Personnel-managementjulie.docx

Republic of the Philippines

Don Honorio Ventura Technological State University Bacolor, Pampanga

Julie Ann G. Alagaban Discussant

Dr. Esperanza F. Salinas Professor

Reception of Applicants and the Use of Application Form Recruitment is the process of searching for prospective employees and stimulating them to apply for jobs in the organization. Sources of Recruitment Sources of recruitment can be classified into two types the INTERNAL and EXTERNAL. Internal – internal source is the most obvious sources. These include personnel already on the pay-roll of an organization i.e. its present working force. Whoever any vacancy occurs somebody from the organization is upgraded, transferred, promoted or sometime demoted. External – organization usually go to extend sources for lower entry level job for positions whose specification cannot be met by the present personnel for merging with the another organization. Internal Sources  Transfer  Promotion  Employees Recommendation  Directors Recommendation External Sources  Media Advertisement  Employment Agencies

 On-campus Recruitment  Labour Unions  Casual Applicants Employee selection Selection is the process by which a firm uses specific instruments to choose from a pool of applicants a person or persons most likely to succeed in the job(s), given management goals and legal requirements. The selection methods 

Biodata analysis: objective, weighted scoring of biographical data (e.g. sex, age, family background, work experience, leisure interest…)

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Work sample tests

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Written tests: ability, intelligence (or cognitive ability), personality, aptitude

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Interviews: 

individual interviews, interview panels, selection boards

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Structured or general interview

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Assessment centres

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References

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The final stage: offer a job contract

Employment Test Psychological tests •

These are measuring instruments: psychometric tests

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The purpose is to provide an objective means of measuring individual characteristics

Types of tests 

Intelligence (cognitive ability) tests - measures general intelligence: the capacity of abstract thinking and reasoning

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Personality test - refers to techniques that are used to accurately and consistently measure personality. Personality is something that we informally assess and describe every day. When we talk about ourselves and others, we frequently refer to different characteristics of an individual's personality.

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Ability tests - Aptitude and ability tests are standardised ways of assessing how well people typically perform in varying work tasks or react in different situations. They have the advantage of measuring potential rather than simply academic performance, and are often used to make predictions about how people will perform in a work setting.

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Aptitude tests (no prior knowledge assumed) - An aptitude test is a systematic means of testing a job candidate's abilities to perform specific tasks and react to a range of different situations. The tests each have a standardised method of administration and scoring, with the results quantified and compared with all other test takers. No prior knowledge is assumed, as the tests seek to determine innate ability at a particular competency.

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Attainment tests test- A test designed to measure a person’s current knowledge and proficiency, used to assess what a person already knows, as opposed to their ability to learn. For example, a person may take a typing test to demonstrate their current ability and skill level at typing. Performance Appraisal System for Teachers (PAST)

Performance appraisal is a method by which the job performance is being documented and evaluated. It is also referred as performance review, performance evaluated, and employee appraisal. it also describes the strengths, weaknesses, abilities and competencies of an employee in relation to the job.

Why do we do appraisal?  To ensure that individual performance reflects good practice.  To recognise aspects of outstanding practice so that they can be shared.  To maintain high standard of professionalism.  To identify training and development needs. 3 Performance Indicator I. II. III.

Instructional Competencies (70%) Professional and Personal Characteristics (20%) Punctuality and Attendance (10%)

Referrences:

https://www.morrisby.com/Ability-Tests/ https://www.verywellmind.com/what-is-personality-testing-2795420 https://www.wikijob.co.uk/content/aptitude-tests/test-types/aptitude-tests http://www.careergym.com/psychometric_glossary/attainment_test http://www.edu.gov.on.ca/eng/teacher/appraise.html http://www.depedrovcatanduanes.com/files/PAST-Form.pdf