Human Resource Management- Mgt1110E.b13Egroup Assignment.pdf

lOMoARcPSD|38119299 HUMAN RESOURCE MANAGEMENT- MGT1110E.B13E GROUP ASSIGNMENT Group Lecturer: DANG THANH THUY, MBA Group members: Student Name ID student Contribution % Lê Nguyễn Ngọc Minh 215084081 Conclusion, Edit file word, 100% Trần Mộng Quỳnh 100% Ngô Thảo Vy 215084956 part 3, part 4.2, part 4.3 100% Find example, cognitive Trần Dư Huyền 100% 215011977 tests, Part Đỗ Thị Thuỳ Linh Introduction, test of motor 100% and physical abilities, edit 215013812 file ppt sample Conclusion,Work test , Introduce of Amazon, 215019280 edit file ppt Conclusion, example test, edit file ppt Jun 17, 2023 THANK YOU Downloaded by van nguyen (nguyenbecoi.0705@gmail.com) lOMoARcPSD|38119299 First of all, the team would like to thank the University of Economics and Finance of Ho Chi Minh City for including the Human Resource Management module in the training program, creating opportunities for students to access , learn as well as understand the recruitment process In addition, the team would also like to express their sincerest thanks to the group's guide in this subject, Lecturer Dang Thanh Thuy Thank you for your enthusiasm and dedication in guiding us throughout the course Downloaded by van nguyen (nguyenbecoi.0705@gmail.com) lOMoARcPSD|38119299 TOPIC Chapter describes the effectiveness of employee testing and selection It also indicates the importance of this activity in recruitment and selection process Work in groups and then answer the following questions: List and briefly describe the following basic categories of selection tests, with examples:  Tests of cognitive abilities  Tests of motor and physical abilities  Test of personality and interests  Work sample test Explain the importance to conduct pre-employment background investigation in selection Choose a company in the field of Technology and fulfil the following requirements:  Provide a brief introduction of the company  Identify some of the established selection techniques that apparently underlie company’s unconventional approach to choose talent  What specific sections can company identify as being problematical in its selection process? Downloaded by van nguyen (nguyenbecoi.0705@gmail.com) lOMoARcPSD|38119299 Contents Introduction Body Types of employee tests 1.1 Tests Of Cognitive Abilities .7 1.2 Tests of Motor and Physical Abilities 1.3 Test Of Personality And Interests 1.4 Work Sample Tests: 10 The importance to conduct pre-employment background investigation in selection 11 2.1 What is covered in a pre-employment background check? .11 2.2 Identity verification: 11 2.3 Why are pre-employment background checks important? 12 An Overview Of Amazon And Information About Talent Sourcing 13 Conclusion: 21 Downloaded by van nguyen (nguyenbecoi.0705@gmail.com) lOMoARcPSD|38119299 Introduction For every business, recruitment is a very important process that can greatly affect the operation and development of that business So what is recruitment? Recruitment is the process of finding, attracting and evaluating human resources, selecting candidates who satisfy the conditions of the enterprise to supplement the necessary human resources and realize the objectives set by the enterprise Recruitment is also the process of attracting qualified job seekers from outside the society and employees working within the enterprise From there, businesses can evaluate candidates in different aspects, based on the job requirements set out to find the most suitable candidates In a recruitment process, the business needs to first Identify recruitment needs and prepare job descriptions Next is screening and finding talented people Finally, interviewing, evaluating and providing jobs So in the recruitment process, when businesses have had potential candidates for a certain position, what should businesses to screen them? Who are the most suitable candidates for that position? At this point they will need to check and select employees And to better understand the examination and selection in the recruitment process of the enterprise, we will go to the next part Downloaded by van nguyen (nguyenbecoi.0705@gmail.com) lOMoARcPSD|38119299 Body What employee testing and selection is and how the importance of this activity in recruitment and selection process Selection testing is a screening process that hiring managers use to judge an applicant's fit for a certain job or company A selection test is a standardized test that the hiring manager gives to all applicants Types of employee tests TESTS OF COGNITIVE TESTS OF MOTOR AND TESTS OF ABILITIES PHYSICAL ABILITIES PERSONALITY AND INTEREST WORK SAMPLE TESTS  How Many U.S Companies Use Employment Tests? 