Human Resource Management Chapter 6

The process of finding and hiring the right people for the right jobs.

The strategic process of determining and securing the right number of people with the right skills for the right roles, at the right time, to achieve organizational goals.

The process of finding and attracting potential candidates to apply for open positions within an organization.

Filling open positions with employees already working for the company.

Finding potential employees outside of the company, like through job boards, agencies, or universities.

The initial welcome and onboarding process for new employees.

Developing and improving employee skills and knowledge through training programs.

Evaluating employee performance, typically through regular reviews and feedback.

The process of identifying and hiring the most suitable candidates for a job by evaluating their skills, experience, and fit with the organization's requirements.

Selection is a process of identifying and hiring individuals who have high chances of succeeding in a specific job role. It involves comparing candidates' qualifications with job demands to make informed decisions.

Recruitment aims to attract a large pool of applicants, while selection focuses on reducing that pool to those best suited for the job. Selection is a negative process, eliminating unsuitable candidates.

Selection methods often use specific tools and techniques to analyze candidates, including tests, interviews, background checks, and assessments. These methods aim to gauge relevant skills and potential.

The initial stage of selection involves sorting through applications to identify candidates meeting minimum requirements. This stage uses application forms and resumes to eliminate unqualified applicants.

The application screening stage involves reviewing applications for relevant information like skills, experience, and education. It often uses pre-defined criteria to determine suitability.

Interviews are a key part of selection, allowing employers to assess candidates' communication skills, personality, and fit with the company culture. They are typically structured to gather consistent information.

The selection process often concludes with successful candidates receiving job offers. These offers outline terms of employment, including salary, benefits, and responsibilities.

The initial stage of the selection process where applications are reviewed to identify suitable candidates based on job requirements.

Evaluations used to measure a candidate's abilities, skills, and personality traits. They help organizations make informed decisions in the selection process.

A face-to-face conversation between a candidate and a company representative to assess the candidate's suitability for the job and provide information about the position and company.

Gatherings information from previous employers or educational institutions to verify a candidate's experience, skills, and character.

A physical assessment to verify a candidate's health and fitness for the job requirements.

The final step where relevant authorities within the organization review the candidate's qualifications and suitability for the position, leading to a formal offer of employment.

The process of informing and guiding new employees about the organization, its culture, policies, and procedures.

Focuses on developing skills for specific roles within the organization, aimed at improving current performance.

Emphasizes personal growth and development of employees for future roles, expanding knowledge and skills beyond immediate tasks.

The process of informing selected candidates about their position and other employment details.

The authority responsible for approving candidates for hiring.

A written document confirming an employee's position and employment details.

A formal process where employees and employers negotiate working conditions and terms of employment.

A written document that outlines the agreed-upon terms and conditions of employment between employees and employers.

A structured system for employees to formally address complaints or issues related to their work or treatment.

The process of applying consequences or actions to discourage undesirable behavior in the workplace.

The termination of the employment relationship between a worker and an organization for various reasons, including retirement, resignation, or dismissal.

Transferring an employee to a different job, organizational level, or location.

Moving an employee to a higher position with increased responsibility, status, and compensation.

Moving an employee to a lower position due to poor performance or reasons related to their skills.

Moving an employee to a different job with similar responsibilities and compensation.

The management of the relationship between employers and employees.

A formal document outlining the terms of employment, including pay, working hours, benefits, and termination procedures.

A process for handling complaints from employees regarding workplace issues.