Human Resource Management; Management Recruitment and Placement l Employee Testing and Selection 1. Why Careful Selection is important: 00:00:45-00:05:03 2. Basic Testing Concepts a. Reliability b. Validity: 00:05:04-00:06:48 3. Types of Test a. Cognitive Ability b. Motor and Physical Abilities c. Personality and Interest d. Achievement: 00:06:49-00:13:46 4. Background Investigation and Referral Checks and Why to Perform them: 00:13:47-00:16:54 Video by Edupedia World (www.edupediaworld.com), Free Online Education; Click here (https://www.youtube.com/view_all_playlists?sq=Human+Resource+Management) for more videos on Subject name (Human Resource Management); All Rights Reserved
Views: 9049 Edupedia World
http://www.pcpworks.com/customers-employers-human-resources The Physical Capacity Profile® (PCP) Testing System is used by medical teams for post-offer or pre-employment physical exams, fit for duty and Functional Capacity Evaluations (FCE’s). Through computerized software, a comprehensive collection of 28 maximum strength measurements are collected in as little as 30 minutes. Results are available in minutes for both the medical team and employer. The medical information is obtained and measured utilizing standards from the Department of Labor’s (DOL) five classifications of work and the American Medical Association (AMA) guidelines. The PCP testing system is ADA and HIPAA compliant and has successfully undergone EEOC audits.
Views: 14458 Brian Richardson
Employee testing and selection (Lecture 05) | HR Management - Principles of Management. Subscribe this channel to get more knowledge,Lectures,Presentations etc. Youtube: https://www.youtube.com/channel/UCuBvNmo-Q42RPTisa-b1_-w?sub_confirmation=1 Facebook: https://www.facebook.com/g8knowledge Twitter: https://www.twitter.com/g8knowledge Instragram: https://www.instagram.com/knowledgeget Course Description: Human Resource Management is a course designed to make the students familiar with the concepts of managing human resources. It is rightly said that the organizations need effective people not efficient people. The course also describes the bench mark practices of Human Resource Management Course Objectives: This course has been designed keeping the following objectives in mind: 1. Demonstrate an in-depth knowledge of the activities and decisions that inform the employment relationship and management including recruitment, selection, training, health and safety, employment laws, motivation, and productivity of employees. 2. Develop and design different forms and memos for recruitment, selection, TNA and performance appraisal of employees 3. Demonstrate and assess leadership in a professional context, by selecting and appraising appropriate styles for situations, and contributing and discussing relevant expertise, liaising with and assessing professional colleagues, and managing and evaluating a supporting team. 4. Conduct internal research on HR-related problems at work, and communicate results effectively to colleagues and peers. Learning Outcomes: 1.Explain what is meant by reliability and validity. 2.Explain how you would go about validating a test. 3.Cite and illustrate our testing guidelines. 4.Give examples of some of the ethical and legal considerations in testing. 5.List eight tests you could use for employee selection and how you would use them. 6.Give two examples of work sample/simulation tests. 7.Explain the key points to remember in conducting background investigations At the end of this course, students should be able to: 1. Explain what human resource management is and how it relates to the management process 2. Illustrate the human resources responsibilities of line and staff (HR) managers 3. Discuss and illustrate each of the important trends influencing human resource management 4. Describe important trends in human resource management 5. Explain why strategic planning is important to all managers 6. Explain the main generic types of corporate strategies and competitive strategies Explain why metrics are essential for identifying and creating high-performance human resource policies and practices 7. Discuss the nature of job analysis, including what it is and how it’s used 8. Write job descriptions, including summaries and job functions, using the Internet and traditional methods 9. Write a job specification 10. Explain what is meant by reliability and validity 11. List eight tests you could use for employee selection 12. Describe the strengths and weaknesses of the main types of selection interviews 13. Explain each of the four steps in the training process 14. Explain how to distinguish between problems you can fix with training and those you can’t 15. Explain five training techniques. 16. Describe four management development programs. 17. Define performance management and discuss how it differs from performance appraisal 18. Describe the appraisal process 19. Compare and contrast coaching and mentoring and describe the importance of each 20. Describe the basic factors determining pay rates 21. Describe the methods for conducting job evaluation 22. Explain how to apply five motivation theories in formulating an incentive plan 23. Describe the most popular organization wide variable pay plans 24. Describe each of the main pay for time not worked benefits.
