HRM-22 - cuối kì- Tài liệu tham khảo | Đại học Hoa Sen
HRM-22 - cuối kì- Tài liệu tham khảo | Đại học Hoa Sen và thông tin bổ ích giúp sinh viên tham khảo, ôn luyện và phục vụ nhu cầu học tập của mình cụ thể là có định hướng, ôn tập, nắm vững kiến thức môn học và làm bài tốt trong những bài kiểm tra, bài tiểu luận, bài tập kết thúc học phần, từ đó học tập tốt và có kết quả
Preview text:
➢
s “employees are treated w
respect,” and “employees are treated fairly.” ➢
Job Descriptions: a list of a job’s duties, responsibilities, reporting —
Job Specifications: a list of a job’s “human requirements,” that is, the requisite —
of an applicant’s personality, such as introversion, stability, and motivation.
Situational questions focus on the candidate’s ability to explain what his or her
Knowledge and background questions probe candidates’ job
“Trick” questions (such as “What kind of animal would you be?”) • • • •
Start socializing the person into the firm’s culture and ways of doing things. job training method… • employee’s appraisal. • • •
employee’s career plans in light of his or her exhibited strengths and weaknesses. •
praisals to identify employees’ training and
• Peer appraisals: appraisals by one’s peers—
• Rating committee: the employee’s immediate supervisor and three or four other •
oyers obtain Employees’ self ratings: along with supervisors’ ratings. • • — — • • • •
• External equity refers to how a job’s pay rate in one company compares to the
job’s pay rate in other companies. •
fair a particular job’s pay rate is when compared to
• Individual equity refers to the fairness of an individual’s pay as compared with
• Procedural equity refers to the “perceived fairness of the processes and
procedures used to make decisions regarding the allocation of pay.”