Interview is the most essential step in the selection process, though it have some limitation and sometimes poor predictors of job success. Different types of interviews may be used depending on the nature and importance of the position to be filled within an organization. Some common types of selection Interviews methods are mentioned below:
Structured Interview is a standardized method of comparing job candidates. In structured Interview a set of pre-planned standardized question is asked to all job candidates. The order of the questions to be asked, time given to all applicants to answer the question and collecting the information from them will be uniform.Therefore, there will be consistency and minimum bias in structured interviews. Example of some structured interview questions include: Continue reading
We already know a lot about compensation management and components of total compensation package. Today we will learn about the essential components to design a well formed compensation systems for any organization.
As Compensation strategy is a part of business strategy, with the change of organizational structures and business need, the compensation systems have also been changing with time. From the bureaucratic organizations to the participative organizations, employees have started asking for their rights and appropriate compensations. The higher education standards and higher skills required for the jobs have made the organizations provide competitive compensations to their employees. That’s why an ideal compensation system are designed keeping in minds the strategic goals and business objectives. To design a well formulated compensation system following components are used: Continue reading
Training and development is an important part of human resource management. This is a process whereby people acquire capabilities to aid in the achievement of organizational goal. It is all about the acquisition of knowledge, skills and abilities through professional development. If an organization have such efficient and effective occupants who can meet the requirements of the organization, training is not essential. If the case is different, it is necessary to raise their skill level by giving them training.
Before know more about it at first we must be clear about the difference between training and development. In fact Training usually refers to teaching operational or technical employees how to do the job for which they were hired. On the other hand teaching managers and professionals the skill needed for both present and future jobs is called development. Continue reading