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Org and MGT LAS #11

The document discusses the process of recruiting, selecting, and training employees, outlining key steps like recruitment, selection, and training. It provides examples of recruitment methods and defines terms like internal and external recruitment. Students are asked to conduct a selection process activity and assess if all steps are needed to select the right employee.
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0% found this document useful (0 votes)
139 views8 pages

Org and MGT LAS #11

The document discusses the process of recruiting, selecting, and training employees, outlining key steps like recruitment, selection, and training. It provides examples of recruitment methods and defines terms like internal and external recruitment. Students are asked to conduct a selection process activity and assess if all steps are needed to select the right employee.
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PDF, TXT or read online on Scribd
You are on page 1/ 8

7.

An interview where the interviewer asks the applicant to answer Republic of the Philippines
a set of prepared questions is called_______. Department of Education
a. Structured Interview c. Panel Interview Region III
b. Unstructured Interview d. One-on-one Interview Schools Division Office of Bulacan
8._______ is learning given by the organizations to its employees that San Miguel National High School
concentrates on short term job performance and acquisition or San Miguel, Bulacan
improvement of job-related skills.
a. Skills c. Rewards
b. Training d. Job Analysis
9. A type of training usually given externally and might be
obtaining certification.
a. Skills Training c. Professional Training
b. Quality Training d. Managerial Training ORGANIZATION AND MANAGEMENT
10. The purpose of this step is to obtain information about the
applicant’s behavior and performance from prior employer.
a. Reference Check c. Interview
Second Quarter
b. Testing d. Training
Process of Recruiting, Selecting and
Training Employees
Enrichment Activities

Look for 2 participants and conduct a selection process. After doing


the activity, answer the following question. Is it necessary to follow
ACTIVITY SHEET
No. 11
all the steps in selecting employee for you to get the right person?
Why?

References: NAME: __________________________________


Reference:http://catalog.flatworldknowledge.com/bookhub/2807?e=port
olesedias_1.0-ch08_s02 GRADE AND SECTION: __________________________________
Helena Ma. F. Cabrera, H. F., Altarejos, A. D.C., Benjamin, R.
DATE OF SUBMISSION: __________________________________
(2016). Organization and Management Textbook for Senior High
School. Quezon City: Vibal Group Inc.
(Page 16) (Page 1)
V. ASSESSMENT
I. OBJECTIVES
Post Test
A. Content Standards Multiple Choice: Choose the letter that you think is the best answer to
The learners have an understanding of the process of the each of the following questions. Write the letter of your choice on your
process of recruiting, selecting, and training employees answer sheet.
B. Performance Standards:
1. What do you call the most important step in selection process?
The learners shall be able to conduct and prepare job analysis
a. Testing c. Interview
b. Reference Checking d. Training
C. MELCs: 2. Twitter, Facebook, Instagram are example of______________?
The learner analyzes the process of recruiting, selecting and a. Social Media c. Print Advertisement
training employee ABM_AOM11-IIa-b21 b. Job Fair d. Campus Recruiting
3. __________ is the process of choosing individuals who have the
D. Specific Objectives: required qualifications to fill present and expected future job
1. To know the different steps in recruiting, selecting and training openings.
employees. a. Staffing c. Selection
2. To understand the process. b. Recruitment d. Training
4. _____________ recruitment is the inviting of applicants for
3. To analyze the process of recruiting, selecting and training
employees filling-up vacant job positions from outside the company.
a. Internal c. interpersonal
b. External d. none of the above
5. Developing employees is a part of the organization’s
__________ management program and its goals is the
CHAPTER 5 – LESSON 2
matching of the individual’s development needs with the
Process of Recruiting, Selecting and Training Employees needs of the organization.
a. Compensation c. Career
b. Performance d. Development
6. ___________ learning through the explanation of training goals
II. CONTENT and objectives by the trainers to the trainees.
a. Modeling c. Goal-setting
b. Feedback and Reinforcement d.Individual differences
Chapter 5. Staffing
Lesson 2: The Process of Recruiting, Selecting and Training
Employees

(Page 2) (Page 15)


IV. REFLECTION III. PROCEDURES:
ESSAY: As a student, how can this topic help you in the future? A. Preliminary Activities
Write at least 3 sentenses.
1. Pre-Test
__________________________________________________________ Choose the letter that you think is the best answer to each of the
________________________________________________________________ following questions. Write the letter of your choice on your answer
________________________________________________________________ sheet.
________________________________________________________________
________________________________________________________________ 1. An interview where the interviewer asks the applicant to answer
_______________________________________________________________. a set of prepared questions is called__________.
a. Structured Interview c. Panel Interview
b. Unstructured Interview d. One-on-one Interview

