99set - Education Blog

Interviews vary greatly in their content, but are often used to assess such things as interpersonal skills, communication skills, and teamwork skills, and can be used to assess job knowledge.  Well-designed interviews typically use a standard set of questions to evaluate knowledge, skills, abilities, and other qualities required for the job.  The interview is the most commonly used type of test. …

Integrity Tests (Employment Testing)

Integrity tests assess attitudes and experiences related to a person’s honesty, dependability, trustworthiness, reliability, and pro-social behavior. These tests typically ask direct questions about previous experiences related to ethics and integrity OR ask questions about preferences and interests from which inferences are drawn about future behavior in these areas. Integrity tests are used to…

Cognitive Ability Tests (Employment Testing)

Cognitive ability tests typically use questions or problems to measure the ability to learn quickly, logic, reasoning, reading comprehension and other enduring mental abilities that are fundamental to success in many different jobs.  Cognitive ability tests assess a persons aptitude or potential to solve job-related problems by providing information about their mental abilities such as verbal or…

Biographical Data (Employment Testing)

The content of biographical data instruments varies widely and may include such areas as leadership, teamwork skills, specific job knowledge and specific skills (e.g., knowledge of certain software, specific machine tool use), interpersonal skills, extraversion, creativity, etc.   Biographical data typically uses questions about education, training, work experience, and interests to predict…

Assessment Centers (Employment Testing)

Assessments centers can be designed to measure many different types of job-related skills and abilities, but are often used to assess interpersonal skills, communication skills, planning and organizing, and analytical skills.  The assessment center typically consists of exercises that reflect job content and types of problems faced on the job.  For example, individuals might be evaluated on their…

A job interview is a process in which a potential employee is evaluated by an employer for prospective employment in their company, organization, or firm. During this process, the employer hopes to determine whether or not the applicant is suitable for the role. Role of Job Interview A job interview typically precedes the hiring decision and is used to evaluate the candidate. The interview is…

Employment Testing in Human Resource

Employment testing in Human Resource is the practice of administering written, oral, or other tests as a means of determining the suitability or desirability of a job applicant. The premise is that if scores on a test correlate with job performance, then it is economically useful for the employer to select employees based on scores from that test. Employers often use such tests and other…

Importance of Employees Selection in Human Resource

In HR electing the wrong employees can lead to all sorts of problems down the line. For instance, employees may fail to perform their jobs satisfactorily, they may leave soon after being hired because they are simply not a good fit for the company, or they may require extensive training and mentoring, which you may not have the time to provide. Employees who are a good fit for your company, and…

Employee Selection Procedure in Human Resource

Employee Selection in Human Resource is the process of putting right men on the right job. It is a procedure of matching organizational requirements with the skills and qualifications of people. Effective selection can be done only when there is effective matching. By selecting the best candidate for the required job, the organization will get the quality performance of employees. Moreover, the…

Recruitment Policies in Human Resource

In today’s fast-paced business environment, a well-structured recruitment policy is critically important to respond to the manpower requirements of an organization in time. And so, it is important to frame a clear and concise recruitment policy, for successful execution in order to recruit the best talent in the industry. An efficient recruitment procedure requires a suitable recruitment policy…

Sources of Recruitment in Human Resource

Internal Sources of Recruitment The internal sources of recruitment in Human Resource are:- Promotions: Promotion means to give a higher position, status, salary and responsibility to the employee. So, the vacancy can be filled by promoting a suitable candidate from the same organization. Transfers: Transfer means a change in the place of employment without any change in the position, status,…

Introduction to Recruitment and Selection

Recruitment in Human Resource is referred to as the procedure of attracting, short-listing and selection of a qualified candidate for a particular job. Today, a majority of organizations in any industry prefer to outsource the recruiting process to recruitment agencies. The recruitment industry can be found in four major forms, viz. employment agencies, recruitment web portals and job search…

Difficulties in Human Resource Planning

Planners face significant barriers while formulating a Human Resource Planning. The major ones are following: Human Resource Planning practitioners are perceived as experts in handling personnel matters but are not experts in managing the business. People question the importance or making Human Resource Planning practices future-oriented and the role assigned to HRP practitioners in a formulation…

Future Organizational Capabilities & Needs in Human Resource

The second step of the hr planning process involves an analysis of future organizational or personal capabilities. Capabilities include the skill level of employees, productivity rates and a number of employees, etc. In the past, more emphasis was on predicting the number of employees of human resource supply the company was likely to have in the future. Organisations may use varieties of…

Human Resource Forecasting Techniques

Human Resource Forecasting techniques vary from simple to sophisticated ones. It may be stated that organizations generally follow more than one technique. The techniques are: Managerial Judgement Ratio Trend Analysis Work Study Techniques Delphi Technique Flow Models Others. Huma Resource Demand Forecast The demand forecast is the process of estimating the future quantity and quality of people…

Types of Plans in Human Resource

There are nine types of plans in HR, such as philosophy, purpose, objectives, strategies, policies, procedures and rules, programmes and budgets. Now we shall discuss in brief each of these types of plans. Philosophy: The organizations’ role that they wish to play in society in terms of philosophy. The philosophy of the company should have clarity of thought and action in the accomplishment of…

Role of Human Resource Professional

Human Resource Planning professionals have to perform the following roles that may be divided into three categories: Administrative role Managing the organizational resources Employees welfare activities Strategic role Formulating HR strategies Managing relationships with managers Specialized role Collecting and analyzing data Designing and applying forecasting systems Managing career development…