as a matching process.
• How well an employee is matched to a job affects the amount and quality of the employee’s work.
• This matching also directly affects training and operating costs. • Estimates are that hiring an inappropriate employee costs an employer three to five times that employee’s salary before it is resolved.
• Productivity improvement for an employer may come from changes in incentive pay plans, improved training, or better job design; but unless the employer has the necessary people with the appropriate KSAs in place, those changes may not have much impact.
• The very best training will not enable someone with little aptitude for a certain job to do that job well and enjoy it.
• The best perspective on selection and placement comes from two traditional HR truisms that clearly identify the importance of effective employment selection.
Why Careful Selection is Important
The Importance of
Selecting the Right
Employees
Organizational performance Costs of recruiting and hiring
Copyright © 2011 Pearson Education, Inc. publishing as Prentice Hall
Legal obligations