41% of employers test job applicants in basic literacy and/or math skills 34% of job applicants tested in 2000 lacked sufficient skills for the positions they sought 68% of employers engage in various forms of job skill testing 29% of employers use one or more forms of psychological measurement or assessment 20% of employers use cognitive ability tests (for more information, see the article entitled Types of Employment Tests) 8% of employers use interest inventories Downloaded by van nguyen (nguyenbecoi.0705@gmail.com) lOMoARcPSD|38119299  14% of employers use some form of managerial assessments (for more information, see the articles entitled Types of Employment Tests and Individual Psychological Assessment) 13% of employers use personality tests (for more information, see the article entitled, Types of Employment Tests) 10% of employers use physical simulations of job tasks (for more information, see the article entitled, Types of Employment Tests) 1.1 Tests Of Cognitive Abilities a What are cognitive ability tests? Cognitive ability tests are assessments that measure someone’s mental abilities and cognitive functions Employers use these tests to help predict a candidate’s ability to complete different job functions and learn new skills b Cognitive tests include tests of:  General reasoning ability (intelligence) Intelligence Tests Intelligence (IQ) tests are tests of general intellectual abilities They measure not a single trait but rather a range of abilities, including memory, vocabulary, verbal fluency, and numerical ability Fifty questions are available to answer in just 15 minutes It assesses reaction speed in answering questions on mathematics, reasoning and verbal understanding  Tests of specific mental abilities like memory and inductive reasoning Specific cognitive abilities (aptitude test) Tests that measure specific mental abilities, such as inductive and deductive reasoning, verbal comprehension, memory, and numerical ability Psychologists often call such tests aptitude tests, since they purport to measure aptitude for the job in question Downloaded by van nguyen (nguyenbecoi.0705@gmail.com) lOMoARcPSD|38119299 Aptitude tests can measure things People encounter a variety of aptitude tests throughout their personal and professional lives, often starting when they are children going to school  Here are a few examples of common aptitude tests: A exam to determine a person's suitability to be a fighter pilot A test to determine if someone is qualified to function as an air traffic controller A test of aptitude administered to high school pupils to identify potential career paths A computer programming test to assess a prospective candidate's potential solutions to several fictitious problems A test created to determine a person's physical capabilities required for a specific employment, such a police officer or firefighter  Types of aptitude tests:  Aptitude Tests in school  Special Aptitude Test  Multiple Aptitude Test 1.2 Tests of Motor and Physical Abilities 1.2.1 What does Physical and motor ability tests mean? Employee recruitment tests that measure finger dexterity, manual dex-terity, speed of arm movement, (if hiring pilots) reaction time, etc  These tests include:  The Crawford Small Parts Dexterity Test: the speed and accuracy of simple judgment as well as the speed of finger, hand, and arm movements  The Stromberg Dexterity Test  The Purdue Peg Board Downloaded by van nguyen (nguyenbecoi.0705@gmail.com) lOMoARcPSD|38119299  Tests of physical abilities may also be required:  Static strength (such as lifting weights)  Dynamic strength (pull-ups)  Body coordination (jumping rope)  Stamina Example: Applicants for the U.S Marines must pass its Initial Strength Test (2 pull- ups, 35 sit-ups and a 1.5-mile run) 1.2.2 Advantages and Disavantages: Advantages :  Can idendentify individuals who are physically unable to perform the essential functions of a job without risking injury to themselves or others  Can result in decreased costs related to disability/medical claims, insurance, and workers compensation  Decreased absenteeism Disavantages :  Costly to administer  Requirements must be shown to be job related through a thorough job analysis  May have age based disparate impact against older applicants 1.3 Test Of Personality And Interests 1.3.1 What does personality tests mean? Personality Tests: A selection procedure measure the personality characteristics of applicants that are related to future job performance Personality tests typically measure one or more of five personality dimensions: extroversion, emotional stability, agreeableness, conscientiousness, and openness to experience Downloaded by van nguyen (nguyenbecoi.0705@gmail.com) lOMoARcPSD|38119299 Personality tests measure basic aspects of an applicant’s personality, such as in – troversion, stability, and motivation 1.3.2 Kinds Of Personality Test Some personality tests are projective The psychologist presents an ambiguous stimulus ( like an inkblot or clouded