what is important when selecting an employee?提示:qualification..experience..age..personality..creativity..哪位大虾肯出手想助啊?要写一篇350多字的稿~

Question

what is important when selecting an employee?
提示:qualification..experience..age..personality..creativity..
哪位大虾肯出手想助啊?要写一篇350多字的稿~

Answer 1

Employee Evaluation and Selection
Who makes employee evaluation and selection decisions?In most organizations both operating managers and personnel specialists are involved in selections decisions.Generally,more effective employee evaluation and selection decisions are made when more than one person is involved in the decision making process.The operating manager should have more to say about the evaluation and selection decision than their HR specialist.
For this reason an effective evaluation / selection skill is an integral part of the management function.The table below Operational and HR management roles illustrates the respective roles of operating managers and HR managers in the evaluation and selection process.
If an evaluation / selection program is to be successful the employee characteristics which are believed necessary for effective performance on the job should be stated explicitly in the job specification.The criteria usually can best summarized in the following categories:
* Education
* Experience
* Physical Characteristics
* Personal Characteristics
Basically,the employee evaluation and selection criteria should list the characteristics of present employees who have performed well in the positions to be filled.However,if the list of characteristics desired is too long,it may not be possible to select anyone.With no list of criterion,the wrong prospects are likely to be selected.
These predictors of success,particularly the more formal mechanisms such as items on a paper and pencil test,have two characteristics:
* Reliability
* Validity
The reliability of a an employee evaluation and selection instrument,such as a test,is the extent to which the instrument is a consistent measure of something.An intelligence test is said to be reliable,if the same person's scores do not vary greatly when the test is taken several times.The higher the reliability,the more confidence can be placed in the measurement method.Usually,the instrument is more reliable if it is longer.The instrument used must also be internally consistent to be considered reliable,which is a good predictor of success for the job performance in question.
Reliability and validity can be thought of in the following way.A yardstick is a reliable measure of space; no matter how many times you carefully measure a basketball player,he will be the same height.But a yardstick has no validity as a measure of his muscular coordination.Thus a selection device such as a test may be reliable without being valid.
Human resource specialists can compute the validity of a selection instrument several ways.
* One way,is to look at the currently successful employees,find a factor that is common to them,and designate it as a predictor.This is called concurrent validity.
* A second way,is to use an instrument such as a test during the evaluation / selection process,then wait until the successful employees are identified and correlate the test or test measures with the successful and unsuccessful employees.This is called predictive validity.
* A third way,sometimes used by smaller organizations,because the numbers of persons in similar jobs is too small to use concurrent or predictive methods,is called synthetic validity.In this case,elements of several jobs that are similar,rather than a whole job,are used to validate the selection instrument.This method is newer than the other two and us used less frequently.
It should be noted that the criterion used to predict performance or success is a proxy of actual performance.Since good job performance is usually a combination of many factors (quality of work,quantity of work,etc.),a criterion such as a supervisory rating is a proxy for the real measure,job success or performance.