【正文】 inter site providers ? Inter accessed globally, but only by those with access to and who use the technology ? Specialised sites available – graduates,engineers, puters ? Watch for cost, regular updating, on line sifting ? Advertising issues apply Handling Applications ? Information used to: ? Enable self selection ? Sift candidates ? CV ? Or ? Application form ? Develop image: ? Professional process ? Psychological contract ? Maintain interest ? Candidate as customer Selection ? The importance: ?It is fairly easy to use selection to improve productivity by 6%. Under very favourable circumstances selection can bring about gains of 20% or more…. ? Smith Robertson 1993 ? Ethical issues: principle of positive self regard principle of informed consent principle of petence principle of confidentiality Common Selection Methods ? Application form and CV ? References, remendations and testimonials ? Group exercises ? Work sample tests ? Selection interviews ? Psychometric tests Usage of Selection Methods Within the UK ? Interview 100% ? Application form 98% ? References 97% ? CV 84% ? Personality tests 58% ? Ability/aptitude tests 47% ? Assessment centres 30% Choosing a Selection Method ? Practicality ? Sensitivity ? Reliability ? Validity face content criterion (predictive or current) construct Validity of Selection Methods ? Assessment centres ? Biodata ? Ability tests ? Work sample tests ? Personality tests ? Interviews ? References Psychometric Tests ? Maximal versus Typical performance ? Maximal performance aptitude/attainment ? Typical performance personality interests and values ? Many countries have legal constraints on use Aptitude Tests ? Specific abilities . mechanical/spatial ? Specific occupations . clerical/puter ? General 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 environment ? Create and meet candidate expectations ? Use active listening ? End the social encounter Questioning Te。 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 int