Articoli correlati a Human Resource Management: Classical selection methods...
Sinossi
Essay from the year 2002 in the subject Sociology - Work, Profession, Education, Organisation, grade: Grade A, University of Manchester (Institute for Development Policy and Management), language: English, abstract: Two simple facts force any organisation to carefully select the people it employs. Firstly, people differ widely in their abilities, knowledge, interests and personality. Secondly, the jobs provided by the organisation vary in their demands. Thus, choosing the 'right' person for a job becomes a crucial factor in ensuring an effective workforce and competitive advantages. The objective of selection processes is finding the most capable and suitable candidate, i.e., that candidate who is most likely to deliver the best performance on the job. To achieve this objective, a wide range of selection methods has been developed. But despite a variety of methods, many organisations, if not the majority of organisations, stick to the 'classic trio' of selection and rely on application forms, references and unstructured interviews only. Certainly, there is every reason to believe that there are some undeniable advantages in making the 'classic trio' attractive to many organisations. But at the same time, the 'classic trio' is criticised for a number of considerable shortcomings and a low efficiency compared to other selection methods. In the following the advantages and disadvantages of the 'classic trio' will be briefly sketched. The main criteria guiding the analysis will be reliability, validity, practicality, generality, fairness and costs of the selection methods. Afterwards some alternative selection methods will be reviewed, and their competitive advantages over the 'classic trio' will be outlined. We will analyse how job analysis data can help organisations to choose appropriate selection methods. Finally, a number of possible reasons for resistance to the implementation of alternative selection methods will be considered and an approach to overcome this r
Le informazioni nella sezione "Riassunto" possono far riferimento a edizioni diverse di questo titolo.
- EditoreGRIN Verlag
- Data di pubblicazione2007
- ISBN 10 3638802019
- ISBN 13 9783638802017
- RilegaturaCopertina flessibile
- LinguaInglese
- Numero edizione2
- Numero di pagine24
- Contatto del produttorenon disponibile
Compra usato
Condizioni: molto buonoMost items will be dispatched the...
Visualizza questo articolo
EUR 22,79
EUR 6,19 per la spedizione da Regno Unito a Italia
Destinazione, tempi e costiCompra nuovo
Visualizza questo articolo
EUR 17,95
EUR 11,00 per la spedizione da Germania a Italia
Destinazione, tempi e costiRisultati della ricerca per Human Resource Management: Classical selection methods...
Immagini fornite dal venditore
Human Resource Management: Classical selection methods and alternatives
Print on DemandDa: BuchWeltWeit Ludwig Meier e.K., Bergisch Gladbach, Germania
Valutazione del venditore 5 su 5 stelle
Taschenbuch. Condizione: Neu. This item is printed on demand - it takes 3-4 days longer - Neuware -Essay from the year 2002 in the subject Sociology - Work, Profession, Education, Organisation, grade: Grade A, University of Manchester (Institute for Development Policy and Management), language: English, abstract: Two simple facts force any organisation to carefully select the people it employs. Firstly, people differ widely in their abilities, knowledge, interests and personality. Secondly, the jobs provided by the organisation vary in their demands. Thus, choosing the 'right' person for a job becomes a crucial factor in ensuring an effective workforce and competitive advantages.The objective of selection processes is finding the most capable and suitable candidate, i.e., that candidate who is most likely to deliver the best performance on the job. To achieve this objective, a wide range of selection methods has been developed. But despite a variety of methods, many organisations, if not the majority of organisations, stick to the 'classic trio' of selection and rely on application forms, references and unstructured interviews only. Certainly, there is every reason to believe that there are some undeniable advantages in making the 'classic trio' attractive to many organisations. But at the same time, the 'classic trio' is criticised for a number of considerable shortcomings and a low efficiency compared to other selection methods. In the following the advantages and disadvantages of the 'classic trio' will be briefly sketched. The main criteria guiding the analysis will be reliability, validity, practicality, generality, fairness and costs of the selection methods. Afterwards some alternative selection methods will be reviewed, and their competitive advantages over the 'classic trio' will be outlined. We will analyse how job analysis data can help organisations to choose appropriate selection methods. Finally, a number of possible reasons for resistance to the implementation of alternative selection methods will be considered and an approach to overcome this resistance will be briefly sketched. 24 pp. Englisch. Codice articolo 9783638802017
Quantità: 2 disponibili
Immagini fornite dal venditore
Human Resource Management: Classical selection methods and alternatives
Da: WeBuyBooks, Rossendale, LANCS, Regno Unito
Valutazione del venditore 5 su 5 stelle
Condizione: Very Good. Most items will be dispatched the same or the next working day. A copy that has been read, but is in excellent condition. Pages are intact and not marred by notes or highlighting. The spine remains undamaged. Codice articolo wbs9820299092
