Structured uses 1) Job related questions, 2) Predetermined scoring system and 3) Standardized for all applicants

Nonstructured has open ended questions with various topics and interviewer makes decisions based on gut feeling, no guideline for evaluation

1) The success of on organization depends on the performance of employees

2) Selection is about predicting if someone will be good at a job in an organization

3) You will make better selction decisions if your procedures are based on evidence, not intuition

1) Ask recent address

2) Ask if they can work under Canadian law for age req.

3) Ask if they can meet all requirements and attendance

4) Ask if they are able to legally work in Canada

5) Ask for military service, preference given to veterans

6) Explain work shift and ask if there are any problems

7) Tell medical reqs. and ask if applicant has any medical problems that will affect the ability to do the job

1) Valid

2) Reliable

3) Practical

4) Free from bias and fair

1) Criterion-Related Validity - Selection tool predicts or correlates with important elements of work behaviour

2) Content validity - Selection instrument such as a test samples the knowledge and skills for a job

3) Construct validity - Selection tool measures a theoretical construct or trait

1) Concurrent validity - test scores match criterion data obtained from current employees

2) Predictive validity - another test score made after the person has been on the job and is then compared to when they first took the test

Cross validation is essential, ex// test current employees and use that as a guideline for other applicants or other employees

1) Organization analysis - examine environment, strategies, resources

2) Task analysis - determining the content of the training program based on tasks and duties researched, can sometimes use competency analysis for harder jobs

3) Person analysis - Determines the specific people who need training

1) Lectures

2) Role-playing

3) Simulation

4) Case studies

5) Computer based training

6) Virtual reality

1) On the job training - develop goals, plan schedule, good atmosphere and evaluate

2) Apprenticeship training

3) Co-op/internships

4) Classroom instruction

5) Programmed instruction

6) Audiovisual methods

7) Simulation method

8) E-learning

1) On the job experience

2) Seminars/conferences

3) Case study

4) Management games

5) Behaviour models

6) Role playing

1) Orientation - familiarize with the organization, jobs and work units

2) Onboarding - systematically socializing new employees to help them go on board with organization

3) Basic skills training - reading, writing, etc.

4) Team training and cross-training - Traing to work in a team and cross is training to work multiple jobs

5) Ethics training - handled by chief ethics officer, training designed to avoid reputational and financial risks

1) Behaviour modification

2) Spot rewards (Acknowledgement, etc.)