Department of Business Management Strategic Human Resource Management Ing. Miloš Krejčí

2.2. Strategic Human Resource Management 1.Introduction to Human Resource Management 2.Strategic Human Resource Management 3.Personnel Planning and Recruiting - Job Analysis, Descriptions and Specifications 4.Employee / Employer Selection and Interviewing Process 5.Training and Developing Employees 6.Performance Management and Appraisal 7.Coaching, Careers and Talent Management 8.Compensation planning 9.Financial Incentives and Employee Benefits 10.Ethics, Culture, Organizational Change and Fair Treatment in HR Management 11.Equal Opportunity and Diversity, Labor Relations, Employee Safety and Health 12.Managing Human Resources in Global and SME companies Ing. Miloš Krejčí

3.3. Why Careful Selection is Important Ing. Miloš Krejčí Organizational performance Costs of recruiting and hiring The Importance of Selecting the Right Employees Legal obligations and liability

4.4. Selection Process Ing. Miloš Krejčí CV + … Interviews 1, 2, 3 References Testing Job Offer

5.5. Avoiding Negligent Hiring Claims Carefully scrutinize information on employment applications. Get written authorization for reference checks, and check references. Save all records and information about the applicant. Reject applicants for false statements or conviction records for offenses related to the job. Balance the applicant’s privacy rights with others’ “need to know.” Ing. Miloš Krejčí

6.6. What Employers Assess Major Types of Assessments Basic knowledge and skills Job skills and experiences Psychological tests Key Competences Why Use Assessment? Increased work demands Screen out bad or dishonest employees Reduce turnover by personality profiling Choose the best „fit“ Ing. Miloš Krejčí

7.7. Work Samples and Simulations Ing. Miloš Krejčí Work samples Management assessment centers Video-based situational testing Measuring Work Performance Directly Miniature job training and evaluation

8.8. Background Investigations Investigations and Checks Reference checks Background employment checks Criminal records Driving records Credit checks Why? To verify factual information provided by applicants To uncover damaging information Ing. Miloš Krejčí

9.9. Background Reference Checks Ing. Miloš Krejčí Former Employers Current Supervisors Written References Social Networking Sites Commercial Credit Rating Companies Sources of Information

10. Personal Competencies PRIORITY SETTING THINKING/PROBLEM-SOLVING INITIATIVE AND FOLLOW-THROUGH LEADERSHIP WORKING EFFECTIVELY WITH OTHERS COMMUNICATION CREATIVITY AND INNOVATION TECHNICAL MASTERY Ing. Miloš Krejčí

11. Basic Types of Interviews Ing. Miloš Krejčí Selection Interview Appraisal Interview Exit Interview Types of Interviews

12. Selection / Recruiting Interview Ing. Miloš Krejčí Interview structure Interview administration Selection Interview Characteristics Interview content

13. Applicant Interview Form Ing. Miloš Krejčí

14. Avoiding Discrimination Ing. Miloš Krejčí Use objective/job-related questions Standardize interview administration Use multiple interviewers Avoiding Discrimination in Interviews

15. Interview Content Ing. Miloš Krejčí Situational interview Behavioral interview Job-related interview Types of Questions Asked Stress interview

16. Examples of Interview Questions Situational Questions 1.Suppose a more experienced coworker was not following standard work procedures and claimed the new procedure was better. Would you use the new procedure? 2.Suppose you were giving a sales presentation and a difficult technical question arose that you could not answer. What would you do? Past Behavior Questions 3.Based on your past work experience, what is the most significant action you have ever taken to help out a coworker? 4.Can you provide an example of a specific instance where you developed a sales presentation that was highly effective? Background Questions 5.What work experiences, training, or other qualifications do you have for working in a teamwork environment? 6.What experience have you had with direct point-of-purchase sales? Job Knowledge Questions 7.What steps would you follow to conduct a brainstorming session with a group of employees on safety? 8.What factors should you consider when developing a television advertising campaign? Ing. Miloš Krejčí