2.__________ is learning given by the organizations to its employees


that concentrates on short term job performance and acquisition
RUBRIC FOR ESSAY or improvement of job-related skills.
POINTS
CRITERIA DESCRIPTION POINTS a. Skills c. Rewards
OBTAINED b. Training d. Job Analysis
ORGANIZATION The concept was 10
clearly and 3.__________ is the process of choosing individuals who have the
creatively conveyed. required qualifications to fill present and expected future job
CONTENT Concepts are clearly 5 openings.
used and explained a. Staffing c. Selection
PRESENTATION The idea was clearly 5 b. Recruitment d. Training
presented based on
the words use 4. _____________ recruitment is the inviting of applicants for
Total 20 filling-up vacant job positions from outside the company.
a. Internal c. interpersonal
b. External d. none of the above

(Page 14) (Page 3)


C. Independent Activities (Formative)
5. Developing employees is a part of the organization’s __________
management program and its goals is the matching of the individual’s ACTIVITY A: (Written Work / Task)
development needs with the needs of the organization.
a. Compensation c. Career Analyze: Analyze the following job/profession and state the
b. Performance d. Development appropriate training needed. Write your answer to the space
provided below

6. ___________ learning through the explanation of training goals and


objectives by the trainers to the trainees. Job/Profession Training/s Needed
a. Modeling c. Goal-setting 1 Welder
b. Feedback and Reinforcement d. Individual differences 2 Doctor
3 Data Encoder
7. What do you call the most important step in selection process? 4 Driver
a. Testing c. Interview 5 Chief Executive Officer
b. Reference Checking d. Training 6 Bank Teller
7 Bookkeeper
8. Twitter, Facebook, Instagram are example of______________? 8 Machine Operator
a. Social Media c. Print Advertisement 9 Security Guard
b. Job Fair d. Campus Recruiting 10 Sewer

9. A type of training usually given externally and might be ACTIVITY B: (Written Work / Task)
obtaining certification.
a. Skills Training c. Professional Training Situation: You are a Human Resource Manager in one of the
b. Quality Training d. Managerial Training Prestigious Hotel in Manila. Your Hotel is in need of Cook Assistant.
Being the Manager of the Hotel, you are assigned to interview the
10. The purpose of this step is to obtain information about the applicant who is a fresh graduate in Hotel and Restaurant
applicant’s behavior and performance from prior employer. Management. List down at least 5 questions which you think can
a. Reference Check c. Interview influence your decision.
b. Testing d. Training
ANSWER
1
2
3
(Page 4) 4
5

(Page 13)
Note: A verbal offer of employment and the finalist’s verbal
acceptance creates a contractual relationship – therefore, ensure the 2. Reviewing Previous Lesson
offer has been approved prior to verbally offering the position
Answer the following questions:
DIFFERENT TYPES OF TRAINING
1. Define staffing.
1. Technical training addresses software or other programs __________________________________________________________
that employees use while working for the organization. __________________________________________________________
2. Quality training is a type of training that familiarizes all
employees with the means to produce a good-quality 2. Give at least four activities or processes involved in staffing.
product. The ISO sets the standard on quality for most __________________________________________________________
production and environmental situations. ISO training can __________________________________________________________
be done in-house or externally. __________________________________________________________
3. Skills training focuses on the skills that the employee __________________________________________________________
actually needs to know to perform their job. A mentor can
help with this kind of training. 3. What are the two forces affecting present and future needs
4. Soft skills are those that do not relate directly to our job but for human resources?
are important. Soft skills training may train someone on how __________________________________________________________
to better communicate and negotiate or provide good __________________________________________________________
customer service.
5. Professional training is normally given externally and
might be obtaining certification or specific information
needed about a profession to perform a job. For example, tax B. Presenting the New Lesson
accountants need to be up to date on tax laws; this type of
training is often external. In the event of a job opening, administrators must be careful
6. Team training is a process that empowers teams to improve when recruiting and choosing who to bring into the organization.
decision making, problem solving, and team-development They must see to it that their new recruit possesses the knowledge
skills. Team training can help improve communication and and skills needed to be a successful in helping their company
result in more productive businesses. achieve their set goals and objectives and that he/she is suited for
7. To get someone ready to take on a management role, the job position and the job design.
managerial training might be given.
8. Safety training is important to make sure an organization
is meeting OSHA standards. Safety training can also include
disaster planning.
Reference:http://catalog.flatworldknowledge.com/bookhub/2807
?e=portolesedias_1.0-ch08_s02
(Page 5)
(Page 12)
1. ACTIVITY: Motivation  Reference Checks
The purpose of a reference check is to obtain information about a
In the Word Search Map, find the following words. candidate’s behavior and work performance from prior employers
*Recruitment * Development *Training that could be critical to your decision, regardless of their skills,
*Selection * Rewards knowledge, and abilities
 When to Conduct References
Reference checks should be conducted on the finalist(s) prior to
making an offer. The candidate should be informed that a single
reference would not be the sole reason for a disqualification and all
aspects of their candidacy, including their interview, will be taken
into consideration.
 References in the Overall Decision Process
Information that is obtained through the reference check process
should be considered as part of the overall decision making and
should carry considerable weight.
 Reference Checking Options:
 Online Applicant Reference Checking
 Phone Reference Checks

