摘要:在人力资源管理的过程中要采用一定的方法对人才进行选拔,在做出选择的过程中,有很多方法可以使用, 例如包括面试,测试(实际或心理),评估中心,角色扮演和团队练习等,本文就此进行分析。
ly acceptable for manual and word processing skills, but less useful for clerical and administrative posts. Telephone skills are increasingly in demand, and candidates for telesales/call centre work will almost invariably be asked to undertake a practical test. Any tests must, however, be free of bias and related to the necessary requirements of the job (17). Consideration in giving any tests must include the objectives of such a test, the efficiency of the method selected, the numbers of candidates (and vacancies), the costs and benefits of such a method.
Psychometric and psychological tests, including biodata
There are numerous tests commercially available which can assist in measuring aspects of personality and intelligence such as reasoning, problem solving, decision making, interpersonal skills and confidence. Although many large organisations have used them for a number of years, they are not widely used, and some tests are considered controversial - for instance, those that assess personality. Any organisation considering the use of psychometric or psychological tests should refer to the guides available, and make sure they have the need, skills and resources necessary (18).
Tests should never be used in isolation, or as the sole selection technique. Where a decision is made solely on the automatic processing of personal data, an applicant may require, under the Data Protection Act 1998, that the organisation reconsider any rejection or make a new decision on another basis.
Biodata (short for biographical data), is a questionnaire format with multiple choice answers. The questions are of a biographical nature and answers are scored according to the scoring key developed by the employer. In general biodata is successfully used only by really large employers, who have a large throughput of applicants (19). Use of biodata, like other tests, needs careful control to avoid any possibility of discrimination or invasion of privacy.
Think carefully before using any test - is it actually necessary for the requirements of the job? Is the test relevant to the person/job specification? What is the company policy about using tests, storing results and giving feedback to the candidate? Marking criteria must be objective, and the record sheets should be retained in accordance with the Data Protection legislation.
Assessment centres, role plays and team exercises
Assessment centres are often used by large organisations making senior management or 'fast-stream' graduate appointments. Exercises, sole and group, may take place over a few days, normally in a residential setting. The individual may also be required to make presentations and to take part in role-plays or team events.
Making the decision
Decide whom to employ as soon as possible after the interview/test/assessment. Use of a structured scoring system helps here, particularly one that is based on the applicants' competencies, and helps avoid the pitfalls of stereotyping, making snap judgements, and 'mirror-image' effects (that is, a subconscious subjectivity - looking for similarities to oneself in the candidate). Structured scoring allows the organisation to weight some elements or competencies if desired, and to compare a candidate's score with the job specification 'ideal' score - although care must be taken when considering the results that a high overall
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