Views: 5227 Get Knowledge
Canada Human Resources Centre provides comprehensive catalog of online Skill Testing. These online skill tests can help employers to quickly and efficiently determine level of proficiency in the area that is being tested. For more information visit us online at www.canadahrcentre.com
Views: 594 CanadaHRCentre
HR Avatar Pre-Employment Testing makes it easy for hiring managers to objectively make great hires. The video overviews HR Avatar assessment approach, score report, benefits, and the free trial. HR Avatar Pre-Employment Tests measure cognitive abilities, personality, skills, bio-data (job history), and they include animated scenarios in which applicants interact with animated avatars to complete job-related tasks. The assessments are super easy to use and work on mobile devices. Visit us at www.hravatar.com
Views: 14797 HR Avatar Pre-Employment Tests
مقرر الموارد البشرية Human Resource Management مقدم من عمادة التعليم الالكتروني والتعليم المفتوح - جامعة العلوم والتكنولوجيا - اليمن https://www.ust.edu/usty/ar/open
Understanding & Analyzing the Requirements, Test Strategy Implementation, Test Estimations (Time, Resources-Environmental, Human, Budget), Risk Analysis, Team formation, Configuration management plan, Test Plan Documentation, and Test Environment setup defining.
Views: 788 G C Reddy
In this video I have taken a couple of hypothesis pertaining to Human Resource Management. You will learn how you can use simple analytics techniques to take better decisions in HR management For Study Packs contact [email protected]
Views: 2667 Analytics University
Abdul Ghaffar Khan, General Manager, Human Resource, Mari Petroleum Company Limited Air University School of Management – AUSOM Seminar Series
Views: 317 Air University School of Management
Crack your HR interview with these questions and answers for freshers. Easy tips and techniques allow you to prepare, practice and develop the best sample answers. Useful for positions like Engineers, MBA, Marketing, QA, BCom, CSE, DBA, HR job, Recruiter, Pharmacist, Receptionist, Retail, Sales etc.
Views: 538547 CareerRide
Learn basic testing concepts quiz on MCQsLearn, a free website http://mcqslearn.com for exam preparation. Practice MCQs with basic testing concepts quiz, types of tests quiz, basic testing concepts quiz for HRM exam tests. This free video contains MCQs based tests on human resource management for online competitive exam preparation.
Views: 34 MCQsLearn
Finance & HR/Payroll Testing is underway for the ConnectCarolina project at UNC-Chapel Hill. ConnectCarolina is the University's name for its administrative services software, which is run primarily by PeopleSoft. This video gives a quick breakdown of the ConnectCarolina testing phases. Background music courtesy of www.soundjay.com.
Views: 85 Lauren McKinnis
The first of a series of releases concentrating on one of the most important challenges in our industry- Human Resources. Join host Jennifer Riley as Pawn-TV dives into Human Resource procedures, starting with the proper selection of your potential employees.
