Department of Business Management
Human Resource Management
Ing. Miloš Krejčí
[email protected]
Human Resource Management
1. Introduction to Human Resource Management
2. Strategic Human Resource Management
3. Personnel Planning and Recruiting - Job Analysis,
Descriptions and Specifications
4. Employee / Employer Selection and Interviewing
Process
5. Training and Developing Employees
6. Performance Management and Appraisal
7. Coaching, Careers and Talent Management
8. Compensation planning
9. Financial Incentives and Employee Benefits
10. Ethics, Culture, Organizational Change and Fair
Treatment in HR Management
11. Equal Opportunity and Diversity, Labor Relations,
Employee Safety and Health
12. Managing Human Resources in Global and SME
companies
Human Resource Management [NA_HRM]
2.
Ing. Miloš Krejčí [email protected]
Why Careful Selection is Important
The Importance of Selecting
the Right Employees
Organizational
performance
Human Resource Management [NA_HRM]
Costs of recruiting
and hiring
Legal obligations
and liability
3.
Ing. Miloš Krejčí [email protected]
Selection Process
CV + …
Job Offer
References
Human Resource Management [NA_HRM]
Interviews 1, 2, 3
Testing
4.
Ing. Miloš Krejčí [email protected]
Avoiding Negligent Hiring Claims
Carefully scrutinize information on employment
applications.
Get written authorization for reference checks, and check
references.
Save all records and information about the applicant.
Reject applicants for false statements or conviction
records for offenses related to the job.
Balance the applicant’s privacy rights with others’ “need
to know.”
Human Resource Management [NA_HRM]
5.
Ing. Miloš Krejčí [email protected]
What Employers Assess
Major Types of Assessments
Basic knowledge and skills
Job skills and experiences
Psychological tests
Key Competences
Why Use Assessment?
Increased work demands
Screen out bad or dishonest employees
Reduce turnover by personality profiling
Choose the best „fit“
Human Resource Management [NA_HRM]
6.
Ing. Miloš Krejčí [email protected]
Work Samples and Simulations
Measuring Work Performance
Directly
Work
samples
Human Resource Management [NA_HRM]
Management
assessment
centers
Video-based
situational
testing
Miniature job
training and
evaluation
7.
Ing. Miloš Krejčí [email protected]
Background Investigations
Investigations and Checks
Reference checks
Background employment checks
Criminal records
Driving records
Credit checks
Why?
To verify factual information provided by applicants
To uncover damaging information
Human Resource Management [NA_HRM]
8.
Ing. Miloš Krejčí [email protected]
Background Reference Checks
Former Employers
Current Supervisors
Sources of
Information
Human Resource Management [NA_HRM]
Commercial Credit
Rating Companies
Written References
Social Networking Sites
9.
Ing. Miloš Krejčí [email protected]
Personal Competencies
PRIORITY SETTING
THINKING/PROBLEM-SOLVING
INITIATIVE AND FOLLOW-THROUGH
LEADERSHIP
WORKING EFFECTIVELY WITH OTHERS
COMMUNICATION
CREATIVITY AND INNOVATION
TECHNICAL MASTERY
Human Resource Management [NA_HRM]
10.
Ing. Miloš Krejčí [email protected]
Basic Types of Interviews
Selection Interview
Types of
Interviews
Human Resource Management [NA_HRM]
Appraisal Interview
Exit Interview
11.
Ing. Miloš Krejčí [email protected]
Selection / Recruiting Interview
Selection Interview
Characteristics
Interview
structure
Human Resource Management [NA_HRM]
Interview
content
Interview
administration
12.
Ing. Miloš Krejčí [email protected]
Applicant Interview Form
Human Resource Management [NA_HRM]
13.
Ing. Miloš Krejčí [email protected]
Avoiding Discrimination
Use objective/job-related questions
Avoiding
Discrimination
in Interviews
Human Resource Management [NA_HRM]
Standardize interview administration
Use multiple interviewers
14.
Ing. Miloš Krejčí [email protected]
Interview Content
Types of Questions Asked
Situational
interview
Human Resource Management [NA_HRM]
Behavioral
interview
Job-related
interview
Stress
interview
15.
Ing. Miloš Krejčí [email protected]
Examples of Interview Questions
Situational Questions
1. Suppose a more experienced coworker was not following standard work procedures and
claimed the new procedure was better. Would you use the new procedure?
2. Suppose you were giving a sales presentation and a difficult technical question arose that
you could not answer. What would you do?
Past Behavior Questions
3. Based on your past work experience, what is the most significant action you have ever taken
to help out a coworker?
4. Can you provide an example of a specific instance where you developed a sales
presentation that was highly effective?
Background Questions
5. What work experiences, training, or other qualifications do you have for working in a
teamwork environment?
6. What experience have you had with direct point-of-purchase sales?
Job Knowledge Questions
7. What steps would you follow to conduct a brainstorming session with a group of employees
on safety?
8. What factors should you consider when developing a television advertising campaign?
Human Resource Management [NA_HRM]
16.
