summary chapter 7-10

Chapter 7: Personnel Selection

Specifications for trained Personnel:

          The focus will be primarily on the nature, length, and quality of any relevant training, education or experience required for the job.

Specifications for untrained Personnel:

            The focus will presume to potentialities for the job. Such as characteristics interest, sensory skills and attitudes.

Chapter 8: Human abilities and their measurement

            1. HUMAN ABILITIES – individual capacity to acquire specific knowledge.

            2. MENTAL ABILITIES – usually measured by test.

            3. MECHANICAL ABILITITES – mental/cognitive aspects of such jobs as contrasted w/ the physical or motor aspects.

            4. PSYCHOMOTOR ABILITIES – cover the range of abilities commonly call dexterity, eye-hand, coordination and manipulative activity such as muscular performance.

            5. VISUAL SKILLS – important to successful job performance such as inspection operation, office job etc.

            6. JOB SPECIFIC ABILITIES – some particular relevance to particular jobs such ability are learned through experience, training or education.

Chapter 9: Personality and interest factors

Projective techniques

          An object is being presented and is ask to tell what they “see” in it. An administrators interprets the individual responses and assets the subjects.

Personality inventories

          Example is questionnaires that can be answered by YES-no.

Interest inventories

          Indicate the strength if his interest such as hobbies, recreation, jobs and other activities.

Chapter 10: biographical data and the interview

Bio-data

          Same as become stated the personal data, educational background, work experiences, references, awards.

            -> Usually obtained from the job candidates on applications forms or directly obtained from individuals by an interviewer, is written in a consistent and reliable form for t is use by employer during the interview.

Candidates may interviewed by or more interviewers

Roles or interviewers:

            -> Serves as “information gathers”

            -> Make recommendations about candidates

            -> They themselves can make employment decisions.

Interview:

          A communication process use for various purposes in industry such as employment counseling, attitude, and opinion surveys, the employment process is aimed at deciding whether or not to offer employment individual job candidates.

People within an organization that can interview job candidates:

            Employment interviews

            Recruiters      

            Personnel Managers

            Executives

            Department Head
            Supervisor