Views: 3677 iwantmypawntv
This video is about the skills of Employee Testing and Selection"الاختيار والتقييم" for the level of MBA students or senior professionals. This channel is purpose to present online training to support MBA and undergraduate students in Human Resources Management and some other major topics in management. The instruction language in these presentations is the Arabic language while the background slides will be in English. Moreover, HRM practitioners from all industries and backgrounds will benefit from these training presentations. Who Am I? Experience: Senior practitioner with experience exceeds 25 years in the field of Human resources management and Organizational Development & Change. Educational Background: PhD in TQM, MBA degree in Human Resources Management, Incomplete MBA degree in public Administration, engaged currently in MBA program. My objective is to link theories with experience. My experience in different industries have contributed to my track record success in achievement of business targets through aligning objectives with business needs and facilitating strategies. My background encompasses all areas of HR Management practices to include change management, organizational development, performance management systems, career development, job analysis, HR policies, recruitment and selection, employee handbook, training needs analysis, designing training plan, managing training budget, developing and implementing training plan. Should you need further information or to communicate with me or to follow my posting, you may view my complete profile at the following social media platforms: - 1. LinkedIn: • https://www.linkedin.com/in/hani-fawareh-senior-hr-manager-4993545a/ 2. Youtube: • Recruitment Channel (Global Job Search) https://www.youtube.com/channel/UC3CF3bSbIht8xir-oQyTjeA/videos?view_as=subscriber 3. Facebook: for recruitment posting service • https://web.facebook.com/hani.fawareh • https://web.facebook.com/Gulfengineernet-1703701213180209/ • https://web.facebook.com/Myuaejob/ • https://web.facebook.com/SoftwareDeveloperJob/ • https://web.facebook.com/Emplois-Informatique-457878077753339/ 4. Furthermore, you will find all videos and more blogs at my website http://www.gulfengineer.net/blog/
Views: 97 Hani Fawareh
SAP HR payroll and master data, or SuccessFactors data, is constantly evolving. So too, is the application environment - with changes like upgrades and additions, mergers and acquisitions, or a move to a cloud-based HCM system. Our comprehensive, powerful tools standardize and simplify regression testing, allowing you to smoothly migrate and consolidate your data in a new HCM application.
Views: 1040 Accenture Software for HCM
Date: Wednesday, October 15, 2014 Time: 12:00 pm - 1:00 pm Location: Social Science Centre (SSC) Room: 5220 Dr. Alison Konrad Corus Entertainment Chair in Women in Management Ivey School of Business Duckjung “DJ” Shin Doctoral Candidate Ivey School of Business Abstract: Previous researchers have questioned whether the association between high-performance work systems (HPWS) and organizational performance indicates causality. Strategic human resource management theories, including the resource-based view of the firm and the behavioral perspective, have provided explanations linking human resource management practices to organizational performance. We add arguments based upon general systems theory to suggest a more complex relationship where performance provides feedback on HPWS in the form of information and resources. This feedback generates both the data and the slack resources needed to support an adaptive process of HPWS implementation. We test the causal associations between HPWS and performance using a large longitudinal data set with three time points. Findings showed that past HPWS positively contributes to later productivity as well as the reverse. The reciprocal relationship supports the need to extend strategic human resource management theory by considering productivity as an antecedent as well as an outcome of human resource management practices. The RDC Speaker Series examines research methodology, showcases research done at the RDC, provides a forum that focuses on research implications, and fosters interdisciplinary exchanges. Faculty and grad students from all disciplines are welcome. No RSVP needed. We hope to see you there. Host: Research Data Centre Contact: Paul Pare - Academic Co-Director, RDC at Western [email protected] Event Type: Lecture / Seminar Audience: Alumni, Faculty, Graduate Students, Professional Students Department: BMOS, Faculty of Social Science, Research Data Centre, Sociology
Views: 684 Western University
http://employers-rx.com Ever face the uncomfortable situation of drug testing employees? Employers RX is the cure for this and other Human Resources functions!
Views: 592 Bruce Silver
Employee Selection-- Created using PowToon -- Free sign up at http://www.powtoon.com/join -- Create animated videos and animated presentations for free. PowToon is a free tool that allows you to develop cool animated clips and animated presentations for your website, office meeting, sales pitch, nonprofit fundraiser, product launch, video resume, or anything else you could use an animated explainer video. PowToon's animation templates help you create animated presentations and animated explainer videos from scratch. Anyone can produce awesome animations quickly with PowToon, without the cost or hassle other professional animation services require.
