【正文】 ices Performance Simulations Written Tests Firing Layoffs and Attrition Transfers Reduced Workweeks Job Sharing Early Retirements Downsizing Options The Effectiveness of Interviews ? Prior knowledge about an applicant ? Attitude of the interviewer ? The order of the interview ? Negative information ? The first five minutes ? The content of the interview ? The validity of the interview ? Structured versus unstructured interviews Selection Devices (cont’d) ? Written Tests – Renewed employer interest in testing applicants for: ? Intelligence: trainable to do the job? ? Aptitude: could do job? ? Ability: can do the job? ? Interest (attitude): would/will do the job? ? Integrity: trust to do the job? – Tests must be show validated connection to jobrelated performance requirements. Selection Devices (cont’d) ? PerformanceSimulation Tests – Based on jobrelated performance requirements – Yield validities (correlation with job performance) superior to written aptitude and personality tests. WellMatched Applicants Realistic Expectations Increased Commitment Realistic Job Previews Orientation, Training, and Development ? Orientation(引導 新生訓練 ): The introduction of a new employee to the job and the 供公司的基本資訊，使員工能早一點進入工作狀況 ? Orientation 的技術 – 舉辦座談會，雙向溝通 – 樹立良好企業(yè)文化和組織氣候 – 培養(yǎng)直線主管與新進員工的關係，建立師徒制 – 即早回饋新進員工的績效表現(xiàn) ? Training: 提供新進員工或現(xiàn)職員工工作所需的技能 ? Development:長期性培養(yǎng)，訓練現(xiàn)在的管理者與未來的管理者， 解決組織問題之觀念性能力 Employee Orientation Smooth InsiderOutsider Transition Improve Work Performance Minimize Resignations Learning the Ropes ? Realistic Orientation Programs for new Employees’ Stress (ROPES) ? Warn about disappointments ? How to cope is key ? Supervisors should monitor newers Training 101 ? Teaching new employees the basic skills they need to perform their jobs ? The hallmark of a good manager ? Lack of productivity Why Training Is Booming ? NOT just technical training any more – over $19 billion spent last year on outside training – Team building – Decision making – Communication – Customer service – Technology and puter skills ? Training helps management meet strategic goals 5 Step Training and Development Process Needs analysis Instructional design Validation Implement Evaluation followup Determining if training is needed What deficiencies, if any, do job holders have in terms of skills, knowledge, or abilities required to exhibit the essential and necessary job behaviors? What behaviors are necessary for each job holder to plete his or her job duties? What are the anization’s strategic goals? What tasks must be pleted to achieve anizational goals? Is there a need for training? Training and Development Programs Types of Training Basic Literacy Technical Skills Interpersonal Skills Problem Solving Individualizing Formal Training to Fit the Employee’s Learning Style Participation and Experiential Exercises Readings Lectures Visual Aids Learning Methods Employee Training ? Determine strategic goals ? Identify essential tasks ? Determine critical behaviors ? Assess deficiencies in skills, knowledge, and abilities Training Methods Job Rotation Simulation Exercises Classroom Lectures Understudy Assignments Vestibule Training Films and Videos Typical training methods Sample OntheJob Training Methods(OJT)在職訓練 Job rotation Lateral transfers allowing employees to work at different jobs. Provides good exposure to a variety of tasks. Understudy Provides support and encouragement from an exp