Quantità: 1 disponibili
Immagini fornite dal venditore
Human Resource Management: Classical selection methods and alternatives
Da: AHA-BUCH GmbH, Einbeck, Germania
Valutazione del venditore 5 su 5 stelle
Taschenbuch. Condizione: Neu. Druck auf Anfrage Neuware - Printed after ordering - Essay from the year 2002 in the subject Sociology - Work, Profession, Education, Organisation, grade: Grade A, University of Manchester (Institute for Development Policy and Management), language: English, abstract: Two simple facts force any organisation to carefully select the people it employs. Firstly, people differ widely in their abilities, knowledge, interests and personality. Secondly, the jobs provided by the organisation vary in their demands. Thus, choosing the 'right' person for a job becomes a crucial factor in ensuring an effective workforce and competitive advantages.The objective of selection processes is finding the most capable and suitable candidate, i.e., that candidate who is most likely to deliver the best performance on the job. To achieve this objective, a wide range of selection methods has been developed. But despite a variety of methods, many organisations, if not the majority of organisations, stick to the 'classic trio' of selection and rely on application forms, references and unstructured interviews only. Certainly, there is every reason to believe that there are some undeniable advantages in making the 'classic trio' attractive to many organisations. But at the same time, the 'classic trio' is criticised for a number of considerable shortcomings and a low efficiency compared to other selection methods. In the following the advantages and disadvantages of the 'classic trio' will be briefly sketched. The main criteria guiding the analysis will be reliability, validity, practicality, generality, fairness and costs of the selection methods. Afterwards some alternative selection methods will be reviewed, and their competitive advantages over the 'classic trio' will be outlined. We will analyse how job analysis data can help organisations to choose appropriate selection methods. Finally, a number of possible reasons for resistance to the implementation of alternative selection methods will be considered and an approach to overcome this resistance will be briefly sketched. Codice articolo 9783638802017
Quantità: 1 disponibili
Immagini fornite dal venditore
Human Resource Management: Classical selection methods and alternatives
Editore:
GRIN Verlag, GRIN Verlag Okt 2007, 2007
ISBN 10: 3638802019
ISBN 13: 9783638802017
Nuovo
Taschenbuch
Da: buchversandmimpf2000, Emtmannsberg, BAYE, Germania
Valutazione del venditore 5 su 5 stelle
Taschenbuch. Condizione: Neu. Neuware -Essay from the year 2002 in the subject Sociology - Work, Profession, Education, Organisation, grade: Grade A, University of Manchester (Institute for Development Policy and Management), language: English, abstract: Two simple facts force any organisation to carefully select the people it employs. Firstly, people differ widely in their abilities, knowledge, interests and personality. Secondly, the jobs provided by the organisation vary in their demands. Thus, choosing the ¿right¿ person for a job becomes a crucial factor in ensuring an effective workforce and competitive advantages.The objective of selection processes is finding the most capable and suitable candidate, i.e., that candidate who is most likely to deliver the best performance on the job. To achieve this objective, a wide range of selection methods has been developed. But despite a variety of methods, many organisations, if not the majority of organisations, stick to the 'classic trio' of selection and rely on application forms, references and unstructured interviews only. Certainly, there is every reason to believe that there are some undeniable advantages in making the ¿classic triö attractive to many organisations. But at the same time, the ¿classic triö is criticised for a number of considerable shortcomings and a low efficiency compared to other selection methods. In the following the advantages and disadvantages of the ¿classic triö will be briefly sketched. The main criteria guiding the analysis will be reliability, validity, practicality, generality, fairness and costs of the selection methods. Afterwards some alternative selection methods will be reviewed, and their competitive advantages over the ¿classic triö will be outlined. We will analyse how job analysis data can help organisations to choose appropriate selection methods. Finally, a number of possible reasons for resistance to the implementation of alternative selection methods will be considered and an approach to overcome this resistance will be briefly sketched.BoD - Books on Demand, In de Tarpen 42, 22848 Norderstedt 24 pp. Englisch. Codice articolo 9783638802017
Quantità: 2 disponibili
Foto dell'editore
Human Resource Management: Classical selection methods and alternatives
Da: California Books, Miami, FL, U.S.A.
Valutazione del venditore 5 su 5 stelle
Condizione: New. Codice articolo I-9783638802017
Quantità: Più di 20 disponibili
Immagini fornite dal venditore
Human Resource Management: Classical selection methods and alternatives
Da: preigu, Osnabrück, Germania
Valutazione del venditore 5 su 5 stelle
Taschenbuch. Condizione: Neu. Human Resource Management: Classical selection methods and alternatives | Marco Köster | Taschenbuch | 24 S. | Englisch | 2007 | GRIN Verlag | EAN 9783638802017 | Verantwortliche Person für die EU: BoD - Books on Demand, In de Tarpen 42, 22848 Norderstedt, info[at]bod[dot]de | Anbieter: preigu. Codice articolo 101939101
Quantità: 5 disponibili