Views: 1018 Iris De Quiros
What is Human Resource Management (HRM)? Which Megatrends determine future challenges in HRM? What are key fields of action in HRM?
Views: 663063 Armin Trost
For over 50 years, our engineers and technicians are performing tests for the automotive industry. UTAC CERAM provides its customers with a broad range of technical services using its own infrastructures and human resources, as well as those of its partners. Reliability tests, onboard measurements, subjective and objective analyses of vehicle handling and chassis development; that is daily what our testing teams perform. http://www.utacceram.com/
Views: 440 UTAC CERAM
Many kinds of tests can be used to help select qualified employees. Selection tests must be evaluated extensively before being utilized for hiring decisions. The development of test items should be linked to a thorough job analysis. Selection tests are defined as procedures for determining job suitability. This is accomplished by examining the skills, knowledge, or ability of applicants. Understanding the common elements of a selection testing will help you craft an effective and relevant selection process for your organization.
Views: 188 Gregg Learning
Human Performance and Functional Testing Core The HPFTC provides state-of-the-art accurate and reliable assessment of a wide range of human movements, and acts as a catalyst for introducing these technologies into a broad range of translational research projects across the University. It also provides educational sessions to current and future users increasing research collaborations and disseminating information. The HPFTC provides a functional testing environment for standardized clinical tests in different musculoskeletal pathologies, and develops novel technology for monitoring of physical activity in the community using high-resolution high-bandwidth sensors.
Views: 278 UCSFosteoarthritis
Video Korporat of Malaysian Skills Certification System - Non-destructive Testing (NDT) Department of Skills Development Ministry of Human Resources Malaysia
Views: 788 SkillsMalaysia
HR Avatar Pre-Employment Testing makes it easy for hiring managers to objectively make great hires. The video provides an overview of the HR Avatar assessment approach, score report, benefits, and the free trial. HR Avatar Pre-Employment Tests measure cognitive abilities, personality, skills, bio-data (job history), and they include animated scenarios in which applicants interact with animated avatars to complete job-related tasks. The assessments are super easy to use and work on mobile devices. Contact Talent Code for access in Australia and New Zealand www.talentcode.com.au
Views: 775 TalentCode HR
Quackery and pseudoscience can be very dangerous. Not only in medicine but also in human resources. Alarmed by the nonsensical ideas of Transactional Analysis, Patrick Vermeren set out on a mission to reveal the truth about the many HR theories, models and questionnaires. The academic literature revealed that most HR practices (in recruitment, assessment, development, coaching…) are very problematic and some even dangerous. In this Talk valid alternatives are presented. Patrick Vermeren has been active as a consultant, trainer and coach since 1996. He built on his experience at major Belgian banks ( Cera and Dexia) and an American multinational ( Procter & Gamble). Since he joined Perco he advises HR professionals and he guides groups and individuals in the areas of leadership, coaching and facilitating decision making in groups ( participation). He also assists CEOs, managers and high potentials through training and personal coaching. This talk was given at a TEDx event using the TED conference format but independently organized by a local community. Learn more at http://ted.com/tedx
Views: 225128 TEDx Talks
Psychometric testing is not just for recruiting new personnel. Solved hr psychometric testing can assist in all of these areas: • Recruitment • Promotion • Leadership and Development • Coaching and Mentoring • Team Building • Assessing Emotional and Fluid Intelligence • Conflict Management Solved hr psychometric testing delves into the personality, ability and intellect of your most valuable resource – your team! To find out more visit www.solvedhr.co.uk
Views: 104 Solved HR
http://blog.hr360.com/hr-blog/testing-during-the-employement-process-video-blog Video Highlights: 0:03 We will be discussing testing during the employment process. 0:30 Employers often use tests and other selection procedures to screen applicants for hire and employees for promotion. 0:38 There are many different types of tests and selection procedures, including cognitive tests, personality tests, medical examinations, credit checks, and criminal background checks. 0:49 The use of tests and other selection procedures can be a very effective means of determining which applicants or employees are most qualified for a particular job. 0:59 However, use of these tools can violate federal and state law if an employer uses them to discriminate based on race, color, sex, national origin, religion, disability, age, or certain other factors. 1:12 The use of tests and other selection procedures can also violate nondiscrimination laws if they disproportionately exclude people in a particular group by race, sex, or another covered basis. 1:25 For more information on testing during the employment process, check out our Interviewing and Hiring Kit by going to hr360.com and clicking on the ‘Products’ tab.