picture ) and the person reacts The person sup-posedly projects into the ambigous picture his or her attitudes, such as insecurity Other projective techniques include Make a Picture Story (MAPS) and the Forer Structured Sentence Completion Test Other personality tests are self-reported: applicants fill them out Thus, availble online, the Myers-Briggs test provides a personality type classification useful for decisions such as career selection and planning Its DiSC Profile learning instrument anables the user to gain insight into his or her behavioral style Personality test results often correlate with job performance The responsibility, socialization, and self-control scales of the California Psychological Inventory predicted dysfunctional job behaviors among law enforcement officers Emotional stability, extroversion, and agreeableness predicted whether expatriates would leave their overseas assignments early The HR Practices feature presrents an example 1.4 Work Sample Tests: Designed to have high content validity through a close relationship with the job.Work Sample tests are based on the premise that the best predictor of future behavior is observed behavior under similar situations These tests require the examinee to perform tasks that are similar to those that are performed on the job 1.4.1 Advantages 10 Downloaded by van nguyen (nguyenbecoi.0705@gmail.com) lOMoARcPSD|38119299  High reliability  High content validity since work samples are a sample of the actual work performed on the job  Low adverse impact  Because of their relationship to the job, these tests are typically viewed more favorable by examinees than aptitude or personality tests  Difficult for applicants to fake job proficiency which helps to increase the relationship between score on the test and performance on the job  Work Sample tests use equipment that is the same or substantially similar to the actual equipment used on the job 1.4.2 Disadvantages  Costly to administer; often can only be administered to one applicant at a time  Although useful for jobs where tasks and duties can be completed in a short period of time, these tests have less ability to predict performance on jobs where tasks may take days or weeks to complete  Less able to measure aptitudes of an applicant thus restricting the test to measuring ability to perform the work sample and not more difficult tasks that may be encountered on the job Ex: Work sample for a cashier may include operating a cash register, and counting money; for a clerical position, work samples would include a typing test, and proofreading In developing a work sampling test for maintenance mechanics, experts first listed all possible job tasks (like “install pulleys and belts” and “install and align a motor”) 11 Downloaded by van nguyen (nguyenbecoi.0705@gmail.com) lOMoARcPSD|38119299 The importance to conduct pre-employment background investigation in selection 2.1 What is covered in a pre-employment background check? A standard background check uses a person’s name, birthday and social security number to collect a variety of information on them from public and private databases A respected background check provider can access all relevant sources and generate an easy-to-understand report on the applicant for the employer to review In most cases, a pre-employment background check covers the following areas: 2.2 Identity verification: Confirm the applicant has provided an accurate name and social security number and is a U.S citizen or has legal right to work in the country  Criminal history: Learn if the applicant has been convicted of a crime, is on probation, has outstanding warrants, or is on a sex offender registry or government watchlist  Employment history: See what companies the applicant was employed with and for how long so you can verify they provided an accurate work history  Education background: Similar to employment history, verify the accuracy of the universities and degrees on the candidate’s resume  Government-issued licenses: Confirm the applicant is licensed for the job, if you’re hiring for a role that requires a government-issued credential (i.e a CPA license, teaching credential or medical license)  Motor vehicle records: Find out if the applicant has been involved in any accidents or received citations, if you’re hiring for a role that requires driving  Credit check: Learn if the applicant is financially responsible This is especially important if they’ll be managing a budget or will have access to company funds A pre-employment background check ensures the candidate is honest and doesn’t have an unscrupulous past You can expand on a standard report by contacting their 12 Downloaded by van nguyen (nguyenbecoi.0705@gmail.com) lOMoARcPSD|38119299 previous employers and personal references and possibly reviewing their public social media accounts The