Loading presentation...

Present Remotely

Send the link below via email or IM

Copy

Present to your audience

Start remote presentation

  • Invited audience members will follow you as you navigate and present
  • People invited to a presentation do not need a Prezi account
  • This link expires 10 minutes after you close the presentation
  • A maximum of 30 users can follow your presentation
  • Learn more about this feature in our knowledge base article

Do you really want to delete this prezi?

Neither you, nor the coeditors you shared it with will be able to recover it again.

DeleteCancel

Make your likes visible on Facebook?

Connect your Facebook account to Prezi and let your likes appear on your timeline.
You can change this under Settings & Account at any time.

No, thanks

Recruitment And Development

No description
by

Trịnh Thùy Anh

on 14 May 2015

Comments (0)

Please log in to add your comment.

Report abuse

Transcript of Recruitment And Development

Recruitment And Development
Lecturer: Bui Nguyen Hung Son

The situation of interest
We've been asked to assist Tanglewood with an important hiring decision as they need a new manager for their flagship store in Spokane.
The applicants
They conduct a close recruiting operation.
We received CV, tests, test scores for 10 individuals.
Question 1
Determine what you want to measure by analyzing KSAOs from the job description and the information on organizational culture in the case, and fitting the selection measures into the plan format as shown in table 8.2?
Question 2
Question 3
Who do you think should be involved in this process? What does each decision maker add to the process?
This position is important for a number of reasons:
The Spokane store is the single largest store.
It has important symbolic value.
The first testing ground for new products.
Future practice

The organization needs more information about how to assess individuals before they go on to the final interview process.
The assessment methods that we've considered in this selection plan are Biodata exam, the Marshfield Applicant examination, Retail Knowledge, conscientiousness and extraversion.
Clinical prediction& unit weighing schemes methods.
Rational weighing methods.

Jane
Thomas
Maxine
We believe that rational weighing scheme is the most suitable method of screening applicants to find 3 finalist.
Uses test scores as the first stage
Thomas
John
Shauna
Maxine
Adam
Question 4
From the job description and in formation on organization culture of Tanglewood --> find candidates.
The decision maker will analyze KSAOs of the candidates based on
5 assessment techniques
.
Personality questionnaire (extra version, conscientiousness).
Biodata questionnaire.
Retail market knowledge test.
Marshfeild Applicant Exam.
BD
: biodata - life & work experiences
AE
: applicant exam - problems solving ability smoothness with numerical processes and work comprehension.
RK
: retail knowledge - has question about retail knowledge.
E
: extraversion.
C
: conscientiousness
Conclusion
To build up the Selection plan we need to measure by analyzing KSAOs from the job description & the information on organizational culture.
Rational weighing scheme method is the most suitable method of screening application to the 3 finalist.
CEO, HRM, regional manager should be involved in the final selection with interviews.
Thank you!
Members
Trinh Thuy Anh
Ly My Khanh
Nguyen Vu Van Anh
Lai Bao Ngoc
Nguyen Huynh Phuong Anh
Phan Tan Vinh
The rational weighing scheme is the most suitable method of all position at all the stores.
The person who should be involved in this process is regional manager.
Full transcript