Views: 2098 HR360Inc
I bring you another topic of HRM - Human Resource Management. It's EEO aspects of testing in Urdu/Hindi. If you want me to make more videos on topics of HRM then make sure to subscribe and comment. Hey there, Thank you for joining our little nerd family. I am an Undergraduate student and I post these little teach + study videos in Urdu on YouTube. I try to post all the topics from all the subjects that I am studying in my under-graduation. Videos might not be perfect but they do convey the knowledge . So, If you want to keep on watching my videos then Subscribe. FAQ: 1. Where are you from? I am from Pakistan. 2. What is your profession? I am an undergraduate student. #studywithme #subscribe for more videos of #humanresourcemanagement #hrm
Views: 143 Schooling Ruling
Hey Guys! We're accepting applications for Deputy/Dispatch/Civilian: http://www.priorityroleplay.com or https://discord.gg/tvPwENX Want to talk to one of our HR reps, directly? Email us: [email protected] or join our discord: https://discord.gg/tvPwENX Multistreaming with https://restream.io/ Support the stream: https://streamlabs.com/gigeronimo
Views: 20 GI Geronimo
Learn employee testing and selection quiz on MCQsLearn, a free website http://mcqslearn.com for exam preparation. Practice MCQs with employee testing and selection quiz, types of tests quiz, basic testing concepts quiz and how to validate a test with questions and answers for HRM practice tests. This free video contains 20 MCQs based tests on employee testing and selection in human resource management for online competitive exam preparation.
Views: 212 MCQsLearn
Check out our website http://edenmayers.com/ Sign up to receive our Newsletter Check out all our Blogs http://edenmayers.com/blog/ Follow us on Twitter https://twitter.com/EdenMayersHR Follow and Like us on Facebook Eden Mayers HR Consulting
Views: 9 Eden Mayers HR
national testing agency (N.T.A) will conduct 5 exams from 2019 onwards offically announced by minister of human resources and development . this change occur due to give relief to c.b.s.e and it is a major change like our facebook page to get connect click on the link below https://www.facebook.com/pharmazone17/ follow us on twitter click on link below https://twitter.com/Biopharmazone #nta #neet2019 #neethappentwice #jeemains
Views: 51 Biopharma zone
Hello. My name is Katie Stewart with Tandem HR. Thank you for joining me for Ask An HR Expert where we answer any of your HR questions. Today’s question is “what are my rights as an employer when it comes to reasonable suspicion drug testing?” What a great question!
