Steps in the Selection Process 1. Screening Applications and Resumes 2. Testing Reviewing Working Samples 3. Interviewing Candidates 4.

Checking References and Background 5. Making a Selection Criteria for measuring effectiveness 1. Reliable 2. Valid 3. Generalized 4. High utility 5. Legal Three acts have formed: 1. Civil rights act of 1964 and 1991 2. Age discrimination In Employment Act of 1967 3. Americans with disabilities Act of 1991 Gathering Background Information 1. Application forms 2. Resumes 3. Reference Checks 4. Background checks Employment Tests 1. Aptitude tests 2. Achievement tests Employment Test and Work Samples 1. Physical Ability Tests 2. Cognitive Ability tests 3. Medical Examinations 4. Drug Tests 5. Honesty Tests 6. Personality Inventories 7. Work Samples 8. Job Performance Tests 5major Personality 1. Extroversion 2. Adjustment 3. Agreeableness 4. Conscientiousness 5. Inquisitiveness

Interviews 1. Non directive interview 2. Behavior description interview 3. Situational interview 4. Structured interview

Interviewing Effectively 1. Be prepared 2. Put the applicant at ease 3. Ask about past behaviors 4. Listen let the candidate do most of the talking 5. Take notes write down notes during and immediately after the interview 6. At the end of the interview, make sure the candidate knows what to expect next Training Methods 1. Action learning 2. Classroom instruction 3. Audiovisual training 4. Computer-based training 5. OJT 6. Simulations 7. Business games and Case studies 8. Behavior modeling 9. Experiential programs 10. Team training Measures of Training Success 1. Training satisfaction 2. Return of investment 3. Transfer of training 4. Performance improvements 5. New skills, knowledge 4 approaches to employee development 1. Formal education 2. Assessment 3. Job experiences 4. Interpersonal relationships. Assessment Tools 1. MBTI 2. Assessment Centers 3. Benchmarks assessment 4. Performance appraisal 5. 360 degree feedback

Steps in career management process 1. Data Gathering 2. Feedback 3. Goal setting 4. Action planning & Follow-up Development-Related Challenges The glass ceiling Succession planning Dysfunctional behavior by managers Process for Developing a Succession Plan 1. Identify positions to plan for 2. Identify employees to include 3. Define job requirements 4. Measure employee potential 5. Review and plan to meet development needs 6. Link succession planning with other HR Systems 7. Provide Feedback to employees