Ing. Miloš Krejčí [email protected]
Administering the Interview
Unstructured
sequential interview
Panel
interview
Structured
sequential interview
Ways in
Which
Interview Can
be Conducted
Mass
interview
Human Resource Management [NA_HRM]
Computerized
interviews
Phone
interviews
Video/Web-assisted
interviews
17.
Ing. Miloš Krejčí [email protected]
Interview Objectivity?
Nonverbal behavior
and impression
management
First impressions (snap
judgments)
Interviewer’s
misunderstanding
of the job
Candidate-order
(contrast) error and
pressure to hire
Human Resource Management [NA_HRM]
Factors Affecting
An Interview’s
Usefulness
Applicant’s personal
characteristics
Interviewer’s
inadvertent behavior
18.
Ing. Miloš Krejčí [email protected]
Creating Effective Interview Structures
Base questions on actual job duties.
Use job knowledge, situational or behavioral questions,
and objective criteria to evaluate interviewee’s responses.
Use the same questions with all candidates.
Use descriptive rating scales (excellent, fair, poor) to rate
answers.
If possible, use a standardized interview form.
Human Resource Management [NA_HRM]
19.
Ing. Miloš Krejčí [email protected]
Streamlined Interview Process
1. Prepare for the interview
•
•
•
•
Knowledge and experience
Motivation
Intellectual capacity
Personality factor
2. Formulate questions to ask
in the interview
•
•
•
•
Intellectual factor
Motivation factor
Personality factor
Knowledge and experience factor
3. Conduct the interview
•
•
Have a plan
Follow your plan
4. Match the candidate to the job
Human Resource Management [NA_HRM]
20.
Ing. Miloš Krejčí [email protected]
Guidelines for Candidate
Preparation is essential.
Uncover the interviewer’s real needs.
Relate yourself to the interviewer’s needs.
Think before answering.
Remember that appearance and enthusiasm are important.
Make a good first impression.
Ask questions.
Human Resource Management [NA_HRM]
21.
Ing. Miloš Krejčí [email protected]
Candidate Job Search Techniques
Do your own local research
Online job boards
Personal contacts
Answering advertisements
Employment agencies
Executive recruiters
Career counselors
Executive marketing consultants
Employers’ Web sites
Human Resource Management [NA_HRM]
22.
Ing. Miloš Krejčí [email protected]
CV and Other Candidate´s Materials
See lecture 2
Human Resource Management [NA_HRM]
23.
Ing. Miloš Krejčí [email protected]
Interview preparation - Candidate
Purpose:
• To have enough information to make potential decision
• To be prepared to clearly express abilities, knowledge, skills…
1. Get the information:
- Business sector
- Company Environment
- Company future business plans
- Interviewer and future boss
2. Interview objective: „everyone is glad to leave the best impression“
To leave the best impression, be prepared:
- Get the information (internet…)
- prepare written questions
- prepare specific examples of past work in „CAR“ (Content, Actions, Result)
format
Ask:
Whether the interviewer is convinced of your suitability as an employee for the
Position?
What else interviewer needs to know?
24.
Human Resource Management [NA_HRM]
Ing. Miloš Krejčí [email protected]
Interview preparation - Candidate
3. Double-check all contact information - address, phone, names, times,
access to the site.
4. Choose clothing suitable for the type of the meeting.
5. You need to know / get the information:
- Job description
- Position in the company
- Size of department, the company
- Reasons for seeking - what happened predecessors in this position
- Career development opportunities
- Working environment
- Company history and its future plans
- Next steps / meetings
Human Resource Management [NA_HRM]
25.
Ing. Miloš Krejčí [email protected]
Interview preparation - Candidate
6. You need to be careful - The client, for example, asks:
"Tell me something about yourself"
"Why do you want to join us?"
7. Be ready to discuss compensation package.
8. Be positive, be enthusiastic, get the job offer = be in the position
Human Resource Management [NA_HRM]
YOU CAN MAKE A DECISION
26.
Ing. Miloš Krejčí [email protected]
Candidate Key Decisions
Do I want this position and company?
Compensation package
Counteroffer
Human Resource Management [NA_HRM]
27.
Ing. Miloš Krejčí [email protected]
Next Session Preparation
PERSONAL COMPETENCIES - FACTORS OF EFFECTIVE
PERFORMANCE
IS: Personal_Competencies_L5_prereading
Human Resource Management [NA_HRM]
28.
Ing. Miloš Krejčí [email protected]
Key Terms
management assessment
center
structured interview
situational test
behavioral interview
video-based simulation
job-related interview
miniature job training and
evaluation
stress interview
background reference
Human Resource Management [NA_HRM]
situational interview
structured sequential interview
panel interview
mass interview
CV
Candidate interview
preparation
29.
Ing. Miloš Krejčí [email protected]
LEARNING OUTCOMES
1. Give examples of some of the ethical and legal
considerations in assessing candidate.
2. Explain the key points to remember in conducting
background references.
3. List the main types of selection interviews.
4. Define a structured situational interview.
5. Name and describe Personal Competencies
6. Explain and illustrate each guideline for being a more
effective interviewer.
7. Give several examples of situational questions,
behavioral questions, and background questions that
provide structure.
8. List the steps in a streamlined interview process.
Human Resource Management [NA_HRM]
30.
Ing. Miloš Krejčí [email protected]