hr selection and interview course by jamal nassar sep 2013
DESCRIPTION
Steps in Human Resources Selection and Interview processes. This course was designed and customized according to a client needs, so within this context I hope it will be of a benefit to you.TRANSCRIPT
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2013 Trends
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Survey
Data Collection
Questionnaire
Interviews
Analysis
Need Assessment
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Criteria
Extension of
existing team
Based on Task
Based on HR plan
Need for game
changers
Fill a vacant
position
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Rehearsal exercise
15 minutes
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Company Position Question
Goldman Sacks Analyst “If you were shrunk to the
size of a pencil and put in a
blender, how would you get
out?”
Boston Consulting Consultant
position
“Explain [to] me what has
happened in this country
during the last 10 years.”
Google Analyst “How many basketball[s]
can you fit in this room[?]”
Facebook Software
Engineer
“Given the numbers 1 to
1000, what is the minimum
numbers guesses needed
to find a specific number if
you are given the hint
"higher" or "lower" for
each guess you make.”
Epic System Project
Manager
“An apple costs 20 cents,
an orange costs 40 cents,
and a grapefruit costs 60
cents, how much is a pear?”
New York Life Sales Agent “Why do you think only a
small percentage of the
population makes over
$150K?”
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Selection
Criteria
Interview Answers
Tests Results
Committee Votes
Ref. Check Feedback
Overall Evaluation
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Job analysis defines a job in terms of specific tasks and
responsibilities and identifies the abilities, skills and qualifications
needed to perform it successfully.
Human resource planning or employment planning is the
process by which an organisation attempts to ensure that it has
the right number of qualified people in the right jobs at the right
time.
Employee recruitment is the process of seeking and attracting a
pool of applicants from which qualified candidates for job
vacancies within an organisation can be selected.
Employee selection involves choosing from the available
candidates the individual predicted to be most likely to perform
successfully in the job.
HR Activities
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Performance appraisal is concerned with determining how well employees are doing their jobs, communicating that information to the employees and establishing a plan for performance improvement.
Training and development activities help employees learn how to perform their jobs, improve their performance and prepare themselves for more senior positions.
Career planning and development activities benefit both employees (by identifying employee career goals, possible future job opportunities and personal improvement requirements) and the organisation (by ensuring that qualified employees are available when needed).
Employee motivation is vital to the success of any organisation. Highly motivated employees tend to be more productive and have lower rates of absenteeism and turnover.
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