Dessler HRM 12e ch 07 interviewing candidates

... reserved 7 6 Structured Interview Guide © 2005 Prentice Hall Inc All rights reserved Source: Copyright 1992 The Dartnell Corporation, Chicago, IL Adapted with permission Figure 7 1a 7 7 Structured ... Corporation, Chicago, IL Adapted with permission Figure 7 1b 7 8 Structured Interview Guide (cont’d) © 2005 Prentice Hall Inc All rights reserved Source: Copyright 1992 The Dartnell Corpor...

Ngày tải lên: 14/11/2016, 15:28

... rs = rRF + (RPM)bi could change  Inflation expectations  Risk aversion  Company risk  g could change 7 - 35 Stock value vs changes in rs and g D1 = $2, rs = 10%, and g = 5%: P0 = D1 / (rs-g) ... 0.06 0 .07 - 15 What is the stock’s market value one year from now, ^ 1? P  D1 will have been paid, so expected dividends are D2, D3, D4 and so on Thus, D2 P1 = rs - g = $2.2427 = $32.10...

Ngày tải lên: 06/04/2015, 19:41

... giải vụ án kinh doanh thương mại Đây vụ án tranh chấp kinh doanh, thương mại mua bán hàng hóa Vì vậy, vụ án thu c thẩm quyền giải Tòa án cấp huyện Bị đơn Nhật Linh có trụ sở huyện Thu n Thành ... có thẩm quyền giải tranh chấp kinh doanh thương mại mua bán hàng hóa Điểm b, Khoản 1, Điều 33 quy định Tòa án cấp huyện có thẩm quyền giải vụ tranh chấp kinh doanh thương mại...

Ngày tải lên: 05/08/2016, 13:27

... Benchmarks and Analysis,” BNA/Society for Human Resource Management, 2002 Figure 1 3 1 17 The Changing Environment Of HR Management  HR’s changing role: “ Personnel departments” – Took over ... Source: Adapted from BNA Bulletin to Management, June 29, 2000 Figure 1 1 1 14 Cooperative Line and Staff HR Management The line manager’s responsibility is to specify the qualification...

Ngày tải lên: 14/11/2016, 15:28

... and J Randal MacDonald, “Designing and Implementing an HR Scorecard,” Human Resources Management 40, no (2001), p 37 0 3 31 Figure 3 9 Takes Us To The HR Scorecard  HR scorecard – Measures the ... Illustrate and explain each of the seven steps in the HR Scorecard approach to creating HR systems © 2005 Prentice Hall Inc All rights reserved 3 3 3 3 HR s Str...

Ngày tải lên: 14/11/2016, 15:28

... 4 11 4 43 The Skills Matrix for One Job at BP Note: The light blue boxes indicate the minimum level of skill required for the job © 2005 Prentice Hall Inc All rights reserved Figure 4 12 4 44 ... minor groups, 44 9 broad occupations, and 821 detailed occupations Table 4 2 4 24 Is the Job Function Essential?  What three or four main activities actually constitute the job? Is ea...

Ngày tải lên: 14/11/2016, 15:28

... Figure 5 1 5 4 Planning and Forecasting  Employment or personnel planning – The process of deciding what positions the firm will have to fill, and how to fill them  Succession planning – The ... management techniques to recruiting • Using a benchmarks-oriented approach to analyzing and measuring the effectiveness of recruiting efforts such as employee referrals © 20 05 Prentice Hal...

Ngày tải lên: 14/11/2016, 15:28

... 6 30 Background Investigations and Reference Checks  Extent of investigations and checks – – – – – Reference checks (87%) Background employment checks (69 %) Criminal records (61 %) Driving records ... check  Check all employment and personal references  Use paper -and- pencil honesty tests and psychological tests  Test for drugs  Establish a search -and- seizure policy and co...

Ngày tải lên: 14/11/2016, 15:28

... companies and universities offer Web-based and traditional management development seminars and conferences © 2005 Prentice Hall Inc All rights reserved 8 28 Off-the-Job Management Training and Development ... reserved 8 35 Using Organizational Development  Organizational development (OD) – A special approach to organizational change in which employees themselves formulat...

Ngày tải lên: 14/11/2016, 15:28

... reserved 9 2 9 2 Comparing Performance Appraisal and Performance Management  Performance appraisal – Evaluating an employee’s current and/ or past performance relative to his or her performance standards ... “Improving the Performance Management Process Before Discontinuing Performance Appraisals,” Compensation and Benefits Review May– June 199 4, p 33, 34 Figure...

Ngày tải lên: 14/11/2016, 15:28

... career anchors 10 21 Gary Dessler tenth edition Chapter 10 Appendix Part Training and Development Managing Your Career © 2005 Prentice Hall Inc All rights reserved PowerPoint Presentation by Charlie ... Source: Fred L Otte and Peggy G Hutcheson, Helping Employees Manage Careers (Upper Saddle River, NJ: Prentice Hall, 1992), p 56 Table 10 2 10 7 Choosing a Mentor  Choose an appropr...

Ngày tải lên: 14/11/2016, 15:28

... Hall Inc All rights reserved 11 30 Establishing Pay Rates (cont’d)  Step Price Each Pay Grade — Wage Curve – Shows the pay rates currently paid for jobs in each pay grade, relative to the points ... Review, March–April 1999, p 51 11 12 Table 11 1 Compensation Policy Issues  Pay for performance  Pay for seniority  The pay cycle  Salary increases and promotions  Overtim...

Ngày tải lên: 14/11/2016, 15:28

... of the salesforce achieving higher performance than previously?  Is 5% to 10% of the salesforce achieving below quota performance and coaching?Hall Inc ©receiving 2005 Prentice 12 All rights ... Performance, and Pay  Incentives – Financial rewards paid to workers whose production exceeds a predetermined standard  Frederick Taylor – Popularized scientific management and th...

Ngày tải lên: 14/11/2016, 15:28

... Credit cards  Children’s education 13 37 Flexible Benefits Programs  The cafeteria (flexible benefits) approach – Each employee is given a benefits fund budget to spend on the benefits he or ... the main employees’ services benefits Explain the main flexible benefit programs © 2005 Prentice Hall Inc All rights reserved 13 2 13 2 Benefits  Benefits – Indirect financial an...

Ngày tải lên: 14/11/2016, 15:28