Human Resource Management Case Study

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Table of Contents

1.0 INTRODUCTION3
2.0 TYPES OF INTERVIEW3
2.1PURPOSE OF INTERVIEW3
2.2TYPES OF EMPLOYMENT INTERVIEW5
2.3EMPLOYMENT INTERVIEW QUESTION TYPES…………………………….7

3.0 CHARACTERISTICS OF EACH TYPE OF INTERVIEW……………………….11 4.0PROBLEMS WITH INTERVIEWS………………………………………………..16 4.1COMMON PROBLEMS WITH INTERVIEWS…………………………………16

4.2 HOW TO OVERCOME THE COMMON PROBLEMS WITH INTERVIEWS.16

5.0CONCLUSION…………………………………………………………………...18

6.0 REFERENCES19

1.0 INTRODUCTION
This assignment sets to discuss four different types of interview and the characteristics of interviews in the human resource management system.

The report will first define the purpose of interview in the human resource management system in relation to improving organizational performance in section 2, of which we will discuss in two parts: structured and unstructured interviews. These discussions will be supported and showcased with examples on the types of question ask in related to the different types of situations and circumstances, elaborating the characteristics of each type of interview at the same time.

2.0TYPES OF INTERVIEW
2.1Purpose of Interview

The process of selection is the process of choosing individuals who have the necessary or needed qualifications to fill up jobs in the organization. Among other activities and tools, employment interview is a commonly chosen activity and tool. Employment interview is the meat and key activity of the selection process. The purpose is to gather information as much information on applicants’ knowledge, skills, abilities and other attributes (KSAOs) to predict the applicants’ job-fit, cultural-fit and success rate into the positions of the organization (Mathis and Jackson, 2003). At the same time, interview is also a way to publicise and promote a company in a positive light to candidates.

Organization performance improvement may arise from changes in incentive pay plans, training or even better job re-design. However if there are no employees with the appropriate competencies and abilities in the first place, the result of the abovementioned changes may not event happen (Mathis and Jackson, 2003). The implication ultimately dwindled down to the human resource factor in the organization.

In order to assist the employer to decide whether a candidate will be successful on the job, he/she must first determine the employee specifications to achieve success. This is usually refers to as selection criterion and usually includes performance elements such as motivation, ability, intelligence, conscientious and so on. Employers usually will try to identify predictors that can be measurable in the indicators of selection criteria. These predictors will include past performance, salary requirements, work references, education level, test scores and so on. The correlation between a predictor and job performance is selection validity and this is also dependent on the situation on how the selection device is being used. While reliability of a predictor is the extent to which is repeatedly producing the same results, over time. (Mathis and Jackson, 2003).

Therefore the significance of employment interview is, if conducted in the correct manner, a valid and reliable predictor of the applicants’ success rates into the jobs. Due to its importance, interviews should be conducted in a systematic manner to allow first impression, build up rapport before going into the actual details of the interview, then end the interview, rate the candidates and make a hiring decision. In this way, the interview provides more consistent findings to form the basis for any hiring decision.

2.2TYPES OF EMPLOYMENT INTERVIEW

Generally speaking, the types of interview can be categorized into structured, unstructured and semi-structured. Since structured interviews is a critical component to ensure that there is consistency in the interview outcome, the report...
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