Step 9: Finalize Recruitment


 Upon completion of the recruitment process the offer to the
selected finalist is made.
2. ANALYSIS:  Prior to initiating the offer, it is recommended that one more
check of the selection process be completed as follows:
Processing question/s:  Review the duties and responsibilities of the position and
ensure they were accurately described and reflected in the
A. Differentiate internal and external recruitment job description and interview process
________________________________________________________________  Review selection criteria used to ensure they were based on
________________________________________________________________ the qualifications listed for the position
B. Enumerate briefly the steps involved in the selection process  Confirm interview questions clearly matched the selection
________________________________________________________________ criteria
________________________________________________________________  Confirm all applicants were treated uniformly in the
C. Give the difference between “training and development” recruitment, screening, interviewing and final selection
________________________________________________________________ process
________________________________________________________________
(Page 11)
(Page 6)
 After the Interview
 Upon completing the interview, committee members 3. ABSTRACTION (Discussion of the Topic)
will complete one of the following evaluation tools and
forward to the Committee Chair along with any Recruitment & Selection Hiring Process
interview notes.
 Testing and other Selection Methods  Step 1: Identify Vacancy and Evaluate Need
 Tests and other selection methods such as requesting  Step 2: Develop Position Description
work or writing samples and presentations are  Step 3: Develop Recruitment Plan
additional tools used to assess candidates.  Step 4: Select Search Committee
 Welcoming the Interviewee  Step 5: Post Position and Implement Recruitment Plan
The following should be considered:  Step 6: Review Applicants and Develop Short List
 Panel interviews, can be an intimidating environment  Step 7: Conduct Interviews
for an interviewee, so remember to break the ice if  Step 8: Select Hire
possible.  Step 9: Finalize Recruitment
 When organizing interviews, it is best to assign a
person who ensures the interviewees have the proper Step 1: Identify Vacancy and Evaluate Need
directions, parking details and who is easily a. Newly Created Position
accessible on the date of the interview -Conduct a Job Analysis if this position will be new
 Allow enough time for the interview so the interviewee to your department.
does not feel rushed. Let the interviewee do most of b. Replacement
the talking. Remember the 80/20 rule. The - Before obtaining approval to advertise the position,
interviewee should be doing 80% of the talking. While review the role and decide if there are any changes required a
it’s important to articulate the needs of your certain tasks and responsibilities performed by the previous person
department and the role, this time is to gather as may not or should not be performed by the new person.
much data to evaluate their experience and ensure a
proper fit. Step 2: Develop Position Description
A position description is the core of a successful
Step 8: Select Hire recruitment process. It is used to develop interview questions,
 Final Applicant interview evaluations and reference check questions. Basic
Once the interviews have been completed, the committee will meet qualifications and preferred skills should be established in
to discuss the interviewees. Committee members will need to advance.
assess the extent to which each one met their selection criteria.

(Page 7)
(Page 10)
Step 3: Develop Recruitment Plan  Preparing for the Interview. The Committee Chair should
Maps out the strategy for attracting and hiring the best determine the following:
qualified candidate.  Format of the interview and order of questions
Advertising Resources:  Questions to be asked of all applicants and the weight
a. Print Advertisement. Local media, national assigned
publications (not used as frequently, but may be  Who is going to ask which questions?
suitable for certain  Whether a work sample should be submitted
b. Social Media. Linked In, Twitter and Facebook are  The optimum start date for the position
good alternative recruiting sources.  Any other details applicants may need about the role that
c. Professional Conference and Campus recruiting were not noted in the position description
d. Job fairs such as those aimed at diverse candidates  Panel Interviews
or specific to certain industries, are still considered At the start of the interview, introductions of the Chair and panel
one of the best methods for meeting potential members, including names and job titles/roles, are given. Next,
candidates in a single event. the Chair should outline the format of the interview so that the
candidate is aware of what is going to happen.
A typical format might be:
Step 4: Select Search Committee
 Introductions of each panel member
The hiring manager will identify members who will have direct and
 A brief description of the role they are being
indirect interaction with the applicant in the course of their job
interviewed for.
 Description of how the interview panel will conduct
Step 5: Post Position and Implement Recruitment Plan
Once the position description has been completed, the position the interview (e.g. each alternates question and all
will take notes)
can then be posted to the career site.
 The candidate gives an overview of their experience
Step 6: Review Applicants and Develop Short List  Each panel member provides their questions at the
It is recommended that all search committee members review all conclusion of the interview.
Applicants to ensure more than one person assesses their  The interviewee is given time at the end to ask
qualifications and that individual opinion or biases are avoided. questions
 The interviewee is informed of the next step (e.g. will
Step 7: Conduct Interview be contacted either by phone or in writing of the
The interview is the single most important step in the selection outcome)
process. It is the opportunity for the employer and prospective  Thank the candidate for coming and ensure someone
employee to learn more about each other and validate information shows the candidate out.
provided by both

(Page 9)
(Page 8)

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