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Selection Interviews

The document outlines the various types of interviews, methods for administering them, and common errors to avoid. It also discusses the importance of employee induction and training programs, including the ADDIE model for training development. Additionally, it emphasizes the need for systematic training processes and evaluation to improve organizational effectiveness.

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bharatd26
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6 views31 pages

Selection Interviews

The document outlines the various types of interviews, methods for administering them, and common errors to avoid. It also discusses the importance of employee induction and training programs, including the ADDIE model for training development. Additionally, it emphasizes the need for systematic training processes and evaluation to improve organizational effectiveness.

Uploaded by

bharatd26
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
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Selection Interviews

Basic Types of Interviews

• Structured vs. unstructured


• Questions to ask
o Situational
o Behavioral
o Job-related
o Stress
o Puzzle questions
Administering Interviews

• Panel
• Phone
• Video/web-assisted
• Computerized
• Case interviews
Three Ways to Make the Interview
Useful

• Structure the interview


• Carefully select traits to assess
• Beware of committing interviewing
errors
Errors That Undermine Interviews
• Snap judgments
• Job requirements not clear
• Candidate-order & pressure to hire
• Nonverbal behavior
• Impression management
• Personal characteristics
• Interviewer mistakes
Design and Conduct an Effective Interview

1. Know the job


2. Structure the interview
3. Get organized
4. Establish understanding
5. Ask questions
6. Take brief notes
7. Close the interview
8. Review the interview
Issues to Consider with the Written
Offer

• A job offer letter has the:


o Welcome sentence
o Pay information
o Benefits information
o Paid leave information
o Terms of employment
Employee Induction/
Orientation
Critical Success factors for an
Induction Programme

•Specific Learning Objectives

•Selecting the Content of the programme

•Choosing the Delivery Strategy

•Meaningful Participation by others


Induction Programme Development
Trends in Induction

•Use of technology in the Induction process

•Use of Corporate Induction Video

•Developing a separate corporate Induction Programme

•Fun - an integral part of Induction

•Employee handbook
Measuring Effectiveness of the
Induction Programme

– Employee surveys
– First year retention
– Performance Rating
Training and Developing
Employees
Training & Development
Definition
Training— A planned and systematic effort to
modify or develop KSA through a learning
experience, to achieve effective performance in an
activity or range of activities

Any attempt to improve employee performance on the


job, usually includes changes in knowledge, skills, or
abilities of the trainee.

Development— The general enhancement and


growth of an individual’s skills and abilities through
conscious and unconscious learning

8-14
Current Employees’ Training
Needs Analysis
• Strategic training needs analysis
• Current training needs analysis
• Task analysis
• Talent management
• Performance analysis
• Can’t do/won’t do
The ADDIE Five-Step
Training Process

• Analyze
• Design
• Develop
• Implement
• Evaluate
ADDIE Model
Analysis
Design
• Needs Assessment
• Audiences
• Project Plan
• Objectives
• Goals
• Task Analysis
• Strategy

Evaluation
Development
• Evaluation Plan
• Outline Content
• Testing
• Select Delivery
• Reviews
• “Programming”
• Delivery
Implementation
• Integration
17
Designing the Training
Program

• Setting learning objectives

• Creating a motivational learning environment


Designing the Training Program

• Make the Learning Meaningful


o Focus on objective
o Familiar examples
o Organize
o Familiar terms
o Perceived need
Designing the Training Program

• Making Skills Transfer Obvious and Easy


• Similarity
• Practice
• Attention
• Pace
Designing the Training Program

• Reinforce correct responses


o Schedule
o Follow-up assignments
• Transfer of training
• Other issues
Developing the Program
• Assemble training content and materials

• Training Methods
o iPads
o Workbooks
o Lectures
o PowerPoint slides
o Web- and computer-based activities course
activities
o Trainer resources and manuals
o Support materials
Implementing Training Programs
• On-the-job training
o Types of on-the-job training
o Job rotation
o Special assignments
The OJT Process
• Preparation
• Present the operation
• Tryout
• Follow-up
Other Types of Learning
• Apprenticeship training
• Informal learning
• Job instruction training
• Lectures
• Programmed learning
• Behavior modeling
• Audiovisual-based training
• Vestibule training
• Electronic performance support systems (EPSS)
• Videoconferencing
• Computer-based training(CBT)
• Simulated learning
Other Types of Learning

• Lifelong and Literacy Training Techniques


• Team training
• Internet-based training
• Learning Management Systems (LMS)
• Virtual classrooms
• Mobile Learning
IMPROVING PERFORMANCE: HR Tools
for Line Managers and Entrepreneurs

Creating Your Own Training Program


1. Prepackaged training solutions
2. Outsourced learning
3. Create your own
Off-the-Job Management Training
and Development Techniques
• Case studies
• Computerized management games
• Outside seminars
• University programs
• Role-playing
Off-the-Job Management Training
and Development Techniques

• Behavior modeling
• Corporate universities
• Executive coaches
Evaluating the Training Effort
• Designing the study
• Controlled experimentation
• Training Effects to Measure
o Reactions
o Learning
o Behavior
o Results
Key Points

• Training is tool for improving organizational


effectiveness
• Effective training depends on a systematic
process
1. Needs Assessment
2. Program Development
3. Evaluation of Results
• Focus on continual learning
• Ensure support from top management
• Link to corporate strategy
• Integrate training with career development
Thank You..!!

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