17. Administering the Interview Ing. Miloš Krejčí Unstructured sequential interview Panel interview Phone interviews Video/Web-assisted interviews Computerized interviews Mass interview Structured sequential interview Ways in Which Interview Can be Conducted

18. Interview Objectivity? Ing. Miloš Krejčí Nonverbal behavior and impression management Applicant’s personal characteristics Interviewer’s inadvertent behavior Factors Affecting An Interview’s Usefulness First impressions (snap judgments) Interviewer’s misunderstanding of the job Candidate-order (contrast) error and pressure to hire

19. Creating Effective Interview Structures Base questions on actual job duties. Use job knowledge, situational or behavioral questions, and objective criteria to evaluate interviewee’s responses. Use the same questions with all candidates. Use descriptive rating scales (excellent, fair, poor) to rate answers. If possible, use a standardized interview form. Ing. Miloš Krejčí

20. Streamlined Interview Process 1.Prepare for the interview Knowledge and experience Motivation Intellectual capacity Personality factor 2.Formulate questions to ask in the interview Intellectual factor Motivation factor Personality factor Knowledge and experience factor 3.Conduct the interview Have a plan Follow your plan 4.Match the candidate to the job Ing. Miloš Krejčí

21. Guidelines for Candidate Preparation is essential. Uncover the interviewer’s real needs. Relate yourself to the interviewer’s needs. Think before answering. Remember that appearance and enthusiasm are important. Make a good first impression. Ask questions. Ing. Miloš Krejčí

22. Candidate Job Search Techniques Do your own local research Online job boards Personal contacts Answering advertisements Employment agencies Executive recruiters Career counselors Executive marketing consultants Employers’ Web sites Ing. Miloš Krejčí

23. CV and Other Candidate´s Materials See lecture 2 Ing. Miloš Krejčí

24. Interview preparation - Candidate Purpose: To have enough information to make potential decision To be prepared to clearly express abilities, knowledge, skills… 1. Get the information: - Business sector - Company Environment - Company future business plans - Interviewer and future boss 2. Interview objective: „everyone is glad to leave the best impression“ To leave the best impression, be prepared: - Get the information (internet…) - prepare written questions - prepare specific examples of past work in „CAR“ (Content, Actions, Result) format Ask: Whether the interviewer is convinced of your suitability as an employee for the Position? What else interviewer needs to know? Ing. Miloš Krejčí

25. Interview preparation - Candidate 3. Double-check all contact information - address, phone, names, times, access to the site. 4. Choose clothing suitable for the type of the meeting. 5. You need to know / get the information: - Job description - Position in the company - Size of department, the company - Reasons for seeking - what happened predecessors in this position - Career development opportunities - Working environment - Company history and its future plans - Next steps / meetings Ing. Miloš Krejčí

26. Interview preparation - Candidate 6. You need to be careful - The client, for example, asks: "Tell me something about yourself" "Why do you want to join us?" 7. Be ready to discuss compensation package. 8. Be positive, be enthusiastic, get the job offer = be in the position YOU CAN MAKE A DECISION Ing. Miloš Krejčí

27. Candidate Key Decisions Do I want this position and company? Compensation package Counteroffer Ing. Miloš Krejčí

28. Next Session Preparation Ing. Miloš Krejčí PERSONAL COMPETENCIES - FACTORS OF EFFECTIVE PERFORMANCE IS: Personal_Competencies_L5_prereading

29. Key Terms Ing. Miloš Krejčí management assessment center situational test video-based simulation miniature job training and evaluation background reference structured interview situational interview behavioral interview job-related interview stress interview structured sequential interview panel interview mass interview CV Candidate interview preparation

30. LEARNING OUTCOMES 1.Give examples of some of the ethical and legal considerations in assessing candidate. 2.Explain the key points to remember in conducting background references. 3.List the main types of selection interviews. 4.Define a structured situational interview. 5.Name and describe Personal Competencies 6.Explain and illustrate each guideline for being a more effective interviewer. 7.Give several examples of situational questions, behavioral questions, and background questions that provide structure. 8.List the steps in a streamlined interview process. Ing. Miloš Krejčí