【正文】 intelligence numerical verbal abstract reasoning The Selection Interview ? A conversation with a purpose to: ? Make an assessment of a candidate in relation to an anisational role ? Information exchange ? Sell the anisation ? Social function Types of Selection Interview ? Individual ? Panel ? Sequential ? Information gathering ? Structured ? Situational ? Behavioural ? Stress ? Hypothetical Failures of Human Judgement ? Memory ? Quick decisions – halo/horns effect ? Emphasis on negative information ? Inconsistent evaluation of information ? Perceptual selectivity ? Like people like you ? Stereotyping ? Information overload ? Primacy ? Expectancy Structured Interviewing ? Base questions on job analysis or petence statements ? Each candidate is asked the same questions ? Systematic scoring procedure ? Independent assessment of candidates Interviewing as a Social Process ? Create appropriate physical environment ? Create appropriate social environm。 may conflict with espoused values and each other Culture Change ? Why change? Environment changes: ? Business – mergers, technology, market ? Government – laws, H S, diversity, ? Demographic – changes in the human resources available The Nature of Change ? Externally imposed ? Transformational ? Global ? Hostile ? Large scale ? Long term ? Strategic ? Internally imposed ? Incremental ? Local ? Positive ? Small scale ? Urgent ? Operational Introducing Culture Change ? Can be very difficult ? Can be a long term process ? Issues to be considered in choosing strategy: scale – incremental or radical Locus – anisation, unit, department nature – cognitive and behavioural timescale Principles of Culture Change ? Values and assumptions define accepted and appropriate behaviours ? In successful anisations culture is aligned with strategy ? Culture change may be difficult if the culture is inpatible with strategy ? Check strategy before embarking on culture change ? Can the changes required be achieved by other means ? Senior management must understand the implications and be mitted ? Culture change must pay attention to the opinion leaders ? Should take into account the work systems, management style and HR policies ? New messages reinforced and old ones eliminated ? The deeper the level of culture change the more difficult it will be Principles of Culture Change ? Multiple and sub cultures will make culture change more difficult ? Behavioural norms are the easiest to change, deeper layers require a participative approach ? Top down approaches are difficult to sustain over time ? Participative approaches are more successful but difficult to implement and time consuming Principles of Culture Change Approaches to Culture Change (Bate) STEP 1 ANALYSING THE CULTURE Analysis of the existing culture and setting specific objectives for measuring success in achieving the desired culture. Leading to: PROGRAMME DESIGN STEP 2 EXPERIENCING THE DESIRED CULTURE Involvement of all work teams through ?peak experience? workshops: INDIVIDUAL DEVELOPM?T LEADERSHIP DEVELOPMENT ACTIONSTUDY TASKFORCE WORK TEAM CULTURES STEP 3 MODIFYING THE EXISTING CULTURE Modifying critical cultural influences such as : Leadership modelling Work teams Information/munication Performance reward Organisational structures Training development First line supervision Results orientation And monitoring the outes by RESULTS TRACKING Approaches to Culture Change (Bate) STEP 4 SUSTAINING THE DESIRED CULTURE Sustained achievement of objectives and internalisation of the ongoing change process. Approaches to Culture Change (Bate) Why People Resist Culture Change ? Selective perception ? Habit ? Security ? Economic ? Status and esteem Multicultural Organisations ? A culture that fosters and values diversity ? Pluralism as an acculturation process ? Full structural integration ? Full integration of informal works ? Absence of institutionalised cultural bias ? Minimum of intergroup conflict due to proactive management of diversity Changing Culture Culture Exit those who reject new culture Enter socialise new staff munication behaviour change Examining and Justifying Behaviour change = intervention point Business Process Reengineering STRATEGY SYSTEMS TECHNOLOGY PEOPLE Inputs Outputs Environment Rational Planning Approach Feedback Environmental development loop Problem initialised Define the problem Evaluation phase Implement solution Monitor/ evaluate SocioTechnical Approaches Core Job Critical Personal and Dimensions Psychological Work States Oute Skill variety Experienced High Task identity meaningfulness intrinsic Task significance at work motivation Autonomy Experienced High job Responsibility satisfaction for work Feedback Knowledge of low labour results of work t/o and absence Organisational Development Approach Formal Relationships Aims and objectives Strategies and policies Technology and control Structure and style Authority and administrative procedures Informal Relationships From: attitudes,perceptions, values, emotions – about formal structures and people Normative behaviour, munications, informal instructions – about tactical operations of anisation HR Leverage in Change The Acquisition of Human Resources Recruitment and Selection ? ‘ The overall aim of the recruitment and selection