more information you gather, the more confident you’ll be that you’re hiring the right person 2.3 Why are pre-employment background checks important? A corporation makes a significant investment when they hire a new worker It is hoped that they will remain with the company for a very long period and consistently excellent work that advances the company Unfortunately, poor hires occur The ideal situation is that you correct yourself right away and the offender leaves before they can actually hurt you The worst-case scenarios are when they perform subparly, undermine worker morale, or cause other significant issues for your business In any case, you'll have to handle a challenging circumstance and put up the effort of rehiring for the position You can lower the chances of making a bad hire by conducting background checks before you make employment offers to candidates It will reveal any details the person may have hid or been dishonest about during the interview process so your company only invests in honorable people It’s obviously important to hire upstanding people but why else are pre-employment background checks important? Let’s explore all the advantages that due diligence on a candidate brings to a hiring company:  Verify the candidate is qualified – Some people unfortunately embellish their work history or education when job searching You could end up hiring someone who is unqualified if you fail to check their background  Perform a character check – Even if someone only slightly exaggerates their background, it’s a sign of dishonesty Ensure your company only hires 13 Downloaded by van nguyen (nguyenbecoi.0705@gmail.com) lOMoARcPSD|38119299 high-character people by verifying an applicant’s resume is 100 percent accurate  Keep your workplace safe – The importance of protecting your employees, customers and company as a whole goes without saying Background checks save you from hiring any dangerous or unsavory individuals  Reduce your company’s liability – Your company can lower insurance costs and avoid unnecessary lawsuits by only hiring people who clear a pre- employment screening  Avoid bad hires – Hiring the wrong person is costly and frustrating Making the small effort to conduct a background check before you hire someone will prevent major problems from occurring later An Overview Of Amazon And Information About Talent Sourcing a) Company Overview Introduction: - Company name: Amazon.com, Inc - July 5, 1994; 28 years ago in Bellevue, Washington, USA - Headquarters: Seattle, Washington Career: - Cloud computing - Artificial intelligence - Network - Digital distribution - Ecommerce - Electronic Appliances Founder: Jeff Bezo 14 Downloaded by van nguyen (nguyenbecoi.0705@gmail.com) lOMoARcPSD|38119299 Product: - Amazon Echo - Amazon Kindle - Amazon Fire - Amazon Fire Tv - Amazon Fire OS Key member: - Andy Jassy (CEO) - Werner Vogels (CTO) The process of formation and development Amazon.com, Inc is an American multinational technology company headquartered in Seattle, Washington with a focus on cloud computing, digital streaming, artificial intelligence, and e-commerce The company is considered one of the Big Four technology companies along with Google, Apple and Facebook Amazon distributes downloads and streaming of videos, music, and audiobooks through its subsidiaries Amazon Prime Video, Amazon Music, and Audible Amazon also has a publishing arm, Amazon Publishing, a film and television studio, Amazon Studios, and a cloud computing subsidiary, Amazon Web Services The company also manufactures consumer electronics including Kindle ebook readers, Fire tablets, Fire TVs, and Echo devices Additionally, Amazon subsidiaries also include Ring, Twitch.tv, Whole Foods Market, and IMDb Amazon has also been implicated in numerous scandals, most of which have been criticized for violations of technology oversight, a hyper-competitive and demanding work culture, tax evasion, and anti- competitive practices Amazon's business activities: 15 Downloaded by van nguyen (nguyenbecoi.0705@gmail.com) lOMoARcPSD|38119299 Although Amazon sells a lot of things from its subsidiaries, Amazon's core business model is based on the e-commerce platform Amazon sells products on the platform but also allows “third-party sellers” to sell to consumers Currently, the platform offers the following products/services: - Copyrighted video - Music - Appstore for Android - Echo & Alexa - Fire tablet - Fire TV - Kindle Books & E-books - Seller's product - Supplier's products 16 Downloaded by van nguyen (nguyenbecoi.0705@gmail.com) lOMoARcPSD|38119299 Vision and mission: Vision: To be Earth's most customer-centric company, where customers can find and discover anything they might want to buy online, and endeavours to offer its customers the lowest possible prices Mission When it first started, Amazon.com had a clear goal