employee selection &...
TRANSCRIPT
Employee selection & Evaluation
& Correction
By : Mj.Gharavi
Professor of Iran University of Medical
Sciences
• The laboratory manager should evaluate the candidate
qualification in relation to the job description.
• Candidates for interviews are then selected.
• The interview is a critical step in the selection
process.
• The purpose of the interview process is for the
employer to ensure that the written information
obtained from the resume is valid and to evaluate the
candidate’s skills.
• The evaluation instrument should be tied to the job description , performance standards, and to the reward system.
• Employees should understand from the beginning the basis of their evaluation .
• The idea is not catch someone not doing their job, but to encourage all employee to do their job.
• Hall and O’Malley describe the competency-
based and the criteria-based evaluation.
• The criteria-based evaluation indicate
performance criteria such as the criteria found
in the job description.
• They competency-based evaluation is used in the
employee orientation process and to continuously
validate competency as required by accreditation
agencies.
• During employee orientation and validation of
competency , a checklist is developed, and the
manager or trainer must verify that the
employee is competent to perform tasks on the
checklist.
• According to varnado(1996), an evaluator
must :
1. Have knowledge of the job ?
2. Be close enough to the work situation to
realistically be able to evaluate the
employee’s work ?
3. Have the knowledge and ability to perform
evaluation?
4. Have the time to evaluate the employee ?
The evaluator must avoid errors caused by the
tendency to mark all employee as average or
to mark all employees with high mark.
Delegating
Participating-role
Selling -role
Telling-mode
Example of a partial Criteria-Based Evaluation Summary Page
Example of a partial Employee Orientation Checklist A component of the
Competency-Based Evaluation Process
Example of a partial Employee Competency Validation Checklist A component of the Competency-Based Evaluation Process
• Getzel (1958) described the interaction of the individual with the institution and indicated that :
1. The institution must match the individual
2. The institutional role must match the individual personality
3. The institutional expectations must match the individual needs disposition for the institution and individual to realize the maximum benefit.
• Indirect Interaction in group
• During the meeting in question
refers to the sum of all
employees
• Talk with the employee
• No documentation is filled
• Manager is in contact constantly with the employee
• This is a step that enhances the dignity of the employee and communicates a manager’s sincere concern for the employee
• Oral hint
• Warning the involves indentifying the problem
• Offering assistance
• Keeping formal note on the conference
• Written warning
• The Written warning is signed by
the manager
• A second Written warning is
given
• Sometimes this Written
warning is accompanied by a
suspension
• The employee is dismissed
• Expulsion