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Resume Evaluation and Interviewing Techniques

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Resume Evaluation and Interviewing Techniques. Heiko Spallek, DMD, PhD ... Engines of Prosperity : Templates for the Information Age. by Gerardo R. Ungson, ... – PowerPoint PPT presentation

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Title: Resume Evaluation and Interviewing Techniques


1
Resume Evaluation and Interviewing Techniques
  • Heiko Spallek, DMD, PhD
  • Center for Dental Informatics
  • University of Pittsburgh
  • 11/26/2002 2201 Dental Information Systems

2
Agenda
  • What is management?
  • Emerging Knowledge-Based Economy
  • Human Resource Planning
  • Job Analysis
  • Job Description
  • Affirmative Action
  • Staffing Recruitment
  • Selection process
  • Hiring
  • Firing
  • in-class assignment recruit a manager computer
    operations for SDM

3
What is management?
  • Recruiting is a managerial task.
  • The process of achieving organizational goals by
    engaging in the four major functions of planning,
    organizing, leading, and controlling.
  • Organization Two or more persons engaged in a
    systematic effort to produce goods or services.

4
Planning
  • The process of setting goals and deciding how
    best to achieve them.
  • How does recruiting fits into planning?

5
Organizing
  • The process of allocating and arranging human and
    nonhuman resources so that plans can be carried
    out successfully.
  • How does recruiting fits into organizing?

6
Leading
  • The process of influencing others to engage in
    the work behaviors necessary to reach
    organizational goals.
  • How does recruiting fits into leading?

7
Controlling
  • The process of regulating organizational
    activities so that actual performance conforms to
    expected organizational standards and goals.
  • How does recruiting fits into controlling?

8
The Emerging Knowledge-Based Economy
  • People are assets, not expenses!
  • Machine Age language of business accounting
  • manipulating of financial abstraction
  • control-centric, procedural management
  • Post-industrial or knowledge-based society
  • Companies will organize around information, not
    things.
  • empowerment and leadership
  • 21st century Taylorism workflow are set by
    workers not experts
  • knowledge is the only meaningful resource
    (P.Drucker)
  • creation and application of technology
  • Engines of Prosperity Templates for the
    Information Age
  • by Gerardo R. Ungson, John D. Trudel
  • 1999 Imperial College Pr ISBN 1860940927

9
Human Resource Planning
  • The process of determining future human resource
    needs relative to an organizations strategic
    plan and devising the steps necessary to meet
    those needs.
  • Essential steps before thinking about recruiting
  • job analysis
  • job description
  • HR planning ? staffing ? developmentevaluation ?
    compensation ? maintaining an effective workforce
    ? HR planning

10
Job Analysis
  • systematic collection recording of information
    concerning the purpose of the job
  • major duties
  • conditions under which the job is performed
  • contacts with others that job performance
    requires
  • knowledge needed
  • skills needed
  • abilities needed to perform the job
  • ? information used for job description

11
Job Description
  • Job description
  • statement of duties
  • working conditions
  • other significant requirements associated with
    the job
  • current trend broad description without much
    detail
  • Job specification
  • statement of skills, abilities, education, and
    previous work experience

12
Supply of Human Resources
  • internal labor supply
  • skills inventory
  • replacement planning
  • Department Chair 39
  • J. Smith
  • O F. Johnson PT 33
  • E S. North N 25

age
outstanding
partially trained
excellent
newly designated, needs training
13
Attracting
  • best people gives competitive advantage
  • target largest possible pool ? best people
  • e.g. advertisement at Pitt
  • external supply
  • advertisement
  • employee referral
  • head hunters
  • Web
  • walk-in
  • job fare
  • recruiting agencies

14
Affirmative Action v. Equal Opportunity
  • Affirmative Action is any special activity
    undertaken by employers to increase equal
    employment opportunities for groups protected by
    federal employment laws and regulations.
  • Title VII of the Civil Rights Act of (1964)
  • amended 1972 prohibits discrimination based on
    race, color, religion, sex, national origin
  • Rehabilitation Act of (1973)
  • Pregnancy Discrimination Act (1978)
  • Americans with Disabilities Act (1990)
  • Older Workers Benefit Protection Act (1990)
  • Equal Pay Act (1963)
  • Family and Medical Leave Act (1993)

15
EEOC
  • U.S.Equal Employment Opportunity Commission
  • enforcement agency for discrimination cases
  • government agency, presents you against the
    employee
  • http//www.eeoc.gov/

16
Staffing Recruitment
  • Staffing set of activities aimed at attracting
    and selecting individuals for positions in a way
    that will facilitate the achievement of
    organizational goals.
  • Recruitment finding and attempting to attract
    job candidates who are capable of effectively
    filling job vacancies
  • Realistic job preview technique used during the
    recruiting process in which the job candidate is
    presented with a balanced view of both the
    positive and the negative aspects of the job and
    the organization

17
Selection Process
  • determining which job candidates best suit
    organizational needs
  • valid selection method
  • omit adverse impact
  • bona fide occupational qualification (BFOQ)
    legitimate discrimination
  • selection methods

18
Selection Methods
  • Application blank (a lot contain illegal
    questions!)
  • educational background
  • previous job experience
  • physical health
  • prescreening device
  • preliminary comparison
  • Selection interview
  • popular
  • relative low validity unstructured interview
  • better structured interview
  • often used semistructured interview
  • Reference unreliable, worst of all
  • Employment test

19
Employment Test
  • means of accessing a job applicants
    characteristics through paper-and-pencil
    responses or simulated exercises.
  • ability test
  • personality test
  • work sample
  • e.g. assessment center programs are in operation
    in 2000 US organizations
  • ? Try to find out how person will perform later!

20
Hired, what now?
  • new employee orientation
  • mostly poor
  • forgiven last chance to give the employee a
    vision
  • training / development
  • "If knowledge is becoming antiquated at an
    increasing rate, we have no choice but to spend
    more on education. How can that not be a
    competitive weapon?"
  • Gary Tooker, CEO, Motorola, Inc.
  • performance appraisal best development tool

21
Firing
  • Dont lay people off It gives them hope for
    re-hiring.
  • terminate people
  • no reason safe harbor for employer
  • give no reason for firing

22
In-class assignment Hiring
  • You are to hire a Manager Computer Operation for
    a US Dental School.
  • Review the provided resumes
  • Decide for the best candidate
  • Compile 8 questions for a semi-structured
    interview
  • Defend your selection for this individual
  • All provided material is confidential and will be
    collected after the assignment!
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