HRM 634 Wk 5 homework

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Industrial Engineering

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Apr 3, 2024

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Running Head: Sleep Tight Inn 1 Sleep Tight Inn Week 5 Homework Ava L Onwu Park University HRM 634 Planning and Staffing Professor Liv Hale
Running Head: Sleep Tight Inn 2 5a. Identify and describe the practical significance of application forms, bio-data, training and experience, and reference checks. An application structure normally comprises of a progression of inquiries intended to give data about the overall reasonableness of candidates for occupations to which they are applying. It's chief reason for existing is to fill in as a preemployment screen with respect to the future occupation accomplishment of employment candidates. “It serves as a means for (a) deciding whether applicants meet the minimum requirements of a position and (b) assessing and comparing the relative strengths and weaknesses of individuals making application” (Gatewood, 2016, pg.359). Application forms “Application forms typically ask job applicants job applicants to describe themselves, including contact information, educational background, relevant licenses, and the like”(Gatewood, 2016, pg. 216). The employee uses the information provided on the application to determine the applicants level of training and experience. Bio-data Biodata is “application information that is empirically developed and scored in a way to maximize prediction”(Gatewood, 2016, pg. 360). This information is used to differentiate from other basic information inquiries in the form. The text explains that there are two different categories of biodata. The first is based on a “response-type” and the other is based on a “behavior-type” (Gatewood, 2016, pg.361). The response-type deals with yes, no, or specific answers. The behavior-type deals with “verifiable/unverifiable, historical/futuristic, factual/interpretive”, etc. (Gatewood, 2016, pg.362). Training and experience These particular assessments are used to examine prior experience and training. They are also used to evaluate the applicants education. Whom ever is reviewing the this information will determine if the reported information is a predictor of what the applicant is capable of doing. Reference checks Another frequently used selection measure is reference checks. This process requires employers to contact people who worked closely with the applicant and offer information about their job performance. The information supplied by co-workers will be used to verify what the applicant put on their application, determine job success if they are hired, and to reveal important messages that the employee did not disclose. 5b. Describe and explain the differences between the significance of situational and behavioral interviews. The fundamental expectation of situational interviews are to first recognize explicit work- related exercises and afterwards utilize this data to frame questions that ask candidates how they would carry on in this circumstance. It is important to analyze the job by using “critical-incidents technique”. “Critical incidents are descriptions are descriptions of work behaviors that actually
Running Head: Sleep Tight Inn 3 occurred and are examples of particularly good or particularly poor job performance” (Gatewood, 2016, pg.449). If the incident is well-written, it will include detailed information that lead to the incident, what occurred throughout the incident, and what happened as a result of the incident. Behavioral interviews start by gathering basic occurrences and recognizing social measurements in similar way as the described in the situational interview. There is an immense distinction among situational and behavioral interviews, the behavioral requires a survey of these social assessments just as the distinguishing proof of each assessments as basically depicting either greatest or ordinary accomplishments of the person. 5c. Mr. Valdez would like to overhaul the selection system. He would like to select one of the following jobs at the resort: guest service representative, front/back office supervisor, or housekeeping services. Once you have a selected a job , develop 3 sample behavioral based questions and 3 situational based questions with anchored rating scales. You will need to include a sample reference check form that you have developed for the Sleep Tight Inn. The objective of interviewing is to distinguish and choose an applicant whose range of abilities and practices coordinate what are required for a specific job and whose character, interests and qualities coordinate the way of life and mission of the association. To locate this ideal up-and-comer, Human Resource experts and employing administrators must be all around educated on the most proficient method to lead meets viably (SHRM, 20106) . Situational interview questions focus on how you’ll handle real-life scenarios you may encounter in the workplace, and how you’ve handled similar situations in previous roles. Posing these inquiries assists businesses with bettering comprehend your manner of thinking and evaluate your critical thinking, self- administration and relational abilities. Below are three behavioral and situational based interview questions (ratings 1= low, 3=average, and 5=high) that will help Mr. Valdez in his attempt to overhaul the selection system at the Sleep Tight Inn. Behavioral Questions 1.Question: Describe a time when you needed to work as part of a team on a project or initiative. What was your role on the team and what actions did you take to contribute to the team in that role? (SHRM, 2016) 1= failed to answer the question 3= Understands team dynamics. 5=Able to communicate team dynamics and their role. Notes:________________________________________________________________________ ______________________________________________________________________________ ______________________________________________________________________________ 2. Question: Tell me about a time when an employee approached you with concerns. How did you handle the situation? (SHRM, 2016)
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