and mission Founder Jeff Bezos has publicly referred to Amazon's mission statement as the driving force behind his leadership decisions “Amazon's stated mission is to be the most convenient and customer-focused online shopping destination, allowing customers to buy 'anything and everything' in the 'largest store in the world' Land " It can be said that Amazon's success is due to its unwavering commitment and daily mission.Quy trình tuyển dụng nhân viên Amazon: 17 Downloaded by van nguyen (nguyenbecoi.0705@gmail.com) lOMoARcPSD|38119299 Amazon’s interview process is long and difficult, and not knowing what steps to expect makes it even harder to prepare for b) Steps Of The Amazon Recruitment Process: Here’s what you need to know: Amazon’s interview process can take two months or more, and there are seven steps: resume screen, recruiter call, take-home assessments, phone screen(s), onsite interviews, interviewer debrief / hiring committee, and salary negotiation The steps that will require the most preparation are the assessments, phone screens, and onsite interviews Step 1: Resume screen First, you’ll need to convince recruiters that you have a strong enough profile to be invited to the first round of Amazon interviews Here, you will either submit your application through Amazon’s jobs portal, or you will have been contacted directly via email or LinkedIn by an Amazon recruiter In either case, you will need a strong resume in order to impress them This is an extremely competitive step, as we’ve found that ~90% of candidates don’t make it past the resume stage To help you put together a targeted resume that stands out from the crowd, follow the tips below Step 2: Recruiter call Once your resume has been approved, an Amazon recruiter will schedule a roughly 30 minute call with you They will discuss with you how the overall interview process will work If you have any specific questions (e.g timeline, location, clarification about the job description), now is the time to ask 18 Downloaded by van nguyen (nguyenbecoi.0705@gmail.com) lOMoARcPSD|38119299 Usually this call does not include technical questions, although some highly technical roles like software engineers may receive a few low- level screening questions that test general technical knowledge Otherwise, the recruiter will ask typical behavioral and resume questions like “Why Amazon?”, “walk me through your resume,” and “tell me about yourself.” Step 3: Assessments In some cases, your recruiter will assign you one or two take-home assessments to complete before moving on to the next round of interviews If you are assigned one or both of these assessments, this usually takes place before the initial phone screen; however, some writing tests occur right before or during the final onsite or virtual loop There are the two general categories of Amazon interview assessments: work sample simulations and work style assessments Let’s take a closer look Step 4: Phone screen Next, you will have one or two phone screens with a hiring manager, and/or future peers In most cases, these will be video calls using Amazon Chime, although some interviewers may opt to keep their cameras turned off Step 5: Onsite interviews The longest and most intimidating step of the Amazon interview process is the final onsite or virtual loop These used to take place in Amazon’s offices, but are now frequently held virtually over Amazon Chime 19 Downloaded by van nguyen (nguyenbecoi.0705@gmail.com) lOMoARcPSD|38119299 Here, you will have four to seven interview rounds that last 45-60 minutes each, led by a mix of interviewers that may include your hiring manager, members of the team you’re applying to, senior management Step 6: Interviewer debrief / hiring committee After you finish your onsite interview rounds, your interviewers will come together to compare notes on your performance in what is called the interviewer debrief, or hiring committee Each interviewer will have written up a summary of their experience with you, including the questions and your answers, as well as a final recommendation (e.g Strong hire, hire, leaning hire, strong no hire, no hire, leaning no hire, etc.) The interviewers will convene with the hiring manager and the Bar Raiser in order to come to a decision They will review not only the onsite interviewers’ feedback, but also your resume, your online or written assessments, and input from your screening rounds Step 7: Salary negotiation Finally, once you’ve passed each of the six steps above, you’ll receive your offer package from Amazon At this point, all that is left for you to is negotiate your offer Your recruiter will get in touch with you about the details, likely scheduling one final call to clarify and discuss the terms If they have not scheduled a call, you can ask for one 20 Downloaded by van nguyen (nguyenbecoi.0705@gmail.com)