Views: 13 Tandem Family of Companies
In this video, John Nay describes his current research. John is a Ph.D. student at Vanderbilt University School of Engineering (www.cee.vanderbilt.edu) where he is studying Environmental Engineering, with a focus on Environmental Management and Policy. He is also a Fellow at the Vanderbilt Institute for Energy and Environment (http://www.vanderbilt.edu/viee/). He empirically studies —and models—public good and common-pool resource "social dilemmas" in order to understand combinations of behaviors and institutional designs that facilitate cooperation and welfare-improving investment decisions. He is also applying agent-based modeling to issues of climate change adaptation in South Asia and U.S. coastal real estate markets. John's research advisor is Mark Abkowitz, Professor of Civil & Environmental Engineering at Vanderbilt University. John graduated Phi Beta Kappa and with High Distinction from the University of Virginia. He has interned for the Majority Leader of the U.S. House of Representatives, worked at an environmental policy firm, and conducted research on climate adaptation policy in the U.S. and in Bangladesh. He has also been awarded various honors, including a Fulbright Scholarship and the Senator John Warner Public Leadership Research Award. Dr. Mark Abkowitz specializes in enterprise risk management, hazardous materials transportation safety and security, assessing the impacts of energy choices and climate change, and the strategic and operational deployment of intelligent transportation systems. A Professor of Civil & Environmental Engineering at Vanderbilt University, he also served as the Director of the Vanderbilt Center for Environmental Management Studies. Environmental Engineering graduate students focused in the environmental engineering, management and policy area participate in VCEMS, the Vanderbilt Center for Environmental Management. The Center is a Vanderbilt University system-wide initiative jointly led by the School of Engineering, the Owen Graduate School of Management, and the Law School. VCEMS activities are interdisciplinary and focus on environmental business, management and technology.Vanderbilt YouTube - Videos from Civil & Environmental Engineering Graduate Students & Researchers April 2012 Ensuring sustainability of water resources requires intense interactions among leaders in the business, government and non-profit sector as they face enormous challenges when making expensive decisions about infrastructure investments that will need to last late into the twenty-first century. An example of the new generation of environmental management and policy problems that will require innovative approaches is water stewardship. We are now living in an era of "post-stationarity," that is, a period when assumptions about stable environmental and ecosystem conditions are no longer valid. Consequently, for the rest of the century, the world is expected to face much higher levels of risk associated with water stressed regions, both in the form of access to clean water as well as exposure to severe floods and droughts. .Environmental issues are arguably the most pressing problem of the 21st century. These problems stem from patterns of human interaction with the earth and its ecosystems, and from unsustainable use of natural resources. For more information on the graduate program in Environmental Engineering, and the interdisciplinary studies in Environmental Management and Policy, visit www.cee.vanderbilt.edu.
Views: 1684 Vanderbilt University
ORG PSYC (UNSW) Educational video about tips and advice on how best to use personality measures in personnel selection for jobs by HR Managers --------------------------------------------------------------------------------------------------------------------------------------------------- Video compiled and rendered in Adobe Aftereffects and plugins Dialogue recorded and edited in Audacity Music from The Sims Soundtrack Universal Counter found freely on Youtube Sound effects used from http://soundfxnow.com/ Art created in Adobe Photoshop Credits: Video and art: Steven Luong Dialogue and recording: Seema Patara Script and Content: Vanessa Mok References Asthon, M. C. (1998). Personality and job performance: The importance of narrow traits. Journal of Organizational Behavior, 19, 289-303. Dudley, N. M., Orvis, K. A., Lebiecki, J. E., & Cortina, J. M. (2006). A meta-analytic investigation of conscientiousness in the prediction of job performance: Examining the intercorrelations and the incremental validity of narrow traits. Journal of Applied Psychology, 91, 40-57. Paunonen, S. V., Rothstein, M. G., & Jackson, D. N. (1999). Narrow reasoning about the use of broad personality measures in personnel selection. Journal of Organizational Behavior, 20, 389-405. Paunonen, S. V., Haddock, G., Forsterling, F., & Keinonen, M. (2003). Broad versus narrow personality measures and the prediction of behaviour across cultures. European Journal of Personality, 17, 413-433. Shelton, M. L. (2005) The use of personality profiles in personnel selection: An exploration of issues encountered in practical applications. Dissertation Abstracts International: Section B: The Sciences and Engineering. 3759. Smith, G. T., Fischer, S., & Fister, S. M. (2003). Incremental validity principles in test construction. Psychological Assessment, 15, 467-477. Tett, R. P., Steele, J. R., & Beauregard, R. S. (2003). Broad and narrow measures on both sides of the personality-job performance relationship. Journal of Organizational Behaviour, 24, 335-356. Van Iddekinge, C. H., Taylor, M. A., & Eidson, C. E. J. (2005). Broad versus narrow facets of integrity: Predictive validity and subgroup differences. Human Performance, 18(2), 151-177.
Views: 9793 snlg442